Frederik J. Zuiderveen Borgesius, Judith Möller, Sanne Kruikemeier
et al.
Online political microtargeting involves monitoring people's online behaviour, and using the collected data, sometimes enriched with other data, to show people-targeted political advertisements. Online political microtargeting is widely used in the US; Europe may not be far behind. This paper maps microtargeting's promises and threats to democracy. For example, microtargeting promises to optimise the match between the electorate's concerns and political campaigns, and to boost campaign engagement and political participation. But online microtargeting could also threaten democracy. For instance, a political party could, misleadingly, present itself as a different one-issue party to different individuals. And data collection for microtargeting raises privacy concerns. We sketch possibilities for policymakers if they seek to regulate online political microtargeting. We discuss which measures would be possible, while complying with the right to freedom of expression under the European Convention on Human Rights.
Liquid democracy is a mechanism for the division of labor in decision-making through the transitive delegation of influence. In essence, all individuals possess the autonomy to determine the issues with which they will engage directly, while for other matters, they may appoint a representative of their choosing. So far, the literature has studied the delegation structures emerging in liquid democracy as static. As a result, transitivity defined as the capacity to transfer acquired authority to another entity, has been identified as a concern as it would be conducive to unrestrained accumulation of power. Focusing on the implementation of liquid democracy supported by the LiquidFeedback software, we propose a novel approach to assessing the influence of voting nodes in a transitive delegation graph, taking into account the process nature of real-world liquid democracy in which delegation and voting are distinct and increasingly independent activities. By introducing a novel model of delegations in liquid democracy, we show how transitivity may in fact contribute to an effective regulation of deliberation influence and decision-making power. While maintaining the one-person, one-vote paradigm for all votes cast, the anticipated influence of an agent, to the extent it is stemming from transitivity, experiences a precipitous decline following an exponential trajectory. In general, it is our objective to move the first steps towards a rigorous analysis of liquid democracy as an adaptive democratic representation process. The adaptivity aspect of liquid democracy has not yet been explored within the existing academic literature despite it being, we believe, one of its most important features. We therefore also outline a research agenda focusing on this aspect of liquid democracy.
Dariusz Baran, Ernest Górka, Michał Ćwiąkała
et al.
This paper examines the impact of internal communication on effective business management through a comparative analysis of two medium-sized car rental companies operating in Poland. Using a structured survey completed by 220 employees, the study evaluates 15 communication-related factors, including feedback culture, managerial accessibility, message clarity, and interdepartmental coordination. The findings indicate that Company X significantly outperforms Company Y across all evaluated dimensions, largely due to its use of advanced communication technologies, participatory models, and clear feedback mechanisms. The research highlights the strategic role of two-way communication in fostering employee engagement, organizational transparency, and operational efficiency. It contributes to the field by offering a rare, data-driven comparison within one industry and supports existing models that link internal communication to job satisfaction and motivation. Limitations include reliance on self-reported data and focus on a single industry and country. Future studies are recommended to explore cross-sector and longitudinal perspectives, especially in the context of digital and hybrid work environments.
Gabriela Wojak, Ernest Górka, Michał Ćwiąkała
et al.
This paper analyzes the relationship between cybersecurity management, data protection, and corporate reputation in the context of digital transformation. The study examines how organizations implement strategies and tools to mitigate cyber risks, comply with regulatory requirements, and maintain stakeholder trust. A quantitative research design was applied using an online diagnostic survey conducted among enterprises from various industries operating in Poland. The analysis covered formal cybersecurity strategies, technical and procedural safeguards, employee awareness, incident response practices, and the adoption of international standards such as ISO/IEC 27001 and ISO/IEC 27032. The findings indicate that most organizations have formalized cybersecurity frameworks, conduct regular audits, and invest in employee awareness programs. Despite this high level of preparedness, 75 percent of surveyed firms experienced cybersecurity incidents within the previous twelve months. The most frequently reported consequences were reputational damage and loss of customer trust, followed by operational disruptions and financial or regulatory impacts. The results show that cybersecurity is increasingly perceived as a strategic investment supporting long-term organizational stability rather than merely a compliance cost. The study highlights the importance of integrating cybersecurity governance with corporate communication and reputation management, emphasizing data protection as a key determinant of digital trust and organizational resilience.
Recently, 6G in-X subnetworks have been proposed as low-power short-range radio cells to support localized extreme wireless connectivity inside entities such as industrial robots, vehicles, and the human body. Deployment of in-X subnetworks within these entities may result in rapid changes in interference levels and thus, varying link quality. This paper investigates distributed dynamic channel allocation to mitigate inter-subnetwork interference in dense in-factory deployments of 6G in-X subnetworks. This paper introduces two new techniques, Federated Multi-Agent Double Deep Q-Network (F-MADDQN) and Federated Multi-Agent Deep Proximal Policy Optimization (F-MADPPO), for channel allocation in 6G in-X subnetworks. These techniques are based on a client-to-server horizontal federated reinforcement learning framework. The methods require sharing only local model weights with a centralized gNB for federated aggregation thereby preserving local data privacy and security. Simulations were conducted using a practical indoor factory environment proposed by 5G-ACIA and 3GPP models for in-factory environments. The results showed that the proposed methods achieved slightly better performance than baseline schemes with significantly reduced signaling overhead compared to the baseline solutions. The schemes also showed better robustness and generalization ability to changes in deployment densities and propagation parameters.
Shiri Alouf-Heffetz, Tanmay Inamdar, Pallavi Jain
et al.
In liquid democracy, agents can either vote directly or delegate their vote to a different agent of their choice. This results in a power structure in which certain agents possess more voting weight than others. As a result, it opens up certain possibilities of vote manipulation, including control and bribery, that do not exist in standard voting scenarios of direct democracy. Here we formalize a certain kind of election control -- in which an external agent may change certain delegation arcs -- and study the computational complexity of the corresponding combinatorial problem.
PurposeThe paper investigates the effects of individual employees' empowerment on different forms of job satisfaction in British workplaces while controlling for the presence of job demands and whether these effects depend on the presence of an equality plan in the workplace. The demand-control model that the authors test proposes that imbalances between the demands placed on employees and the control they have in their job negatively affect employee well-being and health. Control may also be strengthened, and demands mitigated, by effective equality policies. This study looks at nine forms of job satisfaction and examines the individual effects of job demands, job control, the interaction of control and demands and their joint effects with equality plans.Design/methodology/approachThe study uses matched employee–employer British data from the 2011 Workplace Employment Relations Survey (WERS). The authors conduct principal component analysis (PCA) and logit estimations and estimate a recursive simultaneous bivariate probit model.FindingsEmployee empowerment, or job control, is a key predictor of job satisfaction, and job demands are negatively associated with various aspects of job satisfaction. The presence of equality plans strengthens the positive effects of job control and mitigates the detrimental effects of job demands. Consistent with the demand-control model, employees are more likely to be satisfied in low strain jobs (jobs with low demands and high control) than in high strain jobs (jobs with high demands and low control). Employees in passive jobs (jobs with low demand and low control) on the other hand are less likely to be satisfied with achievement and influence than employees in low strain job.Originality/valueMuch of the empirical literature has focused on collective empowerment practices and none has tested the demand-control model. This paper adds to the literature on employee empowerment practices with a focus on individualised job control and the way its effects interact with equality plans. In the process, the authors provide novel and rigorous empirical evidence on an extended version of the demand-control model.
Background & Purpose: Generation Z is a generation that is not satisfied with sitting still and accepting the situation and is interested in change and progress. Interestingly, this group is interested in entering the jobs they see around them to earn more money and grow professionally. Competent and committed employees are valuable assets for any organizations, thus today they are referred to as human capital. Talent retention management is very essential because competent employees can increase the efficiency and effectiveness of the organization and bring your company to the highest level in the competitive and business environment. The purpose of this qualitative research is to provide a talent retention model among generation Z employees of government organizations.Methodology: In this research, the multiple foundation data method of Cranholm and Gould Kohl was used. The participants of this research include human resources specialists and experts from universities and government organizations who were determined through the theoretical sampling method. In order to identify the categories of talent retention model among generation Z employees of government organizations, a semi-structured interview was used, using this tool, in-depth interviews were conducted with 35 human resources experts from universities and government organizations, and the required information was collected. To analyze the data, the method of theorizing the multiple data base of Cranholm and Gould Kohl was used.Findings: In this research, in the inductive coding stage, 5 categories (central category, individual and organizational support platforms, social and cultural contexts, personal and occupational and organizational obstacles, individual and organizational results and consequences) and 31 concepts were extracted. And then conceptual refinement, model coding (presentation of the model), theoretical adaptation of the model, experimental validation and evaluation of the theoretical coherence of the model and enrichment of the theory were described.Conclusion: Keeping the Z generation human resources is one of the keys to the success, survival and health of any business. Effective managers believe that keeping Z generation employees will increase customer satisfaction and retention, business satisfaction, in government organizations. Apart from the discussion of rights, which is a universal need for all generations of the workforce, other issues such as a better work-life balance, more advancement opportunities, and meaningful benefits are also of high value to Generation Z. These issues are so valuable to this generation that they may move to a lower paying job to get them. This group of employees is also looking for employers' support in the field of well-being, especially financial and psychological well-being, and they are looking for stronger intra-organizational relationships than previous generations. Therefore, at the time of recruiting, hiring, and maintaining this group of employees, special attention should be paid to this group of needs.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Omran Mohammadi fateh, Abbas Monavariyan, Saeid Nourouzi
Background & Purpose: Mindfulness, as a positive psychological state or process, provides the constructive behavior and improvement of job performance. In order to know more about the way effectiveness of this effect, this study examines the intervening effects of humble leadership in the relationship between mindfulness, job performance and creativity.Methodology: The research is applied in terms of purpose and survey-descriptive in terms of data collection method. The population of this study are the military men of an organization in Tehran, Iran from which the sample was selected using the random sampling. The data was collected using the questionnaire and the hypotheses were tested using structural equation modeling based on partial least squares with smart PLS software.Findings: The results of the research findings support the majority of hypotheses based on the relationship between mindfulness and job performance, employee creativity and creative process participation. Humble leadership moderated the relationship between creativity and creative process engagement and job performance. Moreover, the results proved the effect of mindfulness on job performance through employee creativity.Conclusion: Cultivating the ability of employees' mindfulness can help improve their preparation and mental fluidity for creativity and willingness to actively participate in creative processes in the organization to improve their job performance. The findings of this research can promote attention to the category of mindfulness among researchers and organizational practitioners.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
This paper introduces a unified framework for adaptive portfolio management, integrating dynamic Black-Litterman (BL) optimization with the general factor model, Elastic Net regression, and mean-variance portfolio optimization, which allows us to generate investors views and mitigate potential estimation errors systematically. Specifically, we propose an innovative dynamic sliding window algorithm to respond to the constantly changing market conditions. This algorithm allows for the flexible window size adjustment based on market volatility, generating robust estimates for factor modeling, time-varying BL estimations, and optimal portfolio weights. Through extensive ten-year empirical studies using the top 100 capitalized assets in the S&P 500 index, accounting for turnover transaction costs, we demonstrate that this combined approach leads to computational advantages and promising trading performances.
How should financial institutions hedge their balance sheets against interest rate risk when managing long-term assets and liabilities? We address this question by proposing a bond portfolio solution based on ambiguity-averse preferences, which generalizes classical immunization and accommodates arbitrary liability structures, portfolio constraints, and interest rate perturbations. In a further extension, we show that the optimal portfolio can be computed as a simple generalized least squares problem, making the solution both transparent and computationally efficient. The resulting portfolio also reduces leverage by implicitly regularizing the portfolio weights, which enhances out-of-sample performance. Numerical evaluations using both empirical and simulated yield curves support the feasibility and accuracy of our approach relative to existing methods.
Programmers learning Rust struggle to understand ownership types, Rust's core mechanism for ensuring memory safety without garbage collection. This paper describes our attempt to systematically design a pedagogy for ownership types. First, we studied Rust developers' misconceptions of ownership to create the Ownership Inventory, a new instrument for measuring a person's knowledge of ownership. We found that Rust learners could not connect Rust's static and dynamic semantics, such as determining why an ill-typed program would (or would not) exhibit undefined behavior. Second, we created a conceptual model of Rust's semantics that explains borrow checking in terms of flow-sensitive permissions on paths into memory. Third, we implemented a Rust compiler plugin that visualizes programs under the model. Fourth, we integrated the permissions model and visualizations into a broader pedagogy of ownership by writing a new ownership chapter for The Rust Programming Language, a popular Rust textbook. Fifth, we evaluated an initial deployment of our pedagogy against the original version, using reader responses to the Ownership Inventory as a point of comparison. Thus far, the new pedagogy has improved learner scores on the Ownership Inventory by an average of 9% ($N = 342, d = 0.56$).
Alicia Martin-Navarro, Maria Paula Lechuga Sancho, Jose Aurelio Medina-Garrido
Business Process Management Systems (BPMS) represent a technology that automates business processes, connecting users to their tasks. There are many business processes within the port activity that can be improved through the use of more efficient technologies and BPMS in particular, which can help to coordinate and automate critical processes such as cargo manifests, customs declaration the management of scales, or dangerous goods, traditionally supported by EDI technologies. These technologies could be integrated with BPMS, modernizing port logistics management. The aim of this work is to demonstrate, through a systematic analysis of the literature, the state of the art in BPMS research in the port industry. For this, a systematic review of the literature of the last ten years was carried out. The works generated by the search were subsequently analysed and filtered. After the investigation, it is discovered that the relationship between BPMS and the port sector is practically non-existent which represents an important gap to be covered and a future line of research.
Extremely large-scale arrays (XL-arrays) have emerged as a promising technology to achieve super-high spectral efficiency and spatial resolution in future wireless systems. The large aperture of XL-arrays means that spherical rather than planar wavefronts must be considered, and a paradigm shift from far-field to near-field communications is necessary. Unlike existing works that have mainly considered far-field beam management, we study the new near-field beam management for XL-arrays. We first provide an overview of near-field communications and introduce various applications of XL-arrays in both outdoor and indoor scenarios. Then, three typical near-field beam management methods for XL-arrays are discussed: near-field beam training, beam tracking, and beam scheduling. We point out their main design issues and propose promising solutions to address them. Moreover, other important directions in near-field communications are also highlighted to motivate future research.
PurposeIn addition to increased regulation and platform co-operatives, this paper proposes a third option to address the problem posed by the labor-based platform (LBP) companies and companies' treatment of de facto employees as “independent contractors,” thus avoiding the usual employee benefits.Design/methodology/approachThe paper outlines the history and structure of Employee Stock Ownership Plans (ESOPs) as a mechanism to achieve partial worker ownership of companies.FindingsThe possibility of establishing ESOPs in the local subsidiaries of platform companies is outlined as the third option to reform LBPs.Practical implicationsWhether this option is available in the United States of America is not clear without new litigation or legislation since the existing USA ESOP is for “employees” and the problem is that the LBPs do not classify these platforms' full-time workers as “employees.” Hence, this third option may be mainly relevant to other countries for LBPs that are not already established.Originality/valueThe ESOP approach to changing LBPs is a new suggestion in addition to the usual approaches of increased public regulation and establishing new worker-owned platform co-operatives. The ESOP is a new tool in the hands of municipal and national governments to require in order for the LBPs to be able to operate.
Purpose: The primary purpose of this research is to identify factors influencing the tendency to “Nahye az Monkar” regarding organizational corruption and then, to measure the extent of this impact.
Methodology: The type of research method was applied, exploratory, descriptive, survey and causal. By reviewing the research literature, the factors affecting the tendency to “Nahye az Monkar” were identified. The data collection tool was a questionnaire. The statistical population consisted of all employees of a public organization. Applying systematic random sampling method, 228 people were selected to complete the questionnaire. The statistical techniques of exploratory factor analysis, linear multivariate regression analysis and independent t-test were used to analyze the data.
Findings: First, based on exploratory factor analysis, six factors affect the tendency to “Nahye az Monkar”, including ethics, behavior of officials, training, personal effort, fear, and prevalence of “Monkar”. Second, based on the results of regression analysis, such factors as observing ethics, behavior of officials, training, effort and adoption of the best method in advising others have a positive effect on the tendency to “Nahye az Monkar”. Third, based on the results of t-test, it is determined that the tendency to “Nahye az Monkar” in administrative corruption is not at a favorable level.
Originality: The issue of “Nahye az Monkar” has rarely been addressed in the Iranian setting in the framework of a field research. This study tries to investigate this concept of the Iranian value system (prohibition of negativity) in the form of a quantitative research.
Implications: The results of this research can be used to reduce the amount of administrative corruption in state, public and private organizations.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Keyvan Barzegar, Mehdi Adibi Fard, Alireza Tashakorian Jahromi
Background & Purpose: In the new era, public and private organizations consider having environmental awareness as an important and necessary thing for their survival. Thus, the present study has systematically reviewed green human resource management studies to provide a comprehensive framework of green human resource management.Methodology: This study is fundamental in terms of purpose and a combination-documentary in terms of data collection. Through a meta-synthesis approach and systematic review, researchers evaluated published studies on green human resource management from 2000 to 2019 at Scopus, Thomson Routers external databases, Meg Iran, and Noor Magz internal databases. They selected and analyzed 21 related articles. In order to determine the importance and priority of the extracted dimensions, Shannon entropy method was used.Findings: Generally, after content analysis of the selected studies, 100 codes, 27 concepts, and 10 categories including design and analysis of green jobs, green recruitment process, green socialization, green performance appraisal, green incentives and rewards, green human resources training and development, green employee relationships and participation, green accountability system, green work safety and health, and green discipline were extracted. According to the research findings, the concept of Link payment to environmental performance assessment had the highest coefficient of importance. Finally, after conducting the research steps, a comprehensive framework of green human resource management was provided.Conclusion: The proposed framework can be a good basis for implementing green human resource management in organizations so that the organizations, by being aware of the potentials, can adjust their future policies in line with the organization's environment and increase organizational green performance. Additionally, it is expected that the implementation of the human resource management framework can affect the health of the community and contribute to the efficient and effective use of natural resources by using the methods and strategies of green human resource management.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Background & Purpose: Nowadays, being and moving in the direction of digital transformation in organizations has become a fundamental requirement, which requires rethinking the content of organizational culture. Since Asan-pardakht Company is a technology-oriented company and is familiar with digital transformations in organizational processes, the people working of human resources department of Asan-pardakht Company were examined as the research community in identifying digital cultural contexts.
Methodology: This research has been done using qualitative approach and theme analysis method to analyze the data. Participants of the study were selected through purposive sampling method, which involved 12 individuals working in Asan-pardakht Company, including the deputy manager of human resources, human resources experts, and its employees.
Findings: According to the research findings, five main categories including accompaniment context, functional context, processal context, systemic context, and maintenance context, have been identified as the main cultural contexts in order to digitalize the processes of human resource management. Qualitative research indicators were used to assess the study credibility, transferability, dependability, and confirmability which were confirmed.
Conclusion: The results of this study showed that organizational culture, as one of the main infrastructures of digital transformations, has an adaptive and facilitating role in the optimal combination of human resources and technological resources of the organization. Digital Organizational culture, by integrating the attitudes, mindsets and performance of employees in accepting technological changes and using new systems, makes it possible to effectively align them to digital transformations.
Employee participation in management. Employee ownership. Industrial democracy. Works councils
Mohammad Jamaldini, Babak Hosseinzadeh, Ali Asghar Shojaee
Purpose: Identifying factors affecting organizational efficiency and effectiveness can be a drastic step to improve time management in organizations. Taking this into account, the present research aims to investigate the effects of web-based management on organizational time management with the mediating role of human relations.
Methodology: The research method was descriptive of correlational. The statistical population consisted of all top, middle and operational managers of Hormozgan Province Islamic Azad University. Using stratified random sampling method, 201 managers were selected as the statistical sample. To collect research data, three questionnaires were used: web-based management, human relations, and organizational time management. Data were analyzed using structural equation modeling.
Findings: Results show that on one hand, web-based management has a positive and significant relationship with organizational time management and human relations and on the other hand, human relations have the same relationship with organizational time management. Moreover, there is a positive and significant relationship between web-based management and organizational time management through the mediating role of human relations.
Originality: Studying the effects of web-based management on organizational time management, this research has developed the existing literature in this field. It has also emphasized that based on the relationship between web-based management and human relations development, we can expect the realization of development in organizational time management.
Economic growth, development, planning, Employee participation in management. Employee ownership. Industrial democracy. Works councils
Geetanjali Rathee, Farhan Ahmad, Naveen Jaglan
et al.
Industrial Internet-of-Things (IIoT) is a powerful IoT application which remodels the growth of industries by ensuring transparent communication among various entities such as hubs, manufacturing places and packaging units. Introducing data science techniques within the IIoT improves the ability to analyze the collected data in a more efficient manner, which current IIoT architectures lack due to their distributed nature. From a security perspective, network anomalies/attackers pose high security risk in IIoT. In this paper, we have addressed this problem, where a coordinator IoT device is elected to compute the trust of IoT devices to prevent the malicious devices to be part of network. Further, the transparency of the data is ensured by integrating a blockchain-based data model. The performance of the proposed framework is validated extensively and rigorously via MATLAB against various security metrics such as attack strength, message alteration, and probability of false authentication. The simulation results suggest that the proposed solution increases IIoT network security by efficiently detecting malicious attacks in the network.