This study examines how a multidimensional framework can support instructional analysis and competence development in preschool teacher education. Conducted as a two-year action research project, it involved eight practising preschool teachers and 83 student teachers who analysed instructional sequences filmed during their teaching practicum periods. These analyses, carried out in seminars led by the practising preschool teachers, used the three dimensions of the framework – ‘what’ (learning object), ‘how’ (instructional methods), and ‘when’ (relational timing and pedagogical tact) – as an analytical lens to explore how participants understood and applied these dimensions and what opportunities and challenges emerged. The findings show that the framework helped participants articulate intentional learning objectives, distinguish activities from learning objects, and align instructional methods to specific aims. It also made visible aspects of professional judgement that are often tacit, particularly the situational responsiveness captured by the ‘when’ dimension. Although socio-emotional considerations were frequently highlighted, their cognitive significance was less explicitly recognised, indicating a need for frameworks that connect affective and cognitive dimensions of teaching. The study demonstrates that the structured analytical framework, when combined with video-based reflection, can strengthen learning during practicum and support continuous professional development. The framework balances intentional instruction with responsive, child-centred pedagogy and provides a shared language for discussing the interrelation of the ‘what’, ‘how’, and ‘when’ dimensions in preschool teaching.
Organizational behaviour, change and effectiveness. Corporate culture
In today’s rapidly evolving digital landscape, organizations face challenges and opportunities that demand dynamic leadership. This chapter explores adaptive leadership, a style uniquely suited to navigating the complexities of digital transformation. It begins by defining adaptive leadership and comparing it to other leadership approaches. The discussion then highlights the transformative impact of technologies like artificial intelligence, blockchain, IoT, and big data on organizations. The chapter examines adaptive leadership’s critical role, emphasizing the skills and strategies leaders need to leverage digital change effectively. Grounded in theories such as Adaptive Leadership Theory, Complexity Leadership Theory, and Situational Leadership Theory, it provides a robust framework for understanding leadership in the digital age. Challenges like resistance to change and skill gaps are addressed, alongside opportunities for innovation and competitive advantage. Through real-world case studies, the chapter offers practical insights and a roadmap for fostering adaptability within organizations. It concludes by exploring emerging digital trends, predicting their implications for leadership, and providing actionable recommendations. This analysis equips leaders with the knowledge and tools needed to thrive amidst organizational change and sustain effective leadership in an ever-evolving digital world.
The article examines the possibility of using the Agile approach in onboarding as an effective way to integrate new employees into the corporate environment. Key criteria for effectiveness are identified, including flexibility, adaptability to change, a personalized approach in the process of adaptation and stimulating staff involvement. The work of domestic and foreign researchers has been systematized, confirming the effectiveness of Agile methodology approaches in conditions of market turbulence. Which, in turn, affects the level of motivation of newcomers, the speed of integration, and the reduction of stress during the adaptation period. The article also contains a study of the main problems in implementing the principles of Agile methodology. These include, in particular, resistance to change in the corporate environment, insufficient level of competence of managers regarding flexible approaches, and a lack of quality feedback at the stages of newcomer adaptation. The approaches to onboarding are analyzed: managerial - emphasis is placed on structured training and mentoring; psychological - focuses on the socialization of newcomers and the formation of a culture of team interaction; strategic - in which onboarding is perceived as a strategic element of the long-term stability of the company and a means of reducing personnel turnover. The specifics of applying the principles of Agile methodology in the onboarding process are revealed. Firstly, an important aspect is gradual adaptation as an alternative to one-time inclusion in the work process, which allows a new employee to gradually master it. Secondly, an integral component is a mandatory feedback mechanism, which allows you to assess the dynamics of the employee's development. Thirdly, onboarding takes on a team format, which involves the active participation of mentors. It has been determined that high flexibility of the process remains an important factor, since training methods can be adapted according to the level of training of a particular employee. Thus, it has been proven that the implementation of the principles of Agile methodology can not only increase the efficiency of new employees, but also positively affect the level of their involvement and improve the overall organizational climate in the team.
Francisco Alberto Núñez-Tapia, Paulina A. Vargas-Larraguível
The Centro de Enseñanza Técnica y Superior (CETYS) BrewEd Initiative demonstrates the transformative power of interdisciplinary collaboration by merging entrepreneurship education with the Mexicali region’s craft brewing industry. This innovative model transforms local businesses into experiential learning environments, integrating academic theory with hands-on practice. Through co-curricular workshops, industry partnerships, and cultural programs, students gain direct exposure to entrepreneurial challenges while reinforcing community ties and fostering sustainable business practices. Early findings underscore BrewEd’s effectiveness in equipping students with applied business skills, fostering awareness of community-driven economic development, and providing a scalable framework for interdisciplinary education. By blending experiential learning with meaningful industry engagement, BrewEd offers a replicable model for universities aiming to connect education, industry, and cultural heritage—contributing to global conversations on entrepreneurship education, sustainability, and community-driven learning.
Ethnology. Social and cultural anthropology, Organizational behaviour, change and effectiveness. Corporate culture
As vision-language models (VLMs) become increasingly integrated into daily life, the need for accurate visual culture understanding is becoming critical. Yet, these models frequently fall short in interpreting cultural nuances effectively. Prior work has demonstrated the effectiveness of retrieval-augmented generation (RAG) in enhancing cultural understanding in text-only settings, while its application in multimodal scenarios remains underexplored. To bridge this gap, we introduce RAVENEA (Retrieval-Augmented Visual culturE uNdErstAnding), a new benchmark designed to advance visual culture understanding through retrieval, focusing on two tasks: culture-focused visual question answering (cVQA) and culture-informed image captioning (cIC). RAVENEA extends existing datasets by integrating over 11,396 unique Wikipedia documents curated and ranked by human annotators. Through the extensive evaluation on seven multimodal retrievers and fifteen VLMs, RAVENEA reveals some undiscovered findings: (i) In general, cultural grounding annotations can enhance multimodal retrieval and corresponding downstream tasks. (ii) VLMs, when augmented with culture-aware retrieval, generally outperform their non-augmented counterparts (by averaging +6% on cVQA and +11% on cIC). (iii) Performance of culture-aware retrieval augmented varies widely across countries. These findings highlight the limitations of current multimodal retrievers and VLMs, underscoring the need to enhance visual culture understanding within RAG systems. We believe RAVENEA offers a valuable resource for advancing research on retrieval-augmented visual culture understanding.
This study investigates how individuals' perceptions of artificial intelligence (AI) limitations influence organizational readiness for AI adoption. Through semi-structured interviews with seven AI implementation experts, analyzed using the Gioia methodology, the research reveals that organizational readiness emerges through dynamic interactions between individual sensemaking, social learning, and formal integration processes. The findings demonstrate that hands-on experience with AI limitations leads to more realistic expectations and increased trust, mainly when supported by peer networks and champion systems. Organizations that successfully translate these individual and collective insights into formal governance structures achieve more sustainable AI adoption. The study advances theory by showing how organizational readiness for AI adoption evolves through continuous cycles of individual understanding, social learning, and organizational adaptation. These insights suggest that organizations should approach AI adoption not as a one-time implementation but as an ongoing strategic learning process that balances innovation with practical constraints. The research contributes to organizational readiness theory and practice by illuminating how micro-level perceptions and experiences shape macro-level adoption outcomes.
In todays age of freely available information, policy makers have to take into account a huge amount of information while making decisions affecting relevant stakeholders. While increase in the amount of information sources and documents increases credibility of decisions based on the corpus of available text, it is challenging for policymakers to make sense of this information. This paper demonstrates how policy makers can implement some of the most popular topic recognition methods, Latent Dirichlet Allocation, Deep Distributed Representation method, text summarization approaches, Word Based Sentence Ranking method and TextRank for sentence extraction method, to sum up the content of large volume of documents to understand the gist of the overload of information. We have applied popular NLP methods to corporate press releases during the early period and advanced period of Covid-19 pandemic which has resulted in a global unprecedented health and socio-economic crisis, when policymaking and regulations have become especially important to standardize corporate practices for employee and social welfare in the face of similar future unseen crises. The steps undertaken in this study can be replicated to yield insights from relevant documents in any other social decision-making context.
UN migration data and Hofstede's six cultural dimensions make it possible to find a connection between migration patterns and culture from a longterm perspective. Migrant patterns have been studied from the perspective of both immigrants and OECD host countries. This study tests two hypotheses: first, that the number of migrants leaving for OECD countries is influenced by cultural similarities to the host country; and second, that OECD host countries are more likely to accept culturally close migrants. Both hypotheses were tested using the Mann/Whitney U test for 93 countries between 1995 and 2015. The relationship between cultural and geodesic distance also analysed. The results indicate that cultural proximity significantly influences migration patterns, although the impact varies across countries. About two/thirds of OECD countries show a positive correlation between cultural similarity and geographic proximity, with notable exceptions, such as New Zealand and Australia, which exhibit a negative correlation. Countries such as Colombia, Denmark, and Japan maintain cultural distance, even from their neighbouring countries. Migrants from wealthier countries tend to select culturally similar destinations, whereas those from poorer countries often migrate to culturally distant destinations. Approximately half of OECD countries demonstrate a statistically significant bias towards accepting culturally close migrants. The results of this study highlight the importance of a critical debate that recognises and accepts the influence of culture on migration patterns.
Text-to-Image models, including Stable Diffusion, have significantly improved in generating images that are highly semantically aligned with the given prompts. However, existing models may fail to produce appropriate images for the cultural concepts or objects that are not well known or underrepresented in western cultures, such as `hangari' (Korean utensil). In this paper, we propose a novel approach, Culturally-Aware Text-to-Image Generation with Iterative Prompt Refinement (Culture-TRIP), which refines the prompt in order to improve the alignment of the image with such culture nouns in text-to-image models. Our approach (1) retrieves cultural contexts and visual details related to the culture nouns in the prompt and (2) iteratively refines and evaluates the prompt based on a set of cultural criteria and large language models. The refinement process utilizes the information retrieved from Wikipedia and the Web. Our user survey, conducted with 66 participants from eight different countries demonstrates that our proposed approach enhances the alignment between the images and the prompts. In particular, C-TRIP demonstrates improved alignment between the generated images and underrepresented culture nouns. Resource can be found at https://shane3606.github.io/Culture-TRIP.
The article examines the application of new management tools in the VUCA world (volatility, uncertainty, complexity, and ambiguity). It is argued that traditional management methods are losing their effectiveness in a dynamic environment shaped by rapid technological change, globalization, and increasing competition. The necessity of implementing innovative organizational models (Agile, Holacracy, and Teal organizations) that enhance flexibility, adaptability, and employee engagement is emphasized. The central scientific hypothesis underpinning this study is the assumption that traditional management instruments and approaches can not only be adapted but also transformed into new ones through critical analysis of their past applications and limitations. The paper argues that conventional managerial methods are steadily losing their effectiveness in highly dynamic environments shaped by rapid technological change, accelerating globalization, and intensifying competition. The research substantiates the need for innovative organizational models such as Agile, Holacracy, and Teal organizations, which foster flexibility, adaptability, and deeper employee engagement. The study analyzes best practices and illustrative cases of companies that have gained competitive advantage in the VUCA context through digital transformation, effective change management, and strategic resource diversification. Furthermore, the article highlights the importance of nurturing a corporate culture grounded in continuous learning, innovation, and inclusivity as critical strategic factors for sustainable growth. The article also stresses the role of continuous learning, innovation, and inclusivity as strategic drivers of growth. The conclusion is that management in the VUCA era must be viewed as a holistic philosophy requiring leadership vision, courage, and readiness for lifelong learning.
The aim of this paper is to explore the elements of unnoticed areas from organizational culture and community perspective via the role of women in corporate structure and SDGxESG related activities for social impacts. By nurturing SDG related initiatives and empowering women communities, we can have more aspirations for the ways of improving ESG Score. A research was performed to analyze factors possibly related to CIIF Funded Projects (2020 Jan to 2025). One hundred thirty-eight articles published from 2020 to 2025 were discovered. By thoroughly delving into the articles, the top four factors: Implementation strategies on social inclusion, Service deliverables with behavioural changes,and Knowledge creation on social capital, and Measurable social impact.Through this paper, management of service organizations may explore the governance structure and decision-making process with the role of women with community engagement platform for social impacts.
The article explores the essence and role of innovative leadership in managing intellectual business within the context of the digital transformation of the economy. The conceptual and categorical framework of the phenomenon is clarified, and the key functions of innovative leadership are identified, including strategic, motivational, communicative, cultural, and integrative ones. The study emphasizes that innovative leadership serves as a driver for organizational change, fostering creativity, team interaction, and the effective utilization of intellectual capital. It highlights the importance of leadership in shaping an innovative organizational culture, enhancing employee motivation, and ensuring sustainable competitiveness in knowledge-intensive enterprises. Particular attention is given to the analysis of internal (organizational culture, management style, motivation system), external (economic environment, state innovation policy, digital infrastructure), personal (creativity, emotional intelligence, communication skills), socio-psychological, and technological factors that determine the effectiveness of innovative leadership in intellectual entrepreneurship. The paper substantiates that the implementation of innovative leadership transforms traditional management paradigms, shifting from hierarchical to network-based models that promote flexibility, collective creativity, and rapid decision-making. In Ukrainian conditions, the importance of innovative leadership is growing, especially under the challenges of war, economic instability, and labor market transformations. The article outlines key directions for improving the leadership system — the development of corporate education, encouragement of interdisciplinary interaction, creation of open innovation environments, and implementation of hybrid management models that combine technological and human potential. Strengthening innovative leadership practices is considered a crucial prerequisite for enhancing the intellectual and competitive capabilities of Ukrainian enterprises in the global digital economy.
This article aims to clarify the methodological features of the reciprocal influence between consumers' socio-economic knowledge and corporate promotional policies within the contemporary marketing environment of Ukraine. It substantiates that economic knowledge significantly impacts the marketing activities of any enterprise by shaping decision-making processes in both consumer and business markets. The research identifies three fundamental components of consumer socio-economic knowledge: economic culture, economic consciousness, and social educational institutions. It is demonstrated that economic culture determines the perception of various marketing communication methods, while economic consciousness facilitates the formation of a subjective image of economic reality during periods of socio-economic change. Furthermore, the modern system of economic education is positioned as a tool for overcoming stereotypes that distort market perceptions. Together, these factors foster socio-psychological readiness to process new information, thereby enhancing the effectiveness of marketing communications. Through an integrated mechanism, these communications define relationships with products, pricing policies, and distribution networks. The study further explores how marketing communications, in turn, influence the socio-economic knowledge of individuals. The formation of this knowledge results in several critical outcomes: increased consumer professionalization, refined economic behavior, and the successful social adaptation of individuals to evolving market conditions. Ultimately, the synergistic interaction between knowledge and promotion is established as a key driver for ensuring organizational efficiency and long-term competitiveness in the modern Ukrainian market.
Nomination committees (NCs) are a critical, yet under-researched, part of the good governance equation. This study contributes to baseline knowledge of NC adoption and design. Underpinned by critical realism, four national sports organization case studies explain the “why” and “how” of NC adoption through a multitheoretical lens. Change strategies are identified using Hampel et al.’s mechanisms (symbolic, relational, and material) approach to institutional (creation) work outcomes. Archer’s morphogenetic cycle helps to demonstrate the interplay between structure, culture, and agency in achieving the change with the study, providing a timely reminder of the power of morphostasis (inertia). The results are important for future NC design to better inform national sport organization NCs’ structures and processes (including case-appropriate balance between community and corporate logics in national sport organization governance re-configurations) and aid future evaluations of NC effectiveness. A critical realism multitheoretical and multicase approach is modeled for future sport management studies.
Fatemeh Alavi Matin, Abbasli Rastgar, Hasan Abedijafari
et al.
The aim of present study was to combine the results of quantitative researches in the field of employee-organization relationship. In this research, the structure of "employee-organization relationship" was considered as a variable with dimensions of satisfaction, trust, commitment and mutual control. The statistical population of the research was the studies indexed in the Scopus database in the period of 2014-2023. Using the defined protocol, finally 41 hypotheses from 26 studies were selected for the sample. Data extracted from selected studies were evaluated by meta-analysis method. By identifying the most important antecedents related to this structure, the effect size of each antecedents and their overall effect size were measured. According to research results, the antecedents of "employee-organization relationship" variable are respectively: symmetrical communication, transparent communication, communication satisfaction, empowering leadership, authentic leadership, and dialogic communication with strong effect size; organizational justice, communication authenticity, communication responsiveness, and transformational leadership with medium effect size; and the organization character construct with weak effect size. The overall effect size of all antecedents in the model of fixed effect size and random effect size is: 0.629 and 0.626 respectively, that shows the strong effect of the antecedents identified to create favorable employee-organization relationship in the organization.
This research aims to study the desirable characteristics of information science interns according to the needs of each type of business organization. The sample was classified into 4 types from 33 organizations such as government agencies, state enterprises, private organizations, and government regulation organizations. The result showed that desirable characteristics of the information science interns as perceived by business organization were divided into 2 main skills. The first skill was called Soft skill. It includes the moral and ethical behavior that most influences professional internships, namely discipline, punctuality, responsibility and teamwork. Cognitive skills were critical and systematic thinking, and information searching, analyzing and assessment for solving problem, the personal relationship and responsibilities assisted and facilitated problem solving in various situations. The second skill was called Hard skill. It includes Thai, English and other language skills for communication, and the ability to use office suites software capabilities and specialized software for specific tasks.
Organizational behaviour, change and effectiveness. Corporate culture
Berger, Peter & Luckmann, Thomas. (2008) Gerçekliğin Sosyal İnşası Bir Bilgi Sosyolojisi İncelemesi (The Social Construction of Reality: A Treatise in the Sociology of Knowledge). (Çev. Vefa Saygın Öğütle). İstanbul: Paradigma Yayıncılık, 1. Baskı, 290 ss, ISBN 9789757819448
Print media, Organizational behaviour, change and effectiveness. Corporate culture
صیاد درویشی, بهروز اسداللهی, دکترعبدالرحمان میرزاخانی
et al.
از آنجاکه جهانیشدن بهدلیل ویژگیهای خاص خود، نظیر گمنامی، سهولت ارتباط، هزینۀ پایین دسترسی، وابستهنبودن به زمان و مکان خاص و ... محملی برای انواع آسیبهای اجتماعی در یک جامعه و فرهنگ آن است، این پژوهش با هدف بررسی رابطۀ فرهنگ ایرانی-اسلامی و پیشگیری از آسیبهای اجتماعی جهانیشدن ارتباطات و اطلاعات انجام شد. پژوهش حاضر، ازنظر هدف، کاربردی و ازنظر روش، توصیفی–تحلیلی و از نوع پیمایشی است. جامعۀ آماری این پژوهش را کارشناسان مرتبط و صاحبنظران آشنا با مباحث ارتباطات و اطلاعات تشکیل دادند که براساس فرمول کوکران، تعداد 155 نفر بهعنوان حجم نمونه بهصورت نمونهگیری احتمالی طبقهای انتخاب شدند. درجهت گردآوری دادههای لازم برای پژوهش، از پرسشنامۀ محققساخته استفاده و روایی محتوایی آن، با کسب نظر از اساتید و صاحبنظران حوزۀ فضای مجازی بهمقدار 79/0 احراز و پایایی آن با آلفای کرونباخ، 83/0 محاسبه شد. پس از جمعآوری دادهها، از نرمافزار SPSS برای تجزیه و تحلیل آنها بهره برده شد. یافتهها مبین آن است که فرهنگ ایرانی-اسلامی با پیشگیری از آسیبهای اجتماعی جهانیشدن ارتباطات و اطلاعات رابطۀ معنادار دارد. بنابراین، توسعۀ فرهنگ ایرانی-اسلامی در اقشار مختلف جامعه میتواند از آسیبهای اجتماعی پیشگیری نماید.
Social sciences (General), Organizational behaviour, change and effectiveness. Corporate culture
Large language models (LLMs) face challenges in aligning with diverse cultural values despite their remarkable performance in generation, which stems from inherent monocultural biases and difficulties in capturing nuanced cultural semantics. Existing methods struggle to adapt to unknown culture after fine-tuning. Inspired by cultural geography across five continents, we propose Cultural Palette, a multi-agent framework that redefines cultural alignment as an adaptive "color-blending" process for country-specific adaptation. Our approach harnesses cultural geography across five continents through three key steps: First, we synthesize the Pentachromatic Cultural Palette Dataset using GPT-4o, refining continental-level dialogues with Hofstede's cultural dimensions to establish foundational cultural representations. Second, five continent-level alignment agents form specialized cultural communities that generate region-specific draft responses. Third, a Meta Agent employs Cultural MoErges to dynamically blend these cultural "colors" through attention-gated parameter merging, akin to mixing pigments on a palette, resolving conflicts while preserving cultural nuances to produce the final culturally-aligned response. Extensive experiments across various countries demonstrate that \textit{Cultural Palette} surpasses existing baselines in cultural alignment.
As the utilization of large language models (LLMs) has proliferated world-wide, it is crucial for them to have adequate knowledge and fair representation for diverse global cultures. In this work, we uncover culture perceptions of three SOTA models on 110 countries and regions on 8 culture-related topics through culture-conditioned generations, and extract symbols from these generations that are associated to each culture by the LLM. We discover that culture-conditioned generation consist of linguistic "markers" that distinguish marginalized cultures apart from default cultures. We also discover that LLMs have an uneven degree of diversity in the culture symbols, and that cultures from different geographic regions have different presence in LLMs' culture-agnostic generation. Our findings promote further research in studying the knowledge and fairness of global culture perception in LLMs. Code and Data can be found here: https://github.com/huihanlhh/Culture-Gen/