Antonio Garzon-Vico, Krithika Sharon Komalapati, Arsalan Shahid
et al.
This study introduces a methodological framework that uses large language models to create virtual personas of real top managers. Drawing on real CEO communications and Moral Foundations Theory, we construct LLM-based participants that simulate the decision-making of individual leaders. Across three phases, we assess construct validity, reliability, and behavioral fidelity by benchmarking these virtual CEOs against human participants. Our results indicate that theoretically scaffolded personas approximate the moral judgements observed in human samples, suggesting that LLM-based personas can serve as credible and complementary tools for organizational research in contexts where direct access to executives is limited. We conclude by outlining implications for future research using LLM-based personas in organizational settings.
Multilingual text-to-image (T2I) models have advanced rapidly in terms of visual realism and semantic alignment, and are now widely utilized. Yet outputs vary across cultural contexts: because language carries cultural connotations, images synthesized from multilingual prompts should preserve cross-lingual cultural consistency. We conduct a comprehensive analysis showing that current T2I models often produce culturally neutral or English-biased results under multilingual prompts. Analyses of two representative models indicate that the issue stems not from missing cultural knowledge but from insufficient activation of culture-related representations. We propose a probing method that localizes culture-sensitive signals to a small set of neurons in a few fixed layers. Guided by this finding, we introduce two complementary alignment strategies: (1) inference-time cultural activation that amplifies the identified neurons without backbone fine-tuned; and (2) layer-targeted cultural enhancement that updates only culturally relevant layers. Experiments on our CultureBench demonstrate consistent improvements over strong baselines in cultural consistency while preserving fidelity and diversity.
Culture shapes the objects people use and for what purposes, yet mainstream Vision-Language (VL) datasets frequently exhibit cultural biases, disproportionately favoring higher-income, Western contexts. This imbalance reduces model generalizability and perpetuates performance disparities, especially impacting lower-income and non-Western communities. To address these disparities, we propose a novel function-centric framework that categorizes objects by the functions they fulfill, across diverse cultural and economic contexts. We implement this framework by creating the Culture Affordance Atlas, a re-annotated and culturally grounded restructuring of the Dollar Street dataset spanning 46 functions and 288 objects publicly available at https://lit.eecs.umich.edu/CultureAffordance-Atlas/index.html. Through extensive empirical analyses using the CLIP model, we demonstrate that function-centric labels substantially reduce socioeconomic performance gaps between high- and low-income groups by a median of 6 pp (statistically significant), improving model effectiveness for lower-income contexts. Furthermore, our analyses reveals numerous culturally essential objects that are frequently overlooked in prominent VL datasets. Our contributions offer a scalable pathway toward building inclusive VL datasets and equitable AI systems.
Mai AlKhamissi, Yunze Xiao, Badr AlKhamissi
et al.
Cultural evaluation of large language models has become increasingly important, yet current benchmarks often reduce culture to static facts or homogeneous values. This view conflicts with anthropological accounts that emphasize culture as dynamic, historically situated, and enacted in practice. To analyze this gap, we introduce a four-part framework that categorizes how benchmarks frame culture, such as knowledge, preference, performance, or bias. Using this lens, we qualitatively examine 20 cultural benchmarks and identify six recurring methodological issues, including treating countries as cultures, overlooking within-culture diversity, and relying on oversimplified survey formats. Drawing on established anthropological methods, we propose concrete improvements: incorporating real-world narratives and scenarios, involving cultural communities in design and validation, and evaluating models in context rather than isolation. Our aim is to guide the development of cultural benchmarks that go beyond static recall tasks and more accurately capture the responses of the models to complex cultural situations.
Miloudi Kobiyh, Adil El Amri, Abdelhak Sahib Eddine
et al.
The article contains the results of the analysis of the world’s scientific achievements and theoretical generalizations regarding the functions of ethics in business organizations, the range of its application in management, and its role and place in ensuring the effectiveness of the company’s economic activity. This study considers ethics not as an obstacle to business development that requires additional resources but as a relationship based on trust and cooperation that determines the firm’s strategy and competitive advantages. The article summarizes approaches to integrating ethics into management practice and considers the taxonomy of management ethics in organizations. Using the example of a family business, the article identifies general mechanisms for reconciling ethical principles and economic efficiency of a company so that care about ethical responsibility has a favorable impact on fulfilling the main mission – making a profit. The ethical practices of family and non-family businesses are compared. Although family businesses do not always have a formal code of ethics, they are more likely to model ethical behaviour through their actions; family values and their transmission from generation to generation play a significant role in shaping ethical practices in this business; family businesses become more involved in social activities and feel responsible to the community; their image and reputation are an absolute priority. Based on the theory of legitimacy, the article examines the concept of socio-emotional wealth using the example of the family business, which includes values related to emotions and non-financial aspects of business that meet the emotional needs of the family (identity, ability to influence the family and perpetuate the family dynasty). The article considers ethics an integral element of a company’s social capital. It summarizes the approaches and stages of ethical policy formation, through which ethical standards are specified and implemented through formal and informal rules and procedures established by individuals and organizations. While forming an ethical policy, it is important to start from the components of the company’s context (culture, values, internal regulations), choose a business model that is consistent with values and ethical principles, and formalize the procedures for the transition from individual ethical behaviour of managers (loyalty, honesty, ethics, fidelity) to the creation of collective ethics (dissemination of these values within the company). The article provides recommendations for the successful integration of ethical policy: coordination between ethics and corporate image, between ethics and company performance, and coordination of mechanisms for formalizing ethics and corporate culture.
This study delves into the increasing consumer awareness and demand for eco-friendly products in light of growing environmental concerns. Various media outlets highlight issues such as climate change and pollution, driving consumers to inquire about a product's environmental footprint throughout its life cycle. Businesses recognize the competitive advantage of eco-friendly products, leading to innovation in sustainable offerings. A comprehensive review of literature and data analysis reveals key factors influencing consumer attitudes and behaviors towards eco-friendly products. Product quality, social responsibility, health benefits, and prestigious branding significantly shape consumer preferences, while demographic factors like age, education, and income also play crucial roles. The study's findings underscore the importance of educational campaigns, increased product availability, and transparency in labeling to promote eco-friendly consumption. It suggests fostering collaborations among businesses, policymakers, and environmental organizations to drive sustainable practices. Future research should explore deeper psychological and socio-economic factors influencing consumer behavior and assess the effectiveness of policy interventions and corporate sustainability initiatives. The implications extend to businesses, policymakers, environmental organizations, and consumers, encouraging informed choices that align with sustainability goals. By leveraging insights into consumer attitudes, stakeholders can collectively foster a culture of sustainability and drive positive environmental change. This study provides valuable recommendations for promoting eco-friendly products and highlights the potential for further research to advance environmental conservation efforts. Ultimately, understanding consumer attitudes towards eco-friendly products empowers individuals and organizations to make decisions that contribute to a healthier and more sustainable future for the planet.
Purpose. The aim of the article is to present the author's vision of the problems of innovation theory and the innovation process in Ukraine in general, based on the experience and knowledge accumulated by economic science so far, and on this basis – a description of the factors and problems of innovation efficiency from new positions. Methodology of research. The methodology and methods of the author's research were based on the postulates about the determining role of intra-organizational factors in ensuring the innovative development of a representative enterprise under the general approach, which is based on the postulate about the uniqueness of firms as a factor of potential market advantage. At the same time, organizational development planning should provide for innovations at the operational and strategic levels of activity. The operational level of innovation refers to the present shortcomings of economic activity, which are eliminated in the current regime. Strategic innovations are a reflection of a fundamentally different philosophy of entrepreneurship, where the company from the very – conditionally – beginning of its operation is aimed at a separate model of development, in which innovations will decide everything or take the role of determinants. Findings. A study of the interpretation and spread of the problems of the theory of innovation in the Ukrainian intellectual space – scientific publications and the business environment – was carried out. Attention is focused on the fact that problems of innovativeness of the domestic economy are traditionally considered to be priority ones, and such, despite their importance, continue to be the subject of discussions. A description of the implementation of the innovative development strategy is presented on the example of the Frendt enterprise, with a description of the theoretical foundations of such a model. Originality. The author's methodology of the model of innovative development of the enterprise is substantiated, according to which its effectiveness depends to a large extent on the complex of intra-organizational factors as universal determinants of innovations. Such a complex is proposed to be considered as a three-tiered system consisting of groups of agents of critical influence on the company's strategy, a set of resources, corporate culture, and norms of behaviour. At the same time, each enterprise is a unique example of such a complex of factors. The regulator's experience in stimulating the innovative development of Ukraine's economy is critically assessed. Practical value. The described algorithm for the implementation of the Frendt Company’s innovative development strategy is a possible typical scheme for enterprises in a related industry. At the same time, the context and logic of such changes can be implemented by any enterprise. Key words: innovation, innovation theory, innovation model, internal organizational factors.
Ростислав Дарміць, В. В. Шило, Ю. Ю. Сидорчук
et al.
. In response to these challenges, organizations are increasingly turning to emergent approaches that provide flexibility, adaptability, and rapid response to changes. Emergence in management is interpreted as the ability of an organization to exhibit new properties or behaviors that cannot be predicted based on the analysis of the system's individual components. This phenomenon arises from the interaction of components at the micro-level, leading to new structures, processes, or decisions at the macro-level. In this context, the study of emergence becomes important both scientifically and practically, as it allows the development of new theoretical management models that account for the complexity and dynamics of modern organizational systems. The practical value of the emergent approach lies in enhancing the innovative potential of organizations and their ability to adapt to external challenges. However, the implementation of the emergent approach is accompanied by certain challenges, such as the difficulty in measuring outcomes, lack of control, and the need to balance centralization with autonomy. The article also emphasizes the importance of corporate culture in supporting emergence. The organization's culture should foster openness to change, support employee initiatives, and encourage experiments and risky projects. Only under such conditions can the organization successfully integrate the emergent approach into its activities and achieve resilience and competitiveness in an uncertain environment. Overall, the study of emergence as a key concept in organizational management is an essential element of modern management, enabling companies to enhance their effectiveness and resilience in complex conditions. Further research in this area can contribute to the development of new management models that will better leverage the potential of emergence to ensure long-term organizational success.
Academic libraries play a crucial role in higher education, offering access to knowledge and information for teaching, learning, and research. This study aims to determine the mediating and moderating roles of knowledge-sharing practices among librarians in five selected academic libraries in Malaysia. It also investigates the extent to which librarians participate in knowledge-sharing activities, such as collaborative projects, information dissemination, and user training. Additionally, the research investigates how these practices impact crucial outcomes, including staff satisfaction, library usage, and academic success. However, the study employs quantitative research, gathering 214 data through surveys administered to librarians and users in the Klang Valley. The study's conceptual framework integrates theories of knowledge sharing, organizational behavior, and library management. A structural equation modelling approach with Smart-PLS was employed to test the hypothesis. The findings revealed that intention fully mediates between attitude and knowledge-sharing, perceived behavioural control and knowledge-sharing, and subjective norms and knowledge-sharing. The findings also revealed that attitude fully mediates between trust-relation and intention. Additionally, the findings revealed that subjective norms fully mediate between corporate culture and intention. Hence, these findings not only enrich theoretical understanding but also offer practical implications for academic library management in Malaysia, bolstering library effectiveness, fostering collaboration, and promoting information dissemination in academic settings. These practical implications empower library managers and professionals to implement effective knowledge-sharing strategies, thus enhancing library performance and academic success.
Badr AlKhamissi, Muhammad ElNokrashy, Mai AlKhamissi
et al.
The intricate relationship between language and culture has long been a subject of exploration within the realm of linguistic anthropology. Large Language Models (LLMs), promoted as repositories of collective human knowledge, raise a pivotal question: do these models genuinely encapsulate the diverse knowledge adopted by different cultures? Our study reveals that these models demonstrate greater cultural alignment along two dimensions -- firstly, when prompted with the dominant language of a specific culture, and secondly, when pretrained with a refined mixture of languages employed by that culture. We quantify cultural alignment by simulating sociological surveys, comparing model responses to those of actual survey participants as references. Specifically, we replicate a survey conducted in various regions of Egypt and the United States through prompting LLMs with different pretraining data mixtures in both Arabic and English with the personas of the real respondents and the survey questions. Further analysis reveals that misalignment becomes more pronounced for underrepresented personas and for culturally sensitive topics, such as those probing social values. Finally, we introduce Anthropological Prompting, a novel method leveraging anthropological reasoning to enhance cultural alignment. Our study emphasizes the necessity for a more balanced multilingual pretraining dataset to better represent the diversity of human experience and the plurality of different cultures with many implications on the topic of cross-lingual transfer.
Miguel Costa, Morten W. Petersen, Arthur Vandervoort
et al.
Due to climate change the frequency and intensity of extreme rainfall events, which contribute to urban flooding, are expected to increase in many places. These floods can damage transport infrastructure and disrupt mobility, highlighting the need for cities to adapt to escalating risks. Reinforcement learning (RL) serves as a powerful tool for uncovering optimal adaptation strategies, determining how and where to deploy adaptation measures effectively, even under significant uncertainty. In this study, we leverage RL to identify the most effective timing and locations for implementing measures, aiming to reduce both direct and indirect impacts of flooding. Our framework integrates climate change projections of future rainfall events and floods, models city-wide motorized trips, and quantifies direct and indirect impacts on infrastructure and mobility. Preliminary results suggest that our RL-based approach can significantly enhance decision-making by prioritizing interventions in specific urban areas and identifying the optimal periods for their implementation. Our framework is publicly available: \url{https://github.com/MLSM-at-DTU/floods_transport_rl}.
The extensive industrialization of artificial intelligence (AI) since the mid-2010s has increasingly motivated artists to address its economic and sociopolitical consequences. In this chapter, I discuss interrelated art practices that thematize creative agency, crowdsourced labor, and delegated artmaking to reveal the social rootage of AI technologies and underline the productive human roles in their development. I focus on works whose poetic features indicate broader issues of contemporary AI-influenced science, technology, economy, and society. By exploring the conceptual, methodological, and ethical aspects of their effectiveness in disrupting the political regime of corporate AI, I identify several problems that affect their tactical impact and outline potential avenues for tackling the challenges and advancing the field.
K. Kozak, Natalya Korsikova, Anna Morschavka
et al.
In the current conditions of a permanent crisis, which affects practically all aspects of the activities of any economic entity, the social factor plays an increasingly significant role both as a development factor and as a lever of influence on crisis development. The growing contradictions in the social component of the activities of economic entities at any level require the application of new technological solutions in personnel management. The research aims to identify the features and expediency of modern human resource management tools in crisis management. Emphasis is placed on the fundamental principles of implementing crisis measures related to personnel management to enhance their effectiveness. The paper provides a characterization of the features of the modern world that determine the permanence of crisis phenomena. The critical change in the management system under such conditions is associated with personnel becoming more critical to business processes, making attention to personnel a crucial requirement for any organization. A general vector is formulated within which the system of practical human resource management tools in crisis management should be formed. This orientation towards forming common values involves considering participants' perspectives and points of view in joint work and understanding the main socio-biologically conditioned motivators/demotivators that govern human behavior: confidence, coaching support, liveliness, and flexibility. The implementation of these directions requires the application of effective human resource management technologies. The formation of non-standard approaches and HR technologies becomes a competitive competence of the enterprise in combating crisis phenomena. The article highlights a series of traditional directions in crisis management related to influencing the company's personnel that have not lost their relevance: optimization of quantitative and qualitative staff composition, improvement of personnel supply, timely updating of personnel by the company's needs, raising the level of employee qualification; optimization of personnel costs; improvement of the atmosphere in the team, creating favorable conditions for work; raising the company's image for candidates and clients, etc. One of the priority tools of crisis management, especially in acute crisis periods, is staff reduction. Implementing this measure requires the simultaneous application of technologies to overcome resistance to organizational changes. The article discusses the main methods and principles of implementing relevant measures to increase their effectiveness. Digital technologies can play a significant role in human resource management. The paper discusses the characteristics, advantages, and foundations of the influence of well-known digital tools from their participation in crisis management: communication tools, social networks, artificial intelligence, machine learning, and extensive data analysis. They allow for the improvement of the efficiency of most HR processes: recruitment and hiring, personnel adaptation, corporate culture management, talent search and acquisition, employer brand formation and development, HR analytics, planning, forecasting, development of personnel strategy and policies, employee development, training, and adaptation, as well as workforce experience management. Considering the objective necessity in crisis conditions to change both the numerical and professional-qualitative composition of personnel and to enhance the efficiency of this process, the use of human resource management tools such as outsourcing and outstaffing is proposed. It is emphasized that despite all the advantages of these services in personnel management, outsourcing, outstaffing, and similar agreements in personnel management as a tool for crisis management, it is not possible at the stages of insolvency resolution and solvency restoration. It is a long-term strategy aimed at increasing profitability and competitiveness and a tool to prevent or reduce the risks of crisis phenomena in economic activities. The use of a wide range of such technologies in crisis management should be based on a deep analysis of their advantages and disadvantages and industry limitations, which should become directions for further research in this scientific problem. Keywords: crisis, crisis management, personnel management, HR technologies.
The world economy is undergoing serious structural changes due to the emergence of new digital technologies that fundamentally change the possibilities of production and lead to the transformation of social relations. The national economy, which is under a strict sanctions regime, unjustifiably imposed by the collective West, should not only develop at a faster pace, but also be able to ensure unconditional technological sovereignty. In this regard, it seems relevant to widely use such a high-tech solution as a digital platform as one of the levers for increasing labor productivity. With proper design and operation, the latter can become a powerful catalyst for the efficient use of resources to build an ecosystem of the digital economy for all participants in the administrative and business levels of the formation of the gross national product. The purpose of this article is to conduct an analytical review of the purpose and essence of digital platforms, as well as to evaluate the effectiveness of their use on the example of one of the leading Russian enterprises. Based on the study of the works of foreign and domestic researchers, the essence and purpose of digital platforms are determined, and their impact on economic, social and social processes is assessed. As a result, the typification of digital platforms was carried out, which is necessary for concretizing their substantive use in practice. An example of the implementation of digital platform applications that are currently being implemented at the leading industry enterprise - the Federal State-owned Enterprise «Russian Television and Radio Broadcasting Network» is considered. A quantitative assessment of the economic effect is given. Directions for further research by the authors are supposed to be carried out in terms of systematizing the knowledge of the best domestic available digital technologies that can significantly affect the improvement of corporate culture and work organization.
Shahrzad Kiyanpour, Hadi Teimouri, Ali Asghar Mobasheri
Organizational inertia leads to the damage and inefficiency in organizational processes and then the incidence of serious obstacles in the direction of achieving goals at micro and macro levels. Today due to the possibility of this phenomenon occurring in various organizations, and its role as the most important factor limiting flexibility and preventing the organization from providing a timely reaction and response to daily environmental changes, the importance of deeper identification of the causes affecting the occurrence of this phenomenon and its consequences has doubled. Therefore, due to the lack of a unified and coherent model around the causes and consequences of organizational inertia, the present research aims to systematically review and qualitatively combine the findings of previous studies regarding the issue of inertia in the organization and formulate a single framework of the causes and consequences of the mentioned phenomenon. The results of the present applied research indicate that the causes of inertia in the organization can be studied and investigated in three individual, group and organizational dimensions and its consequences in two individual and organizational dimensions. based on the mentioned cases, at the end of the research, the conceptual model of the organizational inertia was developed and presented.
Ruslan Lemeshchuk, Andrii Tabachuk, Tetyana M. Vader
Adaptation of new employees is an important component of personnel management in Ukrainian business. The introduction and optimization of staff adaptation systems are a necessary link in ensuring the long-term stability and success of the company. In recent years, it has become clear that there is a need not only to attract talented employees, but also to successfully integrate them into the corporate culture. The carried out analysis of tools for assessing the efficiency of the staff adaptation systems in Ukraine allows to identify the main trends and highlight prospects for further research in this direction. It should be noted that the concept of adaptation goes beyond formal procedures and covers issues of interpersonal relationships, development of key skills and ensuring the psychological comfort of new employees. In the course of the study, it was found that the success of adaptation is directly related to the quality of the assessment tools used. Training programs, questionnaires, employee satisfaction and soft skills development become the basic tools on which the stability and efficiency of human resources are based. In particular, training programs become a midpoint for the transfer of not only professional knowledge, but also corporate values and culture. Questionnaires and feedback collection determine the current needs of employees and the effectiveness of the introduced changes, and the development of soft skills takes into account the human factor, which is essential for successful adaptation. The main idea is for business leaders and executives to understand that investing in proactive and innovative approaches to staff adaptation leads to real positive results and changes in the company. This is not just a strategy to prevent the loss of talents, but also to recognize human capital as a key resource for achieving business goals. The development and improvement of the adaptation system is an ongoing process that should be taken into account in the organization’s development strategy. Effective staff adaptation is not only a means of preventing the outflow of talents, but also an investment in the stability, development and success of the company in the long run.
Corporate credit rating (CCR) plays a very important role in the process of contemporary economic and social development. How to use credit rating methods for enterprises has always been a problem worthy of discussion. Through reading and studying the relevant literature at home and abroad, this paper makes a systematic survey of CCR. This paper combs the context of the development of CCR methods from the three levels: statistical models, machine learning models and neural network models, summarizes the common databases of CCR, and deeply compares the advantages and disadvantages of the models. Finally, this paper summarizes the problems existing in the current research and prospects the future of CCR. Compared with the existing review of CCR, this paper expounds and analyzes the progress of neural network model in this field in recent years.
The deployment of large language models (LLMs) raises concerns regarding their cultural misalignment and potential ramifications on individuals and societies with diverse cultural backgrounds. While the discourse has focused mainly on political and social biases, our research proposes a Cultural Alignment Test (Hoftede's CAT) to quantify cultural alignment using Hofstede's cultural dimension framework, which offers an explanatory cross-cultural comparison through the latent variable analysis. We apply our approach to quantitatively evaluate LLMs, namely Llama 2, GPT-3.5, and GPT-4, against the cultural dimensions of regions like the United States, China, and Arab countries, using different prompting styles and exploring the effects of language-specific fine-tuning on the models' behavioural tendencies and cultural values. Our results quantify the cultural alignment of LLMs and reveal the difference between LLMs in explanatory cultural dimensions. Our study demonstrates that while all LLMs struggle to grasp cultural values, GPT-4 shows a unique capability to adapt to cultural nuances, particularly in Chinese settings. However, it faces challenges with American and Arab cultures. The research also highlights that fine-tuning LLama 2 models with different languages changes their responses to cultural questions, emphasizing the need for culturally diverse development in AI for worldwide acceptance and ethical use. For more details or to contribute to this research, visit our GitHub page https://github.com/reemim/Hofstedes_CAT/