Hasil untuk "Organizational behaviour, change and effectiveness. Corporate culture"

Phillip Howard, Xin Su, Kathleen C. Fraser

Large Vision-Language Models (LVLMs) have grown increasingly powerful in recent years, but can also exhibit harmful biases. Prior studies investigating such biases have primarily focused on demographic traits related to the visual characteristics of a person depicted in an image, such as their race or gender. This has left biases related to cultural differences (e.g., religion, socioeconomic status), which cannot be readily discerned from an individual's appearance alone, relatively understudied. A key challenge in measuring cultural biases is that determining which group an individual belongs to often depends upon cultural context cues in images, and datasets annotated with cultural context cues are lacking. To address this gap, we introduce Cultural Counterfactuals: a high-quality synthetic dataset containing nearly 60k counterfactual images for measuring cultural biases related to religion, nationality, and socioeconomic status. To ensure that cultural contexts are accurately depicted, we generate our dataset using an image-editing model to place people of different demographics into real cultural context images. This enables the construction of counterfactual image sets which depict the same person in multiple different contexts, allowing for precise measurement of the impact that cultural context differences have on LVLM outputs. We demonstrate the utility of Cultural Counterfactuals for quantifying cultural biases in popular LVLMs.

Qian Tan, Lei Jiang, Yuting Zeng et al.

Large language models (LLMs) exhibit systematic Western-centric bias, yet whether prompting in non-Western languages (e.g., Chinese) can mitigate this remains understudied. Answering this question requires rigorous evaluation and effective mitigation, but existing approaches fall short on both fronts: evaluation methods force outputs into predefined cultural categories without a neutral option, while mitigation relies on expensive multi-cultural corpora or agent frameworks that use functional roles (e.g., Planner--Critique) lacking explicit cultural representation. To address these gaps, we introduce CEBiasBench, a Chinese--English bilingual benchmark, and Multi-Agent Vote (MAV), which enables explicit ``no bias'' judgments. Using this framework, we find that Chinese prompting merely shifts bias toward East Asian perspectives rather than eliminating it. To mitigate such persistent bias, we propose Multi-Agent Cultural Debate (MACD), a training-free framework that assigns agents distinct cultural personas and orchestrates deliberation via a "Seeking Common Ground while Reserving Differences" strategy. Experiments demonstrate that MACD achieves 57.6% average No Bias Rate evaluated by LLM-as-judge and 86.0% evaluated by MAV (vs. 47.6% and 69.0% baseline using GPT-4o as backbone) on CEBiasBench and generalizes to the Arabic CAMeL benchmark, confirming that explicit cultural representation in agent frameworks is essential for cross-cultural fairness.

Lingjun Zhao, Dayeon Ki, Marine Carpuat et al.

Language models are known to exhibit various forms of cultural bias in decision-making tasks, yet much less is known about their degree of cultural familiarity in open-ended text generation tasks. In this paper, we introduce the task of culturally-adapted art description generation, where models describe artworks for audiences from different cultural groups who vary in their familiarity with the cultural symbols and narratives embedded in the artwork. To evaluate cultural competence in this pragmatic generation task, we propose a framework based on culturally grounded question answering. We find that base models are only marginally adequate for this task, but, through a pragmatic speaker model, we can improve simulated listener comprehension by up to 8.2%. A human study further confirms that the model with higher pragmatic competence is rated as more helpful for comprehension by 8.0%.

Yuechen Jiang, Enze Zhang, Md Mohsinul Kabir et al.

Recent advances in vision-language models (VLMs) have improved image captioning for cultural heritage. However, inferring structured cultural metadata (e.g., creator, origin, period) from visual input remains underexplored. We introduce a multi-category, cross-cultural benchmark for this task and evaluate VLMs using an LLM-as-Judge framework that measures semantic alignment with reference annotations. To assess cultural reasoning, we report exact-match, partial-match, and attribute-level accuracy across cultural regions. Results show that models capture fragmented signals and exhibit substantial performance variation across cultures and metadata types, leading to inconsistent and weakly grounded predictions. These findings highlight the limitations of current VLMs in structured cultural metadata inference beyond visual perception.

Nida Mohammad, Dr. Syed Shameel Ahmed Quadri, Abdul Basit et al.

This study examined the impact of Green Human Resource Management (Green HRM) on employee commitment and investigated the moderating role of green leadership. A quantitative cross-sectional design was employed, and data were collected from 285 employees working in sustainability-oriented organizations. Hierarchical regression analysis was used to test the proposed hypotheses. The findings indicated that Green HRM had a significant positive effect on employee commitment (β = 0.64, p < 0.001) and explained 41% of the variance (R² = 0.41). When green leadership was added to the model, the explained variance increased to 52%, confirming its independent contribution. Furthermore, the interaction term between Green HRM and green leadership was significant (β = 0.21, p < 0.01), raising the total explained variance to 56%, which confirmed the presence of moderation. The results demonstrated that environmentally oriented HR practices enhanced employees’ emotional attachment and loyalty, particularly when supported by sustainability-driven leadership behaviours. The study contributed to sustainability and HRM literature by integrating structural HR mechanisms with leadership dynamics within a moderated regression framework. Practically, the findings suggested that organizations seeking to strengthen employee commitment should align green HR policies with authentic environmental leadership practices. The integration of sustainability-focused HR systems and green leadership created a reinforcing mechanism that supported long-term organizational commitment and environmental responsibility. References Afsar, B., Badir, Y., & Kiani, U. S. (2016). Linking spiritual leadership and employee pro-environmental behavior. Journal of Environmental Psychology, 45, 79–88. https://doi.org/10.1016/j.jenvp.2015.11.010 Ahmed, S., & Asif, M. (2026). 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Sara Noelia Giron Pérez, P. Papadopoulou, Anderson Leal et al.

Effective knowledge transfer in multi-site organizations using a company-specific production system (XPS) in environments with pervasive digital technologies relies on understanding diverse learning preferences. This study examines the integration of mobile micro-learning and gamified elements into the professional maintenance (PM) education framework of a Scandinavian automotive company, aiming to address limited instructor availability and improve engagement. A sequential mixed-method approach was conducted in three phases. The first phase involved a pre-study with interviews to gather maintenance directors’ strategic perspectives, complemented by questionnaires from maintenance blue-collar (technicians and engineers) and white-collar (managers) staff to identify current challenges in maintenance education. In the second phase, a questionnaire collected key inputs for designing an application, which was validated through a proof of concept. The third and final phase evaluated user engagement, training usefulness and satisfaction, using performance metrics for assessment. Gamified elements enhance employee engagement by creating a competitive and interactive learning environment, leading to higher user satisfaction. The platform’s flexibility supports self-paced learning for a global workforce and addresses translation issues. The study concludes that mobile learning should complement classroom training, as it improves overall training effectiveness by providing continuous learning opportunities and standardized, engaging solutions, filling gaps in industrial maintenance departments. While E-learning, mobile compatibility, gamification, microlearning, spaced repetition, interactivity and collaboration are commonly discussed in corporate education, their combined integration into PM education and training for XPS has not been addressed.

Derek Ong

Background Malaysia uniquely brings together a melting pot of cultures and history from the Malay Archipelago, China and India connected by the South China Sea. Historically, Malaysia’s role as a trade hub attracted diverse migrations, fostering its multi-ethnic identity. Post independence in 1957, Malaysia is governed by constitutional democracy, with a bicameral parliamentary system consisting of the House of Representatives, the Senate and the Yang di-Pertuan Agong (King) as the head of state. Amidst governance shifts and pandemic challenges, Malaysia aims for high-income status and ranks favourably in the Human Development Index. Primary social problems in the country Educational emphasis, work life balance and environmental challenges prompt scrutiny of the education system’s role in shaping socio-economic landscapes. The emphasis on STEM (Science, Technology Engineering and Mathematics) disciplines in education neglects active social engagement, hindering sufficient practical character development. Poor work-life balance and mental health issues have significantly impacted the productivity levels amongst Malaysians. Additionally, food waste, environmental pollution, and climate change present complex challenges, alongside inadequate concern and unsustainable practices contributing to environmental degradation and climate instability. Use of social marketing Comprehension of social marketing among Malaysians remains incomplete, with a notable focus on public awareness rather than fostering behavioural change. The initiatives addressing the issues in Malaysia should emphasize policy changes and social marketing effectiveness. However, more sustained efforts are required to create more supportive environments to foster collaboration among stakeholders. Inculcating human rights behaviour requires integrating social awareness into education and empowering grassroots movements. Practical efforts on educating, raising awareness and long-term support requires strong public and private partnership for success. These endeavours underscore the importance of comprehensive awareness and action to achieve environmental harmony and societal well-being rooted in the philosophies of the Social Marketing framework and benchmarks. Academic Stakeholders and activities Social marketing is often confused with social media marketing, thereby hindering its broader adoption. Academic endeavours publishing in the area seek to rectify this confusion and stress sustainability practices. Despite efforts from various stakeholders, presently there are no dedicated association nor academic program that functions solely on promoting social marketing concepts and ideals. Discussion and conclusion Challenges and opportunities of social marketing in Malaysia reveals significant misconceptions which hinders effective behaviour change program implementation. Addressing these challenges involves a multi-faceted approach encompassing education reform, policy refinement, social media engagement, strategic partnerships and multicultural strategies. Collaboration between academia, government, and NGOs is essential for impactful societal change, necessitating structured educational courses and corporate involvement in sustainability initiatives.

مرتضی نثاری, سید رضا حسینی, عباس بابایی et al.

پژوهش حاضر با هدف بررسی نقش هیأت‌های مذهبی به‌عنوان یکی از زیرساخت‌های هویتی-امنیتی در تقویت امنیت ملی جمهوری اسلامی ایران، از رویکرد تحلیل مضمون بهره گرفته است. در این مطالعه، داده‌های به‌دست‌آمده از مصاحبه‌ها و مشاهدات، با استفاده از فرایند استخراج مضامین از پایین به بالا مورد بررسی قرار گرفتند. این فرایند در چهار مرحلۀ اصلی شامل رمزگذاری اولیه، تشکیل مضامین پایه، استخراج مضامین سازمان­دهنده و تعیین مضامین فراگیر بر مبنای سه سطح فردی، اجتماعی و ملی اجرا شد. در سطح فردی، هیأت‌های مذهبی به‌عنوان کارگاه تربیت نیروی انسانی متعهد، از طریق تقویت تاب‌آوری اخلاقی-امنیتی، معرفی الگوهای دینی انقلابی و آموزش مفاهیم جهادی، نقش اساسی در ایجاد «سربازان نامرئی» ایفا می‌کنند. در سطح اجتماعی، ایجاد شبکه‌های امنیتی مردمی از طریق آیین‌های جمعی، رویدادهای روضه‌خوانی و تعامل میان نسل‌ها، موجب تقویت سرمایۀ اجتماعی و انسجام جمعی می‌شود. از سوی دیگر، در سطح ملی، فعالیت‌های فرهنگی-امنیتی هیأت‌ها در تولید گفتمان مقاومت و دفاع از ارزش‌های ملی، به تثبیت هویت فرهنگی کشور و تقویت اقتدار ملی دامن می‌زند. یافته‌های پژوهش نشان می‌دهد که تعامل و هم‌بستگی بین سطوح فردی، اجتماعی و ملی، چرخه‌ای هم‌افزا ایجاد می‌کند. این تجربۀ نظری و عملی به کاهش هزینه‌های امنیتی نظام و ایجاد پدافندی غیر عامل در برابر تهدیدات نرم و جدید منجر می‌شود. پژوهش حاضر با ارائۀ «مدل چرخۀ هم‌افزای امنیتی-هویتی»، خلأ نظری موجود را در مطالعات پیشین که غالباً به جنبه‌های تکی و فراگیر نمی‌پرداختند، برطرف ساخته و راهکارهایی جهت یک­پارچه‌سازی ارزش‌های دینی و راهبردهای امنیت ملی ارائه می‌کند.

Mary Ellenberger

Artist’s Statement for the cover art of the Interdisciplinary Journal of Partnership Studies, Volume 12, Issue 1: Healthy Soil in Bloom, Digital Photo Collage.

Junyeong Park, Seogyeong Jeong, Seyoung Song et al.

Content moderation is a global challenge, yet major tech platforms prioritize high-resource languages, leaving low-resource languages with scarce native moderators. Since effective moderation depends on understanding contextual cues, this imbalance increases the risk of improper moderation due to non-native moderators' limited cultural understanding. Through a user study, we identify that non-native moderators struggle with interpreting culturally-specific knowledge, sentiment, and internet culture in the hate speech moderation. To assist them, we present LLM-C3MOD, a human-LLM collaborative pipeline with three steps: (1) RAG-enhanced cultural context annotations; (2) initial LLM-based moderation; and (3) targeted human moderation for cases lacking LLM consensus. Evaluated on a Korean hate speech dataset with Indonesian and German participants, our system achieves 78% accuracy (surpassing GPT-4o's 71% baseline), while reducing human workload by 83.6%. Notably, human moderators excel at nuanced contents where LLMs struggle. Our findings suggest that non-native moderators, when properly supported by LLMs, can effectively contribute to cross-cultural hate speech moderation.

Angelica Urbanelli, Marina Nadalin, Mario Chiesa et al.

The preservation of cultural heritage faces increasing threats from climate change effects and environmental hazards, demanding innovative solutions that can promote awareness and resilience. This paper presents ARise, an Augmented Reality mobile application designed to enhance public engagement with cultural sites while raising awareness about the local impacts of climate change. Based on a user-centered co-creative methodology involving stakeholders from five European regions, ARise integrates multiple data sourcess - a Crowdsourcing Chatbot, a Social Media Data Analysis tool, and an AI-based Artwork Generation module - to deliver immersive and emotionally engaging experiences. Although formal user testing is forthcoming, this prototype demonstrates the potential of AR to support education, cultural sustainability, and climate adaptation.

Senqi Yang, Dongyu Zhang, Jing Ren et al.

Metaphors are pervasive in communication, making them crucial for natural language processing (NLP). Previous research on automatic metaphor processing predominantly relies on training data consisting of English samples, which often reflect Western European or North American biases. This cultural skew can lead to an overestimation of model performance and contributions to NLP progress. However, the impact of cultural bias on metaphor processing, particularly in multimodal contexts, remains largely unexplored. To address this gap, we introduce MultiMM, a Multicultural Multimodal Metaphor dataset designed for cross-cultural studies of metaphor in Chinese and English. MultiMM consists of 8,461 text-image advertisement pairs, each accompanied by fine-grained annotations, providing a deeper understanding of multimodal metaphors beyond a single cultural domain. Additionally, we propose Sentiment-Enriched Metaphor Detection (SEMD), a baseline model that integrates sentiment embeddings to enhance metaphor comprehension across cultural backgrounds. Experimental results validate the effectiveness of SEMD on metaphor detection and sentiment analysis tasks. We hope this work increases awareness of cultural bias in NLP research and contributes to the development of fairer and more inclusive language models. Our dataset and code are available at https://github.com/DUTIR-YSQ/MultiMM.

І.А. Azhaman, D. Slyvka

The aim of the article. In modern conditions of rapid economic development, intensive urbanization and digitalization, the construction industry is one of the leading sectors of the national economy, which determines the quality and comfort of the spatial environment. At the same time, global challenges, increased competition, growing requirements for environmental safety and production efficiency necessitate the active implementation of innovative technologies and management approaches in construction. Innovations are a key factor in technological renewal of the industry, increasing its competitiveness and ensuring sustainable development in conditions of high capital intensity, long-term life cycle of objects and complexity of coordination between participants in the investment and construction process. Analysis results. The article analyzes the essence, structure and classification of innovations in the construction industry, as well as their impact on the efficiency of construction enterprises. Innovation activity is considered as a purposeful process of creating, distributing and using new or improved technologies, materials, management methods that increase the quality, efficiency, safety and environmental friendliness of construction products and processes. The complex and interdisciplinary nature of innovations, covering technical, organizational, economic and digital components, is emphasized. The main components of the innovation structure in construction are determined: scientific and technical, technological, organizational, economic, legal and social components. The life cycle of innovation is characterized, which includes the formation of an idea, assessment of potential, research phase, design, production implementation, operation and diffusion of innovations. The innovative environment of the construction industry is analyzed, which includes research institutions, construction enterprises, design organizations, investors, state regulators and innovation clusters. It is shown that the effectiveness of innovation implementation depends on the coordination between these participants and the level of readiness for cooperation. A classification of innovations is proposed by the nature of novelty (radical, improving, combined), level of impact (technological, organizational, informational, environmental, social), place in the construction process, source of initiation, level of management, duration of implementation and origin. Such systematization allows for more clearly planning the innovation policy of enterprises, predicting efficiency and managing the innovation portfolio. Conclusions and directions for further research. It is emphasized that innovations contribute to increasing labor productivity, reducing costs, improving the quality and reliability of construction work, reducing project implementation times, increasing environmental sustainability and optimizing management. They are not only a tool for technical improvement, but also a factor in the strategic competitiveness of construction companies. Therefore, ensuring sustainable innovative development of the construction industry requires not only technical renewal, but also the transformation of management approaches, institutional architecture and corporate culture. The success of innovation depends on the openness of enterprises to change, readiness for risks, the formation of partner networks and integration into innovation ecosystems.

Віра Олексіївна Шпильова, Т.М. Десятов, Анна Спіян

Quality management of educational services is one of the key areas of improvement of the education system in the context of growing social requirements and integration into the world educational space. The quality of educational activities directly affects the competitiveness of educational institutions, the level of professional training of specialists and the innovative development of the state. In the current conditions of digitalization, globalization and socio-economic transformations, the need to implement effective quality management mechanisms focused on international standards and principles of sustainable development of education is increasing. The rapid development of educational services necessitates the provision of educational institutions with a high level of flexibility and adaptability, as well as the introduction of modern methods of quality management, which provides for the integration of internal control systems with innovative models of the organization of the educational process. This necessitates a scientific study of modern trends in the management of the quality of educational services as a prerequisite for increasing the efficiency of educational activities and the formation of competitive advantages in the national and international educational space. The main purpose of the study is to identify and scientifically substantiate modern trends in the management of the quality of services of educational institutions, as well as to identify effective mechanisms and practical tools that can ensure an increase in the effectiveness of the educational process and the competitiveness of educational institutions in the context of globalization and digital transformation. Under the conditions of intensive globalization integration and digital transformation, the issue of quality management of services of educational institutions is becoming especially relevant. The educational process is perceived not only as a social structure aimed at forming the intellectual and cultural potential of society, but also as an important area of national competitiveness. That is why the management of the quality of educational services is becoming a key factor in ensuring the sustainable development of society and the integration of the national educational system into the world educational space. Current trends in this area involve the transition from formal control to a systematic approach, which includes strategic planning, the introduction of digital technologies and innovative teaching methods, the development of inclusiveness and academic integrity, active interaction with stakeholders, as well as a focus on international quality standards. Such an integrated approach ensures an increase in the efficiency of the educational process, contributes to the adaptation of graduates to the needs of the global labor market and forms the innovative potential of educational institutions. Modern trends in the management of the quality of services of educational institutions are characterized by high complexity, consistency and integration of innovative approaches, which provide not only strategic planning and digitalization of processes, but also ensuring inclusiveness, academic integrity and the formation of a corporate culture of quality. They are aimed at harmonizing the internal standards of institutions with international requirements, adapting educational programs to the needs of the globalized labor market and strengthening the competitiveness of graduates, which is becoming an important criterion for the effectiveness of educational activities. The identified characteristic features of modern management demonstrate a gradual transition from traditional, formal quality control to a systematic, integrated approach that covers the interaction of all components of the educational process. This approach allows you to combine the internal resources of the institution, the pedagogical potential of teachers, the expectations of students and the requirements of employers, as well as take into account external challenges related to legislative changes, digitalization of education and globalization of the educational environment.

S. S, Carin Dr, S. J et al.

Globalization and trade liberalization coupled with rapid advances in information and communications technology have resulted in an unprecedented intensification of market competition worldwide. Successful firms are integrating functions and processes. For this is to happen, leaders need to take a visionary leadership role in an integrative and collaborative learning process. Leaders are encouraged to play a substantial role in transforming the metrics of the firm from a control system into a true knowledge creation system. Visionary leadership today has become a very multi meaning term; professionals from various disciplines have defined ‘visionary leadership’ in different ways. Paradigm shifts in the cultures of organizations and the consistent parallel and horizontal development of companies have raised the need to look at visionary leadership in a new angle. Visionary leadership plays a significant role in shaping individuals, communities, organizations, and societies. It acts as an essential backbone that guides collective efforts towards common goals and aspirations. Efficient leaders not only demonstrate the capacity to influence and motivate the individuals on their team but also help them steer through challenges while creating environments where individuals and groups flourish. The importance of visionary leadership extends beyond just authority or position and covers the ability to motivate positive change, drive innovation, and create sustainable impact in various fields. It comes in multiple forms and can flourish in a variety of contexts – be it corporate board rooms, community ventures, schools, or government. Wherever it is found, it is a force pushing for development, advancement and good change. Leaders with vision shape the future of Organizations, Society and Nations (even Planet). This paper explores the concepts, qualities, and implications of visionary leadership in various organizational contexts. Visionary leadership is defined as a style that entails the ability to create a compelling vision for the future, inspiring followers to achieve that vision. The paper highlights the historical context of visionary leaders, showcasing examples from renowned figures such as Martin Luther King Jr., Steve Jobs, and Nelson Mandela. By analyzing their characteristics, such as charisma, communication skills, and strategic thinking, the paper elucidates how these leaders drove transformational change within their organizations and societies. It emphasizes the importance of visionary leadership in navigating complex challenges and fostering innovation within modern enterprises. Additionally, the piece addresses potential pitfalls of leadership that lacks vision, including stagnation and lack of direction among teams. The paper concludes by urging current and aspiring leaders to cultivate their visionary capabilities, suggesting practices that can enhance their effectiveness such as setting clear goals, engaging teams in the vision-building process, and maintaining adaptability in the face of change. A case study on the West Indies Cricket team is reflected upon.

Антон Дмитриевич Чалый

В статье проведено комплексное исследование влияния цифровой трансформации на результативность бизнес-процессов современных организаций. Целью работы является выявление ключевых технологических, организационных, экономических и социальных факторов, определяющих эффективность цифровизации, а также анализ применяемых подходов и инструментов для повышения этой эффективности. Методологическую основу исследования составили общенаучные методы: исторической ретроспективы, систематизации, сравнительного анализа и экономического описания. В результате исследования определено, что наибольшее положительное влияние на результативность оказывают внедрение искусственного интеллекта, больших данных и облачных технологий, применение гибких методологий управления (Agile, Lean, Design Thinking), а также развитие цифровых компетенций персонала. На примере ведущих российских компаний (Сбербанк, X5 Group, «Газпром нефть», «Яндекс») проиллюстрированы конкретные результаты цифровой трансформации: снижение операционных затрат, повышение скорости обработки данных и улучшение клиентского опыта. Одновременно выявлены ключевые challenges: высокие затраты на внедрение, сопротивление сотрудников и риски кибербезопасности. Сделан вывод о необходимости комплексного стратегического подхода к цифровой трансформации, который интегрирует технологическое обновление с изменениями в бизнес-модели и корпоративной культуре. Материалы статьи могут быть полезны руководителям компаний, специалистам по цифровизации и исследователям в области корпоративного управления. The article provides a comprehensive study of the impact of digital transformation on the effectiveness of business processes in modern organizations. The aim of the work is to identify key technological, organizational, economic and social factors that determine the effectiveness of digitalization, as well as to analyze the approaches and tools used to increase this effectiveness. The methodological basis of the research was based on general scientific methods: historical retrospect, systematization, comparative analysis and economic description. As a result of the study, it was determined that the introduction of artificial intelligence, big data and cloud technologies, the use of flexible management methodologies (Agile, Lean, Design Thinking), as well as the development of digital competencies of personnel have the greatest positive impact on performance. The specific results of digital transformation are illustrated using the example of leading Russian companies (Sberbank, X5 Group, Gazprom Neft, Yandex).: lower operating costs, faster data processing, and improved customer experience. At the same time, key challenges were identified: high implementation costs, employee resistance, and cybersecurity risks. It is concluded that there is a need for an integrated strategic approach to digital transformation that integrates technological renewal with changes in the business model and corporate culture. The materials of the article can be useful for company executives, digitalization specialists and researchers in the field of corporate governance.

Тетяна Піхняк, Іван Дунець

The purpose of the study is to substantiate theoretical provisions and practical proposals regarding the use of innovative technologies for personnel management at the enterprise. The topic of enterprise labor resources and innovative technologies for managing them is extremely relevant and is determined by modern trends of globalization, digitalization, and the rapid development of innovative technologies. In a changing economic environment, enterprises are faced with the need to improve the efficiency of human capital management to ensure competitiveness. The introduction of innovative technologies in the field of human resources management allows you to optimize the processes of recruitment, training, motivation and development of personnel, reduce costs and increase labor productivity. In addition, modern technologies, such as: HR process automation systems, data analytics, artificial intelligence and digital platforms, open up new opportunities for talent management and creating flexible forms of employment. This contributes to more effective use of human potential, adaptation to market challenges, and the formation of an innovative corporate culture. The study of the topic is relevant in view of the need to implement modern innovative approaches in the field of human resources management to ensure the sustainable development of enterprises in modern conditions of economic dynamics. The methodology for studying an enterprise's labor resources and innovative technologies for managing them includes stages and methods aimed at comprehensive analysis and optimization of human capital management: analysis of the existing human resources management system (assessment of personnel policy, analysis of personnel selection processes), use of statistical analysis methods to determine quantitative and qualitative characteristics of human resources (number of personnel, dynamics of changes in personnel composition), analysis of modern tools for automating HR processes, assessment and analysis of application possibilities, effectiveness of implementing modern human resource management technologies. The article analyzes the staffing and use of personnel of a machine-building enterprise specializing in the production of technological equipment, LLC NVF «ADVISMASH». The movement of labor force in a manufacturing enterprise is studied. The importance of innovative technologies in the field of personnel management is highlighted. Modern HR technologies are outlined, classified by areas according to their functional purpose: selection and recruitment, personnel assessment, motivation, training, adaptation, communication, personnel accounting and talent management. The features and subsystems of management technologies in the field of personnel are characterized, in particular: outsourcing, outstaffing, personnel leasing, coaching, headhunting, recruiting, screening, direct search, reengineering, internal marketing, the "mystery shopper" method, automated personnel management systems and employee workstations. Attention is paid to HRM systems (human resource management systems), which are comprehensive platforms for centralized management of all aspects of personnel work, as well as for data analysis, employee productivity control, formation of personnel reserves, and automation of document flow. The application of artificial intelligence (AI) in the process of personnel selection is considered, in particular, in recruiting, which involves the use of AI algorithms to analyze large amounts of data from resumes, social networks, and profiles on platforms such as LinkedIn, which significantly reduces the time for searching for candidates and improves the quality of personnel decisions. To substantiate the effectiveness of innovations in the HR sector, coefficients and indicators were calculated: the overall efficiency coefficient of innovations implemented in the personnel management system, which allows analyzing the achieved results and trends in changes in the personnel policy of the enterprise, the absolute deviation of efficiency before and after implementation - to assess the dynamics of changes. An analysis of the growth rate of costs and the resulting effect was also conducted in order to determine the payback of innovative measures, obtaining the planned profit, and the possibility of further investment in the project. The practical value of the study lies in identifying effective ways to improve personnel management based on the implementation of innovative HRM technologies. An analysis of the effectiveness of the implementation of innovative HR management technologies at LLC NVF «ADVISMASH» demonstrates significant positive changes in the organization of personnel processes, especially in employee motivation. The implementation of modern HRM systems, flexible management approaches, digital educational platforms, and an improved motivation system contributed to increased labor productivity, reduced staff turnover, improved internal communication, and an overall increase in the efficiency of the enterprise. Further improvement of these tools will allow the Company to maintain its competitiveness in the market and maintain a high level of professional training of personnel. The results of the study can also serve as the basis for developing a new strategy for motivating personnel, forming an effective system of training and development of employees, as well as adapting the company's personnel policy to dynamically changing market conditions, in particular due to the challenges of wartime .

V. Nemchenko, Oleksandr Herasymchuk, R. Zahora et al.

This article is dedicated to addressing the challenges of developing marketing product policy within the context of the digital economy. The purpose of the article is to analyze, systematize, and generalize the existing theoretical and methodological foundations of forming the marketing product policy of a company and to identify the impact of digitalization on this process. The article examines the key aspects of a company’s marketing product policy aimed at ensuring competitiveness and maximizing profitability through effective product management. The study presents a set of marketing product policy components, including assortment policy, innovation policy, quality management, product life cycle management, positioning, and pricing. It has been found that each of these components is critical to a company’s success in the market, and their integration into an overall development strategy ensures harmonious management of the product portfolio and meets consumer needs. Specifically, flexibility in forming the assortment policy encompasses decisions on the breadth, depth, and structure of the product range. In contrast, effective pricing and product positioning enable companies to strike a balance between maximizing profit and meeting consumer needs. Pricing strategies have a significant influence on demand, competitiveness, and profitability. Product positioning is closely related to pricing and involves creating a unique product image in the minds of consumers. It is substantiated that internal factors such as corporate strategy, resource potential, and organizational culture significantly influence the formation of a company’s marketing product policy, ensuring its adaptation to changes in the internal environment. External factors, including economic conditions, social and cultural trends, technological progress, and competition, create challenges and opportunities for companies, forcing them to adapt their product policy in line with changes in the market. The impact of digitalization on marketing product policy has been thoroughly studied. It has been found that digital technologies enable the optimization of production and logistics processes, enhance the personalization of product offerings, and expand sales channels through online stores, mobile applications, and social media. It is determined that digitalization creates new opportunities for in-depth market analysis, adapting product policies, and enhancing the effectiveness of marketing campaigns by utilizing consumer data. The importance of integrating digital technologies into the marketing product policy process is substantiated, enabling companies to quickly adapt strategies to meet consumer needs and market changes, which is essential for long-term success. Keywords: marketing product policy, digitalization, pricing, positioning, marketing strategy.

A. Tricco, Amanda Parker, P. Khan et al.

Background Various studies have demonstrated gender disparities in workplace settings and the need for further intervention. This study identifies and examines evidence from randomized controlled trials (RCTs) on interventions examining gender equity in workplace or volunteer settings. An additional aim was to determine whether interventions considered intersection of gender and other variables, including PROGRESS-Plus equity variables (e.g., race/ethnicity). Methods Scoping review conducted using the JBI guide. Literature was searched in MEDLINE, Embase, PsycINFO, CINAHL, Web of Science, ERIC, Index to Legal Periodicals and Books, PAIS Index, Policy Index File, and the Canadian Business & Current Affairs Database from inception to May 9, 2022, with an updated search on October 17, 2022. Results were reported using Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension to scoping reviews (PRISMA-ScR), Sex and Gender Equity in Research (SAGER) guidance, Strengthening the Integration of Intersectionality Theory in Health Inequality Analysis (SIITHIA) checklist, and Guidance for Reporting Involvement of Patients and the Public (GRIPP) version 2 checklist. All employment or volunteer sectors settings were included. Included interventions were designed to promote workplace gender equity that targeted: (a) individuals, (b) organizations, or (c) systems. Any comparator was eligible. Outcomes measures included any gender equity related outcome, whether it was measuring intervention effectiveness (as defined by included studies) or implementation. Data analyses were descriptive in nature. As recommended in the JBI guide to scoping reviews, only high-level content analysis was conducted to categorize the interventions, which were reported using a previously published framework. Results We screened 8855 citations, 803 grey literature sources, and 663 full-text articles, resulting in 24 unique RCTs and one companion report that met inclusion criteria. Most studies (91.7%) failed to report how they established sex or gender. Twenty-three of 24 (95.8%) studies reported at least one PROGRESS-Plus variable: typically sex or gender or occupation. Two RCTs (8.3%) identified a non-binary gender identity. None of the RCTs reported on relationships between gender and other characteristics (e.g., disability, age, etc.). We identified 24 gender equity promoting interventions in the workplace that were evaluated and categorized into one or more of the following themes: (i) quantifying gender impacts; (ii) behavioural or systemic changes; (iii) career flexibility; (iv) increased visibility, recognition, and representation; (v) creating opportunities for development, mentorship, and sponsorship; and (vi) financial support. Of these interventions, 20/24 (83.3%) had positive conclusion statements for their primary outcomes (e.g., improved academic productivity, increased self-esteem) across heterogeneous outcomes. Conclusions There is a paucity of literature on interventions to promote workplace gender equity. While some interventions elicited positive conclusions across a variety of outcomes, standardized outcome measures considering specific contexts and cultures are required. Few PROGRESS-Plus items were reported. Non-binary gender identities and issues related to intersectionality were not adequately considered. Future research should provide consistent and contemporary definitions of gender and sex. Trial registration Open Science Framework https://osf.io/x8yae .

A. Gorski, Elena-Diana Ranf

Abstract Currently, there is a growing interest in sustainability and sustainable development and their implications for organisations and management around the world. The aim of this paper is to identify areas of interest and highlight key aspects of sustainability trends and dynamics, which were identified through searches on Google Trends and Web of Science (WoS). Analysis of the categories in WOS reveals the multidisciplinary nature of sustainability research, with a predominant focus on environmental challenges. There is also identified significant attention for technology and engineering, as well as notable research in management, economics, and business. In the context of sustainability concerns, organizations should not only adapt but also transform to address pressing issues. It is imperative that every organization integrates sustainability at its core. This requires aligning values, strategy, goals, objectives, key performance indicators (KPIs), targets, and initiatives/projects with sustainability. Achieving this is a complex process that also requires changes at the macro level. Regulations and governments play a central role in promoting corporate responsibility and accountability for sustainability initiatives. Moreover, education for sustainable development (ESD) can be a powerful tool in shaping behaviour and fostering a mindset and a culture of sustainability.