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This book highlights interdisciplinary insights, latest research results, and technological trends in Business Intelligence and Modelling in fields such as: Business Intelligence, Business Transformation, Knowledge Dissemination & Implementation, Modeling for Logistics, Business Informatics, Business Model Innovation, Simulation Modelling, E-Business, Enterprise & Conceptual Modelling, etc. The book is divided into eight sections, grouping emerging marketing technologies together in a close examination of practices, problems and trends. The chapters have been written by researchers and practitioners that demonstrate a special orientation in Strategic Marketing and Business Intelligence. This volume shares their recent contributions to the field and showcases their exchange of insights.
Context is increasingly recognised as a critical explanatory variable in accounting for commonalities and differences in human resource management. Giving expression to it in research models holds the prospect of enhancing theory development, deepening our appreciation of embedded practices in diverse territories, and opening up new lines of enquiry. However, contextualisation presents a significant research challenge and increasingly, international academic research networks that bring together scholars from different countries in the co-production of knowledge represent a key approach to rising to this challenge. This volume documents aspects of the development of one such network, namely the Cranet Network on International Human Resource Management, and presents a series of recent contributions from the network. The chapters highlight, inter alia, the limits to convergence in human resource management as a result of contextual determinism, the role of institutional actors, markets, and work regulation in accounting for variations in practices, the contextual specificities and dynamics at play in transition economies, along with key methodological challenges that arise when seeking to build cumulative comparative knowledge via network collaborations of this nature.
The main focus of the research is concentrated on the analysis of the teaching practices of the discipline “Intercultural Communication” and the methods of contextual learning. The main idea of the classes using the method of contextual learning is related to immersion of students through performance and visualization in the context of the studied micro and macro cultures. The purpose of in-class sessions with the use of the mentioned techniques is to give students the opportunity to practice the theoretical material and improve the skills of intercultural communication.
In this chapter, the authors landscape key aspects of the historical and contemporary nature of human resource management in the postsocialist region of central and eastern Europe. The chapter commences with a background discussion of the evolution of human resource management in the region under three key periods, namely, the socialist period, the transition period, and the contemporary period. The chapter then turns to providing an account of a selected number of particular historical and contextual factors that account for some of the commonalities and differences exhibited in contemporary human resource management in the region. Chief among the factors identified are cultural determinants, variations in the control provisions that operated under socialism, the path to gradual Europeanization, the ownership structure in the economy, the shifting fortunes of trade unions, and the levels of managerial competence. Finally, drawing on three waves of Cranet data gathered between 2004/5 and 2014/15, the authors provide a summative account of selected aspects of organizational-level human resource management policy and practice in the region.
This article is dedicated to the problem of business communication; examples of communicative acts and dialogues show the meaning of cultural tradition in verbal and non-verbal informational interaction between different persons.
This article is dedicated to the problem of communication; on the process example is considered the part of documentation support with analysis that specify some mistakes and context risks that can decrease process performance.
This article explores the influence of top management team (TMT) characteristics on the performance of banks in Russia. Empirical research is based on both primary and secondary data of 178 banks. The study contributes to advancing research on upper echelon theory. The study’s results suggest that some top management characteristics have positive influence on the performance of banks, while others either negative or neutral. It was proven that percentage of Ph.D. holders in TMT and heterogeneity of functional expertise positively influence financial results of banks. In addition, CEO duality and gender heterogeneity have a negative effect on financial results of banks in Russia. Other TMT characteristics have no influence on banks performance (ROA, ROE and ROI).
The paper examines the influence of non-cognitive skills of employees on the voluntary turnover during their first year at an organization. In contrast to the variables describing job satisfaction and commitment to the organization, the use of personal traits as determinants behind the decision to change companies is poorly studied in the literature. The article aims to identify indicators pointing to the tendency of an employee to voluntarily change the company. The theoretical basis of the study embraces James Heckman’s concept of non-cognitive skills and the conceptual provisions of personality psychology. In the paper, the method of economic modelling was used. The information base includes the results of the empirical assessment of 243 applicants for employment in JSC “Sheremetyevo International Airport” in 2019 and data on their dismissal during the first year of work. The database was supplemented with information on the company’s internal accounting and Rosstat statistics. The use of the probit model of binary choice allowed us to establish that, along with the relative salary and the specificity of employees’ expertise, their intention to quit is affected by non-cognitive skills such as capability to assess their own performance, the locus of control and the type of thinking. A rational way to deal with crises and a high level of self-perception of the effectiveness and significance of work reduce the probability of voluntary turnover before the first year. In addition, a high position and good salary strengthen an employee’s intention to stay in the company. Based on the research results, the paper offers recommendations to HR managers to retain highly qualified employees.
The fundamental shifts in the business logic of companies accompanying digital transformation require
a reorientation of the majority of employees. Such processes naturally provoke resistance and the educational
segment is no exception. In 2020, most educational organizations in Russia were forced to switch to a telework
and adapt to the online format due to the COVID-19 pandemic. In that regard, it becomes increasingly relevant
to study the readiness of employees of such organizations to change. The article analyzes the level of readiness
of individual employees of educational organizations for the unscheduled firm’s transition to telework.
This paper investigates the external and internal factors which lead to the formation of talent retention practices in organisations operating in the territory of Russia. The authors conducted a multiple case study to evaluate contexts of talent retention practices in 21 companies. It is shown that with respect to the talent retention practices, the role of the innovative component or the role of the standardised results in an organisation's business model lead to the formation of two clusters of talent management system configurations.
The article is devoted to a new direction in the field of human resource management - HR-analytics. HR analytics has been actively developing in the past decade as an interdisciplinary field. The leading role in this area is played by information technologies that allow working with big data . However, an analysis of existing approaches to HR analytics shows that it is a kind of a well-known social engineering approach from the beginning of the 20th century, focused on the development and practical application of various kinds of social technologies. Analysis of the stages, methods and approaches used in HR-analytics, gives reason to consider it as a kind of diagnostic social technology. Its development logic in the digital economy requires the use of modern methods of collecting, storing, analyzing heterogeneous and often unstructured data. This allows us to consider HR analytics in the context of management development in a digital economy.
The purpose of the paper is to analyse the prevalence and effectiveness of methods and strategies for job searches amongst recent graduates of Russian universities. The empirical analysis is carried out on data from the Russian Graduate Survey 2016, which is representative of individuals graduating during 2010–2015. The sample included 12,370 individuals. The empirical approach combined standard descriptive statistics, factor and regression analysis (multiple logit regression). Results show that the most common strategies are a combined strategy that involves the use of formal and informal methods, as well as “pure” informal strategies – applying to relatives and friends or contacting employers. The most effective strategies are job searches with the help of relatives and friends, by contacting employers and with the help of educational organisations. The choice of job search strategy is determined by the expected return in terms of the likelihood of finding a job. The paper increases understanding of graduate job search behaviour. The results can be used by multiple stakeholders in higher education to better prepare students for job seeking.
This chapter focuses on identifying motivation for socially responsible behavior in small and medium enterprises (SMEs) in Russia. It also investigates the attitudes of owners and executives of Russian SMEs toward the concepts of business ethics and social responsibility of business. A research set the background of this chapter, including the gathering of primary data through 57 focused interviews. Results of a critical analysis conclude that top managers and owners of Russian SMEs do not thoroughly understand these concepts. However, it also shows that they do not neglect them. Research findings point to a growing level of adherence to the principles of business ethics and responsible behavior. There is strong evidence showing motivation for following principles of ethical and responsible behavior. In addition to an understanding of legal requirements, company owners and top managers are finding that positive relationships between firms and stakeholders are crucial for sustainable performance.
Taking the individual data from the European Social Survey of 2004 and 2010, the authors of this paper investigate how employment type (permanent, temporary or informal employment) affects subjective well-being in respect to employment protection legislation across European countries. Our study outcomes are in line with previous research disclosing the negative impact of being temporally or informally employed on subjective well-being. The additional contribution of this study is the rigorous analysis of how employment protection legislation (EPL) moderates this effect by applying the multilevel modeling approach for 27 countries. In countries with strict EPL temporary and informal workers are significantly less satisfied with their lives than permanent employees. In countries with liberal EPL no significant decreasing effect from temporary or informal employment on people’s subjective well-being was found.
Purpose – The purpose of this study is to identify hotel halal attributes demanded by the Russian customers. Following this, the study aims to investigate whether gender and types of travelers influence the demand for hotel halal attributes.
Design/methodology/approach – Semi-structured interviews were conducted to localize the list of hotel halal attributes for the Russian business context. A self-administrated online questionnaire was designed, distributed and collected from 191 Russian customers, who have experience of staying at halal hotels in the last 12 months. Data analysis includes t-test and analysis of variance (ANOVA).
Findings – The study revealed a list of halal attributes demanded by Russian hotel guests. Also, the findings indicate the list of the attributes demonstrated the differences in the demanded attributes between gender and types of travelers
Research limitations/implications – The study is limited to a leisure tourists’ sample. Also, the study limited to the majority of the respondents having university degrees.
Practical implications - The study provides a clear understanding of the hotel halal attributes demanded by Russian Muslims that can help hotel managers to tailor their hotel services to the needs of this group meeting, at the same time, the requirements of guests of different nationalities and religions.
Originality/value - This research contributes to tourism and hospitality management and consumer behavior literature, primarily, as this is the first research yielding insights on a new demographic within for the form of academic literature customers’ segment: Russian Muslim tourists
Paper type – Research paper
When a major Russian energy provider introduced a new technology that required organisational adjustment, the company’s management was surprised by the degree of internal resistance these changes provoked. The paper aims to discuss this issue.
The authors took reference to the work on readiness to change and studied how the future time perspective, which connects with early writings by Lewin (1942), would explain the attitudes and behaviour of 148 managers.
The findings indicate that only a small number of employees perceived the future as offering many opportunities and showed willingness to pursue them. The majority of employees are either fearful of future changes, or do not have a strong sense of belonging to the company and hence are disinterested in prospective opportunities within the firm.
The different constructs of the future introduce an emic perspective to the study of organisational change and answer calls to enrich the measurements that are currently in use.