The aim of the work is to develop theoretical, methodological, and applied foundations and practical recommendations for managing strategic changes in personnel resistance to open innovations in companies. The following special methods were used in the research process: Comparative and...

Organisational culture and employee engagement have been the focus of recent broad-based research efforts. Adding this concern to the revealed importance of performance indicators on human capital, and that their use is getting momentum, in order to attach financial values to knowledge...

Research into the "future of work" has become a central concern of scientists, experts and political decision-makers. This special issue addresses this topic and brings together 14 contributions from the fields of business and management. These articles offer new perspectives on the broad...

Nowadays, employees' readiness for change plays a key role to implement many organizational change initiatives. Using a sample of 510 bank employees in Jordan, this study seeks to analyze how high-performance human resource management practices and affective commitment impact employees'...

Purpose - The purpose of this paper is to examine the effect of quality-oriented human resource practices (QHRP) on organizational ambidexterity. Furthermore, the mediating role of ambidextrous culture in the relationship between QHRP and organizational ambidexterity was assessed....

There is a gap linking organisational risk profiles to real people. Yet people are core to all risk/reward decisions, both at an organisational and a personal level. If an organisation is the aggregate of the decisions made by its people, how can aggregation be carried out sensibly; how can...

The current study attempted to determine if workforce diversity (inherent or acquired) and its inclusion practices (implementing fairness, belongingness, uniqueness, and diverse workplace climate) contribute to the innovativeness of the organizational climate. It also considered whether...