Explore the vast range of titles available.

PurposeMany economic, political and socio-cultural events in the 2020s have been strong headwinds for architecture, engineering and construction (AEC). Nevertheless, technological advancements (e.g. artificial intelligence (AI), big data and robotics) provide promising avenues for the development of AEC. This study aims to map the state of the literature on automation in AEC and thereby be of value not only to those researching automation and its composition of a variety of distinct technological and system classes within AEC, but also to practitioners and policymakers in shaping the future of AEC.Design/methodology/approachThis review adopts scientometric methods, which have been effective in the research of large intra and interdisciplinary domains in the past decades. The full dataset consists of 1,871 articles on automation in AEC.FindingsThis overarching scientometric review offers three interdisciplinary streams of research: technological frontiers, project monitoring and applied research in AEC. To support the scientometric analysis, the authors offer a critical integrative review of the literature to proffer a multilevel, multistage framework of automation in AEC, which demonstrates an abundance of technological paradigm discussions and the inherent need for a holistic managerial approach to automation in AEC.Originality/valueThe authors underline employee well-being, business sustainability and social growth outcomes of automation and provide several managerial implications, such as the strategic management approach, ethical management view and human resource management perspective. In doing so, the authors seek to respond to the Sustainable Development Goals proposed by the United Nations as this becomes more prevalent for the industry and all levels of society in general.

Purpose Most prior studies treated human resource management (HRM) strength as a whole, while neglecting the dynamic interactions between distinct components (consensus, consistency and distinctiveness). The authors lack a deep understanding of how different components operate together to influence burnout. To address these gaps, this study aims to adopt signaling theory to investigate the interactions among different components and their impacts on employee burnout. Design/methodology/approach The authors collected time-lagged data from 231 full-time employees in manufacturing firms in Suzhou, China. The authors used the PROCESS Model 6 and hierarchical multiple regression to analyze the data. Findings This study found that HRM system consensus and consistency mitigate employee burnout, whereas HRM distinctiveness is not significantly related to burnout. Furthermore, the authors revealed that HRM system consistency (rather than distinctiveness) mediated the relationship between consensus and burnout. Moreover, the authors found the sequential mediating effects of HRM system distinctiveness and consistency on the association between consensus and burnout. Practical implications Considering that employees’ well-being problems may be debilitating and overwhelming during the COVID-19 pandemic, it is particularly ethical and timely for managers to direct attention to the role of HRM system strength in addressing employee burnout. Originality/value This study advances the HRM system literature by teasing out the interactions between the three pivotal components of HRM strength. Our study is among the first to empirically investigate the internal relationships between the meta-features of the HRM system and employee burnout. In doing so, the authors develop a more nuanced understanding of the collective nature of a strong HRM system that conveys a shared message about HRM to promote well-being.

PurposeThe literature on information technology outsourcing (ITO) prioritises monetary considerations and overlooks human aspects. This qualitative study adopts a contextualised approach to address a research gap in understanding agency workers’ intent to stay in the ITO sector.Design/methodology/approachIn contrast to previous studies that focus on intra-organisational factors and use quantitative designs, this study takes a qualitative approach. It analyses data from 85 in-depth interviews with agency workers in the Chinese ITO supply chain and project managers of supplier and client firms.FindingsThe study constructs an integrated framework covering 15 factors at three levels and shows how they interact to influence Chinese agency workers’ intent to stay in the ITO supply chain. Variations in outsourcing management styles and practices among U.S., Japanese and Chinese client firms are presented to enrich the understanding of outsourcing dynamics in a global context.Originality/valueThis study contributes to the ITO literature by providing new insights into the retention of highly skilled agency workers and deepening the contextual understanding of this issue, throwing light on the human aspects often overshadowed by monetary considerations.

Purpose Global value chains (GVCs) are facing unprecedented pressures arising from structural changes in the global economy and exogenous shocks including military conflicts and the aftermath of COVID-19. Considering the importance of value chain analysis in the current environment, the purpose of the study is to provide an up-to-date overarching global value chain literature review study that offers suggestions for research and practice to ensure resilient value and supply chains. Design/methodology/approach The authors provide a comprehensive review of literature of the value chain, commodity chain and production network research based on a systems overview of 5,628 publications to identify the extent of research on vulnerabilities and resilience of value chains globally and gaps therein. To provide the systems overview, the authors use scientometric content co-occurrence analysis methods to analyze and identify gaps within the existing literature. Findings Based on this overarching review of the literature, the authors identify gaps in the literature primarily related to the issue of unpreparedness of value chains to exogenous shocks. The authors suggest future research directions and propose an integrative model along with recommendations for restructuring value chains for resilience amidst exogenous shocks. Originality/value This study carries out an overarching study of interdisciplinary GVC literature in the age of geopolitical and societal challenges and is thus able to offer holistic insights and propositions for future research.

PurposeThis study extends extant literature by establishing an integrative framework connecting different forms of HRM attributions (internal HRM well-being attributions and exploiting attributions, and external Labor Law attributions) and a specific single meta-feature of HRM system strength (consistency) to employee well-being.Design/methodology/approachIn total, 279 paired and valid responses from eight manufacturing firms located in three cities in China were analyzed in this two-wave study. PROCESS macro tool was used to examine the mediating role of thriving at work and the moderating role of HRM system consistency in the relationship between HRM attributions and thriving at work.FindingsThriving at work mediated the relationship between internal HRM exploiting attributions, external Labor Law attributions and employee well-being. On the other hand, internal HRM well-being attributions did not indirectly influence employee well-being through thriving at work. HRM system consistency moderates the association between internal HRM attributions (rather than external Labor Law attributions) and thriving at work.Research limitations/implicationsThis research is only concerned with a particular form of external attributions in one country. In fact, there is a wide range of other external HRM attributions (e.g. organizational intention to imitate their competitors in today’s global economy).Practical implicationsManagers should understand that managing the well-being of the workforce is an important part of HRM for responsible organizations and make efforts to improve employees’ affective-motivational states.Originality/valueThe authors offer insights into HRM attributions research by differentiating internal attributions from external Labor Law attributions based on their disparate implications for employee well-being.

Control often weakens autonomy in organizational theories. While many scholars focus on the paradox of control and autonomy, few pay attention to how an organization obtains both control and autonomy. By exploring Zhangjiakou Internal Immigrant Organization, this study finds two mechanisms can contribute to the balanced combination of control and autonomy. First, managers play ambidextrous official-merchant roles, which means superiors take both bureaucratic and autonomous management styles. Second, members have dual organizational goals for both political status and network support. In conclusion, the successful combination is shaped by the subjective interaction between the government, superior managers and subordinate members.

PurposeThe purpose of the research is to examine the antecedent and employee well-being outcomes of employees' perceptions of benefits schemes.Design/methodology/approachData were collected using both paper-based and web-based questionnaires over two time points (one month apart). The sample included 281 participants in eight companies in China. Structural equation modelling was employed to investigate the relationship between Chinese traditionality, perceived benefits schemes, job involvement and emotional exhaustion.FindingsChinese traditionality is an antecedent of employees' perceptions of benefits schemes. Perceived benefits schemes are negatively associated with emotional exhaustion. Moreover, job involvement mediates the relationship between perceived benefits schemes and emotional exhaustion.Research limitations/implicationsThe data were collected in eight manufacturing companies in China, which may raise concerns about the generalisability of findings across industries, nations and cultures. Larger, more representative and cross-contextual samples are needed for future research to test the results further.Practical implicationsManagers should anticipate that employees with different cultural values may develop dissimilar perceptions of the same benefits schemes. Hence, managers need to communicate the benefits schemes to distinct employee groups in different ways.Originality/valueBased on the conservation of resources model, this research offers theoretical insights into the mechanisms through which perceived benefits schemes influence employee health well-being. In addition, this research tests an antecedent of perceived benefits schemes.

Purpose: We established a dual-pathway model in which Taoism at work can shape employee low-carbon behavior via two mediating mechanisms: perceived value as a psychological mediator and guanxi as a social mediator. Patients and Methods: Data were collected from 788 Chinese enterprises employees. Results: Our results confirm the direct positive effect of Taoism on employee low-carbon behavior and the partial mediating effects of perceived value and co-worker guanxi. However, supervisor-subordinate guanxi does not mediate the relationship between Taoism and employee low-carbon behavior. Conclusion: Despite the key role of employee low-carbon behavior, the individual-level antecedent to employees' pro-environmental behavior remains underexplored. This study examines the influence of Taoism (an individual-level cultural value) on employee low-carbon behavior in the Chinese context. Theoretical and managerial implications were discussed. Keywords: Chinese traditional culture, social cognitive theory, employee sustainability, green

This review provides insight into the role of engineered T-cell receptors (TCRs) in immunotherapy. Novel approaches have been developed to boost anticancer immune system, including targeting new antigens, manufacturing new engineered or modified TCRs, and creating a safety switch for endo-suicide genes. In order to re-activate T cells against tumors, immune-mobilizing monoclonal TCRs against cancer (ImmTAC) have been developed as a novel class of manufactured molecules which are bispecific and recognize both cancer and T cells. The TCRs target special antigens such as NY-ESO-1, AHNAK S2580F or ERBB2 H473Y to boost the efficacy of anticancer immunotherapy. The safety of genetically modified T cells is very important. Therefore, this review discusses pros and cons of different approaches, such as ImmTAC, Herpes simplex virus thymidine kinase (HSV-TK), and inducible caspase-9 in cancer immunotherapy. Clinical trials related to TCR-T cell therapy and monoclonal antibodies designed for overcoming immunosuppression, and recent advances made in understanding how TCRs are additionally examined. New approaches that can better detect antigens and drive an effective T cell response are discussed as well.

Electroencephalogram (EEG) has emerged as a non-invasive tool to detect the aberrant neuronal activity related to different stages of Alzheimer's disease (AD). However, the effectiveness of EEG in the precise diagnosis and assessment of AD and its preclinical stage, amnestic mild cognitive impairment (MCI), has yet to be fully elucidated. In this study, we aimed to identify key EEG biomarkers that are effective in distinguishing patients at the early stage of AD and monitoring the progression of AD. A total of 890 participants, including 189 patients with MCI, 330 patients with AD, 125 patients with other dementias (frontotemporal dementia, dementia with Lewy bodies, and vascular cognitive impairment), and 246 healthy controls (HC) were enrolled. Biomarkers were extracted from resting-state EEG recordings for a three-level classification of HC, MCI, and AD. The optimal EEG biomarkers were then identified based on the classification performance. Random forest regression was used to train a series of models by combining participants' EEG biomarkers, demographic information (i.e., sex, age), CSF biomarkers, and APOE phenotype for assessing the disease progression and individual's cognitive function. The identified EEG biomarkers achieved over 70% accuracy in the three-level classification of HC, MCI, and AD. Among all six groups, the most prominent effects of AD-linked neurodegeneration on EEG metrics were localized at parieto-occipital regions. In the cross-validation predictive analyses, the optimal EEG features were more effective than the CSF + APOE biomarkers in predicting the age of onset and disease course, whereas the combination of EEG + CSF + APOE measures achieved the best performance for all targets of prediction. Our study indicates that EEG can be used as a useful screening tool for the diagnosis and disease progression evaluation of MCI and AD.