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Purpose The purpose of this paper is to investigate how resilience at different nodes in the supply chain influences overall supply chain resilience (SCRES) during an extreme weather event. Design/methodology/approach Based on 41 in-depth interviews, this qualitative study examines two Brazilian agri-food supply chains (AFSC). The interviews explored the impacts, preparedness, response and adaptation strategies adopted by farmers, processors and manufacturers during Brazil’s extreme drought of 2014–2015. Findings SCRES does not depend on all organizations in the supply chain but rather on the company able to reconfigure the resources to control for the disruption. In a supply chain with low interdependence among players, individual firm resilience elements might be preferable to interorganizational ones. Research limitations/implications This study is based on the context of AFSCs with low interdependence among players and during the experience of a climatic event. The results might not be generalizable to other sectors and phenomena. Practical implications Firms must evaluate their positions in supply chains and their interfirm relationships to determine which resilience strategy to invest in and rely on. Moreover, to leverage resilience at the supply chain level, firms must intensify information sharing and improve proactive resilience strategies upstream as well as downstream in the supply chain. Originality/value This study presents a broader perspective of resilience by comparing resilience elements at both the node and supply chain levels and by discussing their interactions and trade-offs.

PurposeBlockchain possesses the potential to disrupt and reshape a plethora of industries in the next decade. However, blockchain adoption rates in technology developed countries, such as Ireland, are relatively low. Motivated by blockchain’s potential to transform sociotechnical systems, the lack of systematic inquiry pertaining to blockchain studies from an information system perspective, the authors propose the following research question: “How do organizational factors influence blockchain adoption in organizations based in a developed country?” Specifically, the purpose of this paper is to elucidate the impact of organizational factors on the adoption of blockchain and the adoption of blockchain in companies based in Ireland.Design/methodology/approachA comprehensive literature review was conducted, and the methods of qualitative content analysis were used to identify the most important technology–organization–environment (TOE) blockchain adoption factors. Organizational factors are often viewed as the most significant determinants of IT innovation adoption in organizations. Consequently, using a multiple-case study of 20 companies based in Ireland, the authors investigate how the top three organizational factors identified from the blockchain literature affected these companies decision to adopt or not adopt blockchain.FindingsThe literature review on blockchain adoption identified specific technological, organizational and environmental factors. Furthermore, the case study findings identified three patterns: top management support and organizational readiness are enablers for blockchain adoption, and large companies are more likely to adopt blockchain than small to medium-sized enterprises (SMEs). The authors explain these patterns by examining the nature of blockchain and the characteristics of Ireland as a developed country. Practical and scientific contributions are also presented.Research limitations/implicationsThis study makes several important scientific contributions. First, the findings revealed that top management support and organizational readiness are significant enablers of blockchain adoption. Ireland is recognized as a technology developed country; however, the findings in relation to top management support contradict existing IT adoption literature pertaining to developed countries. Second, previous IT innovation adoption literature suggests that organizations size has a positive influence on a company’s IT innovation adoption process. This study demonstrates that large organizations are more likely to not only adopt blockchain but are also more likely to conduct increased levels of blockchain research and development activities. Finally, and most significantly, the authors identified several patterns, which relate specifically to Ireland as a developed country that influenced the findings. These findings could hold particular relevance to governments and organizations of other developed countries in terms of accelerating blockchain adoption.Practical implicationsThe findings about the low level of blockchain awareness and the lack of information pertaining to viable business use cases indicate that the Irish government could play a more significant role in promoting the benefits of blockchain technologies. Further, the findings could also encourage IT providers to formulate enhanced strategies aimed at disseminating information pertaining to blockchain technologies. Second, the positive influence of top management support and organizational readiness, particularly about core competencies, on blockchain adoption suggests that equipping managers with the requisite knowledge and skills will be crucial in adopting these IT innovations. Finally, organizations who adopted blockchain used cloud-based blockchain platforms and tools to overcome the constraints of their initial low levels of organizational readiness.Originality/valueThis is one of the first studies to identify specific TOE blockchain adoption factors. Further, the authors examine how the three most identified organizational adoption factors impact organizations decisions to adopt blockchain. Finally, the authors discuss how the resulting three patterns identified by examining the nature of blockchain and the characteristics of Ireland as a technology developed country.

This article is a study of the existing management structure and organizational structure of the operation department at a trucking company. The purpose of the study was to identify the uneven distribution of workload among employees and to develop an ideal business process model to optimize the work of the department. Using the methods of business process analysis, the main functions and their labor intensity were identified and the workload of the staff was calculated. After implementing the proposed changes based on the ideal business process model, there is a significant equalization of employee workload and a decrease in the total labor intensity of functions. The obtained results indicate an increase in the efficiency of the operation department and optimization of the use of enterprise resources.

PurposeThe purpose of this paper is to analyse the moderating role of psychological empowerment on the relationships between authentic leadership and innovative work behaviour, as well as transformational leadership and innovative work behaviour.Design/methodology/approachWe have applied the mixed-method research on the selected case study. The quantitative field study was conducted on a sample of 126 employees in a multinational technological company. A series of paired sample t-tests were followed by a hierarchical regression analysis to test the hypotheses. The qualitative study consists of a content analysis of in-depth semi-structured interviews with four leaders.FindingsThe research provides further confirmation of the positive relationship between leadership and innovative work behaviour. Specifically, the results showed that psychological empowerment moderates the relationship between leadership (authentic as well as transformational leadership) and innovative work behaviour.Originality/valueThis paper contributed to leadership and innovation literature and provided insights in studying the boundary conditions on the relationship between authentic leadership, as well as transformational leadership, in stimulating innovative work behaviour through the moderating role of psychological empowerment. The added value is expanded by introducing the comparison of the two leadership theories.

Lutetium-177 [177Lu]Lu-PSMA-617 is a radiolabelled small molecule that delivers β radiation to cells expressing prostate-specific membrane antigen (PSMA), with activity and safety in patients with metastatic castration-resistant prostate cancer. We aimed to compare [177Lu]Lu-PSMA-617 with cabazitaxel in patients with metastatic castration-resistant prostate cancer. We did this multicentre, unblinded, randomised phase 2 trial at 11 centres in Australia. We recruited men with metastatic castration-resistant prostate cancer for whom cabazitaxel was considered the next appropriate standard treatment. Participants were required to have adequate renal, haematological, and liver function, and an Eastern Cooperative Oncology Group performance status of 0–2. Previous treatment with androgen receptor-directed therapy was allowed. Men underwent gallium-68 [68Ga]Ga-PSMA-11 and 2-flourine-18[18F]fluoro-2-deoxy-D-glucose (FDG) PET-CT scans. PET eligibility criteria for the trial were PSMA-positive disease, and no sites of metastatic disease with discordant FDG-positive and PSMA-negative findings. Men were randomly assigned (1:1) to [177Lu]Lu-PSMA-617 (6·0–8·5 GBq intravenously every 6 weeks for up to six cycles) or cabazitaxel (20 mg/m2 intravenously every 3 weeks for up to ten cycles). The primary endpoint was prostate-specific antigen (PSA) response defined by a reduction of at least 50% from baseline. This trial is registered with ClinicalTrials.gov, NCT03392428. Between Feb 6, 2018, and Sept 3, 2019, we screened 291 men, of whom 200 were eligible on PET imaging. Study treatment was received by 98 (99%) of 99 men randomly assigned to [177Lu]Lu-PSMA-617 versus 85 (84%) of 101 randomly assigned to cabazitaxel. PSA responses were more frequent among men in the [177Lu]Lu-PSMA-617 group than in the cabazitaxel group (65 vs 37 PSA responses; 66% vs 37% by intention to treat; difference 29% (95% CI 16–42; p<0·0001; and 66% vs 44% by treatment received; difference 23% [9–37]; p=0·0016). Grade 3–4 adverse events occurred in 32 (33%) of 98 men in the [177Lu]Lu-PSMA-617 group versus 45 (53%) of 85 men in the cabazitaxel group. No deaths were attributed to [177Lu]Lu-PSMA-617. [177Lu]Lu-PSMA-617 compared with cabazitaxel in men with metastatic castration-resistant prostate cancer led to a higher PSA response and fewer grade 3 or 4 adverse events. [177Lu]Lu-PSMA-617 is a new effective class of therapy and a potential alternative to cabazitaxel. Prostate Cancer Foundation of Australia, Endocyte (a Novartis company), Australian Nuclear Science and Technology Organization, Movember, The Distinguished Gentleman's Ride, It's a Bloke Thing, and CAN4CANCER.

Estos resultados son relevantes, ya que ponen de manifiesto la importancia de promover un compromiso afectivo entre los empleados. The results obtained reveal that workers may feel motivated to remain in the organization due to the perception of job stability and employment opportunities compared to the general context of the labor market. [...]it was also found that they do not experience a genuine emotional connection with the company, indicating a lack of Affective Commitment. Strong emotional commitment can improve job satisfaction, performance, and employee retention in the organization. Por consiguiente, está ampliamente reconocido a nivel empresarial que el factor humano es el pilar fundamental para el funcionamiento y desarrollo de las organizaciones.

The zombie variable was defined as a binaiy variable that took the value of one if the company had had negative equity in the previous three years, and zero in another, case. The results determined that the different Machine Learning methods are accurate when predicting zombie companies, although logistic regression yields the best results in terms of ROC curves in the years 2019 and 2020, with the rest of the methods not being very distant in terms of results. Revision de la literatura Empresas zombis son entidades que por su propio funcionamiento no deberian estar en el mercado, pero por los problemas que generarian a los Estados 0 los proveedores de capital, se mantienen detrayendo recursos hacia organizaciones mas rentables y sostenibles. (2021) determinan que son menos produetivas que las que no son zombis, invierten menos en capital y generan menos empleo (Adalet McGowan et al. 2018; Banerjee y Hofmann, 2018). Sus hallazgos determinan que ciertas tecnicas de Machine Learning (XGBoost y BART-MI A (Bayesian Additive Regression Tree with Missing Incorporated in Attributes)) mejoran a otras tecnicas de Machine Learning, pero en todos los casos el valor de AUC (area bajo la curva ROC) esta por encima del 85 por ciento. 3. Dentro de las metodologias del Machine Learning empleadas en este trabajo estan (Chaves y Marques, 2021; Silveira et al. 2021): Regresion logistica (Logistic Regression): Es una regresion binaria donde la variable dependiente toma dos valores (0,1) y la funcion de distribution del modelo es logistica.

This article asks how the application of digital technologies is changing the organization of the agri-food system in the context of the third food regime. The academic debate on digitalization and food largely focuses on the input and farm level. Yet, based on the analysis of 280 digital services and products, we show that digital technologies are now being used along the entire food commodity chain. We argue that digital technologies in the third food regime serve on the one hand as a continuation of established information and communication technologies, thus deepening certain features of the existing food regime such as the retail sector’s control over global commodity chains. On the other hand, digital technologies also introduce new forms of control and value extraction based on the use of data and pave the way for large tech companies to take over market shares in the agri-food sector. Finally, we find that multinational agri-food companies are starting to take on the business models of leading digital tech companies, for instance by developing digital platforms throughout the agri-food system. We argue that this shows that the broader economic restructuring of neoliberal capitalism towards digital capitalism is also making its way into the agri-food system.

In the framework of this study, the essential features of the systematic approach application in the process of managing sustainable development by company's human capital reproduction and intellectualization were identified. The characteristics of the system that are able to ensure its integrity, continuity of operation, adaptability and ability to self-study, self-organization are highlighted. The successive stages of individual human capital reproduction in the process of its circulation are determined. The key stages of company's human capital reproduction with taking into account the factors of internal and external environment are singled out. Production volumes for industrial enterprises of Ukraine using the Cobb-Douglas function are predicted. Levels of company's organizational behavior for the purpose of defining features of company's human capital reproduction on each of them are allocated. The mechanism for managing sustainable development by human capital reproduction in the system of company's organizational behavior is offered. A set of measures aimed at effective implementation of the proposed mechanism and intensification of the company through its human capital reproduction in the system of organizational behavior are developed.

PurposeThis paper aims to analyze the effects of organizational resilience on job satisfaction and business performance in companies that have undergone corporate reorganizations.Design/methodology/approachA survey was carried out on a sample of 102 executives and managers from Brazilian companies that underwent corporate reorganization. The structural equation modeling (SEM) technique was used to test the hypotheses.FindingsThe results indicate that organizational resilience influences business performance (in the dimensions of economy-financial, customers and processes/learning) and job satisfaction (in the dimensions of financial and personal benefits). However, the relations between job satisfaction and business performance were partial, indicating that satisfaction can affect performance through other variables.Research limitations/implicationsThe main study implication lies on the empirical immersion regarding the effects of active organizational resilience on multi-faceted business performance, to the detriment of only the financial view and on job satisfaction.Practical implicationsThe distinct effects of resilience on business performance and job satisfaction provide managers with insight into how to allocate resources, in order to benefit the interests of both employer and employee.Originality/valueThis is one of the first studies to provide empirical evidence of the effects of active organizational resilience on multi-dimensional business performance. The results provide new insights into this relationship and may clarify divergent results found in the literature. It also provides evidence of the effects of active organizational resilience on job satisfaction in companies that have undergone corporate reorganizations, events that are supposed to require resilient skills.