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The concept of “Industry 4.0” is expected to bring a multitude of benefits for industrial value creation. However, the associated risks hamper its implementation and lack a comprehensive overview. In response, the paper proposes a framework of risks in the context of Industry 4.0 that is related to the Triple Bottom Line of sustainability. The framework is developed from a literature review, as well as from 14 in-depth expert interviews. With respect to economic risks, the risks that are associated with high or false investments are outlined, as well as the threatened business models and increased competition from new market entrants. From an ecological perspective, the increased waste and energy consumption, as well as possible ecological risks related to the concept “lot size one”, are described. From a social perspective, the job losses, risks associated with organizational transformation, and employee requalification, as well as internal resistance, are among the aspects that are considered. Additionally, risks can be associated with technical risks, e.g., technical integration, information technology (IT)-related risks such as data security, and legal and political risks, such as for instance unsolved legal clarity in terms of data possession. Conclusively, the paper discusses the framework with the extant literature, proposes managerial and theoretical implications, and suggests avenues for future research.

In 2014, Japan's Ministry of Education (MEXT) announced the Top Global University Project (TGUP), a large-investment initiative to internationalise higher education that implicitly signalled increased emphasis on English-medium instruction (EMI) at Japanese universities. Despite substantial funding behind the initiative, little research has evaluated the implications for language planning, including contextualised implementation challenges. This study aims to investigate how the policy is being enacted into practice at a university in Japan at two different policy levels: the meso (institutional) and micro (classroom) level. The study contrasts one university's TGUP meso-level policy documentation with data from semi-structured interviews with students and teachers to illuminate micro-level challenges. Data were coded according to emergent themes via qualitative text analysis, following similar processes to research into TGUP policy. The findings suggest that the meso-level policy goals of the university do not trickle down to micro-level practice as envisioned, revealing underlying challenges arising from policy diffusion. In comparing our results with data from other TGUP university studies, we conclude that micro-level linguistic challenges for teachers and students has relevance for other universities where English-taught programmes are being expanded via national and university-level policies. (HRK / Abstract übernommen).

This qualitative study integrates key theories on epistemic decolonization from Asia, Africa, and Latin America to investigate the decolonial awareness and curriculum practices of teachers and international students in an English as a medium of instruction (EMI) program on Chinese philosophy and culture at a top-rated university in China. Content analysis of the in-depth, semi-structured interviews with 17 informants reveals that the teachers and students all demonstrated varying degrees of decolonial awareness related to the marginalized status of Chinese philosophy in Anglo–-Eurocentric disciplinary systems and adopted the following strategies to decolonialize the curriculum and foster epistemic justice in the unequal geopolitics associated with knowledge production: (1) historicizing Chinese philosophy as a modern discipline that has emerged from inter-knowledge dialogues across philosophical traditions and is still in constant tension with the complex interplay of the semi-colonial, imperial, and Cold War legacies; (2) abandoning the Anglo-Eurocentric benchmark by pluralizing the disciplinary contemporaneity, and (3) cultivating epistemic trust in Chinese through intercultural translation. Moreover, the flexible shuttling between Chinese and English in EMI classrooms and tutorial sessions helped the informants to observe the decolonial awareness that was inherent in their understanding of the discipline-specific ontology. The findings suggest the agentive potential of teachers and international students to foster epistemic justice in EMI curriculum design and implementation that counters the hegemony of English as a colonial force. Finally, implications for decoloniality-informed EMI policymaking and curriculum internationalization are discussed.

English as a medium of instruction (EMI) is commonly adopted as a strategy for higher education internationalisation. While there are numerous studies on the teaching practices of EMI programmes, the relationship between EMI and structural inequalities has been less investigated, especially in \"universal\" higher education systems. To address the research gap, this study investigates the EMI practices of two Taiwanese higher education institutions (HEIs) under current government initiatives. Qualitative data from policy documents and semi-structured interviews are analysed with an institutional logics approach and reflexive thematic analysis. The findings suggest that while state, managerial, and academic logics jointly shape EMI strategies in the public university case, EMI practices in the private university of technology case are predominantly driven by market and managerial logics and challenged by academic logic. Furthermore, this study reveals the structural \"stuckness\" encountered by the private case. In Taiwan's hierarchical higher education system, the promotion of EMI could result in widening horizontal inequalities among HEIs. More specifically, under the EMI grading certification scheme for students and the tiered award system for HEIs, the majority may be left behind whereas the few with linguistic capital are spotlighted. Therefore, this study concludes that in light of organisational conditions, policymakers should allow greater flexibility for HEIs to develop performance indicators appropriate to their students' needs. (HRK / Abstract übernommen).

Background Workplace food environments play a pivotal role in encouraging healthy and sustainable food choices. However, research on food environments in small and medium-sized enterprises (SMEs) without a workplace cafeteria is scarce, with much of the existing research concentrating on larger or specific types of companies. This qualitative study primarily aims to explore how employers and employees perceive the workplace food environment across different types of SMEs in the Netherlands, including desk-based, mobile workforce, and on-site manual labour settings. Second, it aims to gain insight into the perceived opportunities and barriers in SMEs to promote a healthy and sustainable diet. Methods This qualitative study involved 27 interviews conducted between May 2021 and February 2022, engaging both employers and employees across different types of SMEs: 10 desk-based, 8 on-site manual labour, and 9 mobile workforce SMEs. The data was analysed via a hybrid coding process, including deductive coding based on themes included in the interview guide and allowing for further codes to emerge from the data inductively. Results The results showed noticeable differences in the perceived workplace food environment between the three SME types. Although structural food offerings (such as those offered through a workplace cafeteria) were mostly lacking among all SMEs, most desk-based SMEs offered a daily facilitated lunch, whilst employees of mobile workforce SMEs typically received a daily allowance. However, similarities were also observed across the three SME types as there was a noticeable absence of financial incentives, or food policies regarding healthy and sustainable food. Barriers to promoting a healthy and sustainable diet among employees were that SMEs did not identify healthy and sustainable consumption at the workplace as their responsibility, or as a ‘problem’ that needed to be solved. Both employers and employees found it difficult to identify opportunities to promote healthy and sustainable diets in the workplace. Conclusions Across all three types of SMEs, both employers and employees described a food environment that was limited in actively encouraging healthy and sustainable food choices at the workplace. Future research should focus on developing tailored workplace policies and interventions addressing the unique food environment characteristics of different types of SMEs to improve employee eating behaviour.

Small- and medium-sized enterprises (SMEs) play an important role in the European economy. A critical challenge faced by SME leaders, as a consequence of the continuing digital technology revolution, is how to optimally align business strategy with digital technology to fully leverage the potential offered by these technologies in pursuit of longevity and growth. There is a paucity of empirical research examining how e-leadership in SMEs drives successful alignment between business strategy and digital technology fostering longevity and growth. To address this gap, in this paper we develop an empirically derived e-leadership model. Initially we develop a theoretical model of e-leadership drawing on strategic alignment theory. This provides a theoretical foundation on how SMEs can harness digital technology in support of their business strategy enabling sustainable growth. An in-depth empirical study was undertaken interviewing 42 successful European SME leaders to validate, advance and substantiate our theoretically driven model. The outcome of the two stage process – inductive development of a theoretically driven e-leadership model and deductive advancement to develop a complete model through in-depth interviews with successful European SME leaders – is an e-leadership model with specific constructs fostering effective strategic alignment. The resulting diagnostic model enables SME decision makers to exercise effective e-leadership by creating productive alignment between business strategy and digital technology improving longevity and growth prospects.

Purpose Various scholars suggest that there is a lack of research on the recruitment in small and medium-sized enterprises (SMEs) and also a scarcity of theoretical basis for the recruitment procedures used by these companies. As the vast majority of studies concentrate on larger organizations, they may not accurately reflect the challenges faced by smaller-sized entities to profoundly and accurately comprehend their recruitment procedures. In addition, the use of technology in recruitment has grown in importance in today’s quickly evolving business environment, particularly in light of the COVID-19 pandemic footprint. This study aims to examine the recruitment procedures used by SMEs and how they have been compelled to adjust to different extents to these technological improvements by the effects of the aforementioned epidemic. Design/methodology/approach With the aim to investigate the current recruitment practices in SMEs and the extent to which digital technologies are embraced by these companies within human resources (HR) procedures, this research relied on interviews with SMEs representatives. The qualitative methods used provided access to relevant data and insights, as they allowed close interactions with top managers and CEOs of ten companies from various sectors. Thus, the research results draw a vivid and reliable image of the procedures and practices used by small and medium-sized companies to attract, select and retain their staff. Findings This study’s findings are of increased interest to HR professionals, recruiters and managers in SMEs, who aim to attract and retain the best talent and optimize their recruitment strategies in a rapidly changing business environment, enabled by technological advancements. Effective HR recruitment procedures adapted to the specific needs of small and medium-sized companies can lead to several benefits for the organization, including improved employee selection, reduced turnover and increased organizational productivity. Research limitations/implications Although the interviews examined here encompass recruitment techniques from SMEs in a variety of industries, the results’ generalizability is limited by the sample size and geography. Furthermore, the findings’ dependability is dependent on the accuracy of the data provided by the respondents. Practical implications This investigation confirms some of the theoretical underpinnings which point to the lack of formalized structures and procedures in the recruitment process in SMEs, which enjoy more flexibility in managing HR processes. In addition, the results reinforce the arguments indicating an adjustment between HR strategies or policies and organizational goals in smaller enterprises which adapt faster to changes in the market. Moreover, it becomes apparent that there is a relationship between the quality of job descriptions and the successful fit in attracting the right candidates for the open positions. Furthermore, digital technologies offer opportunities for expanding the recruiters’ reach to a wider audience and also support the selection stage, thus increasing the chances of finding suitable staff. As the need to shift from traditional recruitment to e-recruitment in SMEs has been highlighted in the literature, the qualitative research revealed that this need was driven on the one hand by the COVID-19 pandemic when these companies successfully adapted and implemented new online methods of recruiting, but also by the lack of skilled labor, leading to the expansion of recruitment to other parts of the country or even to other countries. Social implications With regard to the proportion of men and women used in small and medium-sized companies, there is a clear need to involve and train more women in the predominantly male-dominated industrial and IT sectors. From this point of view, companies tend to devote more interest to integrating communities of women in these industries, as well as in key management positions. Another point of interest that the study highlights is the fact that SMEs have started to get creative with the benefits package they propose to candidates and focus on remote work, hybrid office–home working, or seasonal work to offer future employees a better work–life balance. Originality/value The added value of this investigation is filling the gaps in the current literature concerning recruitment procedures currently used by SMEs, the challenges they face and the solutions they advanced to solve them. Furthermore, SMEs often drive innovation and competition in the market and play a crucial role in the supply chain of larger companies, providing them with the goods and services they need to operate and supporting the availability and reliability of products from larger companies. They are often the driving force behind revitalizing local economies and creating new employment opportunities. Consequently, the underlying significance of this study is rooted in the need to modernize and simultaneously improve HR recruitment procedures through the integration of technology and a focus on innovation.

PurposeOrganizations use Industry 4.0 readiness models to evaluate their preparedness prior to the implementation of Industry 4.0. Though there are many studies on Industry 4.0 readiness models, the dimensions of readiness differ. Besides, there is no study empirically validating the readiness model in different sectors or types of organization. The purpose of this study is to conceptualize the dimensions of the Industry 4.0 readiness model and subsequently evaluate the criticality of these dimensions in manufacturing, service, small and medium-sized enterprises (SMEs) and large enterprises (LEs).Design/methodology/approachThe study uses an exploratory sequential mixed method design. In phase one, 37 senior managers participated through a purposive sampling frame. In phase two, 70 senior managers participated in an online survey.FindingsThe results of the study indicated that the Industry 4.0 readiness model has 10 dimensions. Further, the criticality of the dimensions as applied to different sectors and type of organizations is put forward. This study will help manufacturing, services, SMEs and LEs to evaluate Industry 4.0 readiness before commencing the deployment of Industry 4.0.Practical implicationsThe findings can be very beneficial for Industry 4.0 practitioners and senior managers in different organisations to understand what readiness dimensions need to be considered prior to implementation of Industry 4.0 technology.Originality/valueThis paper makes an attempt to conceptualize the Industry 4.0 readiness model and utilizes an exploratory mixed method for critically evaluating the dimensions related to the model.

PurposeThe digital transformation towards Industry 4.0 (I4.0) has become imperative for manufacturers, as it makes them more flexible, agile and responsive to customers. This study aims to identify the factors influencing the manufacturing firms’ decision to adopt I4.0 and develop a triadic conceptual model that explains this phenomenon.Design/methodology/approachThis study used a qualitative exploratory study design based on multiple case studies (n = 15) from the manufacturing industry in Malaysia by conducting face-to-face interviews. The data were analysed using NVivo. The conceptual model was developed based on grounded theory and deductive thematic analysis.FindingsResults demonstrate that driving, facilitating and impeding factors play influential roles in a firms’ decision-making to adopt I4.0. The major driving factors identified are expected benefits, market opportunities, labour problem, customer requirements, competition and quality image. Furthermore, resources, skills and support are identified as facilitating factors and getting the right people, lack of funding, lack of knowledge, technical challenges, training the operators and changing the mindset of operators to accept new digital technologies are identified as impeding factors.Research limitations/implicationsDue to its qualitative design and limited sample size, the findings of this study need to be supplemented by quantitative studies for enhanced generalizability of the proposed model.Practical implicationsKnowledge of the I4.0 decision factors identified would help manufacturers in their decision to invest in I4.0, as they can be applied to balancing advantages and disadvantages, understanding benefits, identifying required skills and support and which challenges to expect. For policymakers, our findings identify important aspects of the ecosystem in need of improvement and how manufacturers can be motivated to adopt I4.0.Originality/valueThis study lays the theoretical groundwork for an alternative approach for conceptualizing I4.0 adoption beyond UTAUT (Unified Theory of Acceptance and Use of Technology). Integrating positive and negative factors enriches the understanding of decision-making factors for I4.0 adoption.