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        <title>Journal of Intercultural Management Feed</title>
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            <title>Journal of Intercultural Management Feed</title>
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            <link>https://sciendo.com/journal/JOIM</link>
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        <copyright>All rights reserved 2026, SAN University</copyright>
        <item>
            <title><![CDATA[Understanding Digital Organizational Trust: A Socio-Technical Approach to Human-Technology Collaboration]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0009</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0009</guid>
            <pubDate>Wed, 25 Feb 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
 The aim of this article is to conceptualize organizational digital trust in the context of emerging technological paradigms such as Industry 5.0, Society 5.0, and Actor–Network Theory (ANT). The study seeks to identify the key dimensions, mechanisms, and implications of digital trust in contemporary organizations, highlighting its socio -technical character and strategic relevance.

Methodology
 The article adopts a conceptual and theoretical approach based on an extensive literature review, including foundational models of trust (e.g., Mayer et al., 1995) and recent contributions in digital transformation research. Actor–Network Theory (Latour, 1996; Cressman, 2009) is employed as a lens for analyzing trust as a relational outcome among heterogeneous actants – technologies, users, and organizational environments.

Findings
 The study reveals that digital trust is a multi -dimensional construct shaped by both human and technological factors. It encompasses ethical organizational values, compliance with digital standards, and the interplay between user and technology trustworthiness. Three proposed models illustrate different levels of digital trust formation, including trust between actants and human--technology collaboration. Digital trust is shown to function as both a precondition and a product of organizational cooperation, with direct implications for performance and innovation.

Value Added
 This article contributes to the growing discourse on digital trust by offering an integrative framework rooted in both classical trust theory and ANT. It underscores the need to consider digital trust as a dynamic organizational asset, shaped by interactions between people, technologies, and institutional environments. The study also highlights areas for future empirical validation, addressing the current gap between theoretical elaboration and practical assessment.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[The Role of Mystification in Organizational Identity and Digital Narratives]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0010</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0010</guid>
            <pubDate>Wed, 25 Feb 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
 This study investigates the role of mystification in contemporary organizational management, focusing on how digital tools such as deepfakes and hashtags shape organizational identities and public perceptions. It aims to understand how organizations utilize mystification to enhance their image, foster trust, and shape public narratives in a digitally driven world.

Methodology
 The research adopts a qualitative approach, analyzing case studies of organizations that have utilized deepfake technology and hashtag -driven campaigns to craft their identities. Examples include corporate brand campaigns leveraging social media trends such as #Sustainability and deepfake videos to reshape public understanding of leadership transitions. The study examines public communications, marketing materials, and media coverage to assess mystification’s effectiveness and ethical considerations.

Findings
 The study finds that mystification through digital tools operates on two primary levels: reinforcing the desired narrative and maintaining an aura of mystery that conceals organizational complexities. Hashtags are particularly effective in constructing and consolidating organizational identities by aligning with broader societal movements. At the same time, deepfakes, though controversial, offer a powerful tool for presenting idealized yet potentially misleading corporate images. The study highlights the risks of trust erosion when digital mystification practices are exposed as false or manipulative.

Value
 This research contributes to understanding the strategic use of mystification in organizational management. It provides insights into how organizations can effectively craft and manage their identities through digital tools while navigating the potential ethical pitfalls. The study underscores the importance of transparency and authenticity in maintaining organizational credibility.

Recommendations
 Organizations are advised to use mystification strategically, ensuring that digital tools like deepfakes and hashtags align with core organizational values and contribute to long -term trust -building. Maintaining transparency and engaging stakeholders proactively to mitigate the risks of manipulating public perceptions is crucial. Clear ethical guidelines should be established to govern the use of digital mystification to avoid damaging reputational risks.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Between Generations. Organizational Culture in Polish Primary Schools in the Context of Generational Diversity Management – A Case Study]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0011</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0011</guid>
            <pubDate>Wed, 25 Feb 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
 To explore how generational diversity influences the organizational culture of Polish primary schools.

Methodology
 A qualitative case study based on semi -structured interviews with six educators representing four generational cohorts.

Findings
 The study demonstrates that generational affiliation significantly shapes how teachers perceive and co -construct a school’s organizational culture, resulting in distinct value systems, work styles, and expectations regarding leadership and change. These differences manifest as “invisible boundaries” and generational tensions within teaching teams, particularly in the absence of formal mechanisms for intergenerational integration. However, when generational diversity is managed effectively – through intergenerational mentoring and inclusive leadership, for example – these differences can be transformed into a source of innovation and strengthened school community.

Value Added
 The study reveals how generational differences can be managed to support school development and organizational learning.

Recommendations
 To effectively address generational diversity in Polish primary schools, it is crucial to implement strategies fostering dialogue and collaboration across age groups. School leaders should develop intergenerational mentoring programs where experienced educators share institutional knowledge while younger staff contribute digital skills and innovative pedagogies. Training in generational intelligence and diversity management for principals will strengthen their capacity to mediate between varying work styles and expectations. Institutions should establish transparent procedures for task assignment, promotions, and participation in innovation projects to avoid perceptions of favoritism. Moreover, integrating participatory leadership practices – such as strategic councils involving representatives from all generations – can enhance trust and engagement. Policymakers are encouraged to design systemic support tools for onboarding Generation Z teachers and sustaining Millennial engagement. Finally, fostering a culture of open communication and mutual respect will transform generational differences from a source of tension into a driver of organizational learning and school development.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[COP Climate Commitments and Industrial Realities: The Question of Carbon Tax in a European Context]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0012</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0012</guid>
            <pubDate>Wed, 25 Feb 2026 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objectives
 This paper aims to analyze the relationship between carbon tax implementation and CO₂ emissions reduction in European countries. It also seeks to assess the compatibility of national carbon tax policies with international climate commitments adopted under successive COP agreements. In addition, the study examines the impact of carbon taxation on industrial competitiveness within the European context.

Methodology
 The study adopts a mixed -methods approach combining qualitative policy analysis and semi -quantitative data interpretation. A systematic review of peer -reviewed literature published between 2015 and 2024 was conducted using the Scopus and Web of Science databases, focusing on carbon taxation, climate policy, and industrial impacts in the European Union. Official policy documents from the European Commission and national governments were analysed to assess the design and evolution of carbon tax frameworks. A comparative case study approach was applied to selected European countries to evaluate differentiated policy outcomes. Quantitative data on carbon tax rates, industrial production indices, and CO₂ emissions trends were extracted from Eurostat, OECD, and World Bank databases and analysed to identify correlations and divergences between environmental objectives and industrial performance.

Findings
 The results indicate that countries without explicit carbon taxes, such as Poland, exhibit significantly lower CO₂ emission reductions compared to countries with long -standing carbon taxation. The findings also show that industrial competitiveness is not necessarily undermined by carbon taxation when appropriate complementary mechanisms are implemented.

Value Added
 This paper contributes to the literature by bridging the gap between international climate commitments and domestic economic realities. It provides a comparative, data -driven evaluation of carbon tax effectiveness across EU member states and highlights the critical role of policy design in determining environmental and economic outcomes. The study further offers empirically grounded insights relevant to current European climate policy debates.

Recommendations
 The paper recommends greater harmonization of carbon taxation across EU member states, the indexation of carbon tax rates to emission reduction targets, and the reinvestment of carbon tax revenues into the green transition. It also emphasizes the need to protect industrial competitiveness while maintaining climate integrity, improve transparency and monitoring of carbon tax impacts, and strengthen public engagement to enhance policy acceptance.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[The Recruitment and Selection Process as a Key Component of Human Resource Acquisition Strategy]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0007</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0007</guid>
            <pubDate>Thu, 06 Nov 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objectives
The main objective of the study is to comprehensively assess the level of satisfaction of candidates participating in recruitment processes at Company X and to identify key factors determining their satisfaction.

Methodology
The study used a diagnostic survey method with a survey technique. The research tool was a proprietary survey questionnaire containing both closed -ended questions and a sociodemographic metric. The study was conducted in March 2025 on a group of 53 people who participated in recruitment for various positions at Company X. Candidates received invitations to participate in the study by email.

Findings
Key factors influencing candidate satisfaction include the attractiveness of the terms and conditions of employment, the length and transparency of the recruitment process, the respect shown by recruiters and receiving constructive feedback after the recruitment process. An efficient and transparent process reduces candidates’ stress levels, reinforcing their positive feelings toward the organization, which is conducive to building loyalty and promoting the company as an employer.

Value Added
This study underscores the key role of the recruitment process, which is an important part of business strategies, with increasing importance being given to candidate satisfaction levels. A positive recruitment experience significantly influences both the decision of candidates to accept an offer of employment and the perception of the company as an attractive employer.

Recommendations
Respondents rated their satisfaction with the recruitment process mostly positively, but areas for further improvement were nevertheless identified. Satisfaction with recruitment is determined not only by the specifics of a particular job offer, but also by the overall perception of the organization, including its organizational culture and corporate values. The results of the study indicate that candidate satisfaction is influenced by the quality of recruitment materials, the preferred form of recruitment and the way feedback is provided, as well as other factors.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Intellectual Capital as a Strategic Resource of German Public Libraries: Development Conditions, Managerial Implications, and Organizational Consequences]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0006</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0006</guid>
            <pubDate>Thu, 06 Nov 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
The aim of this article is to analyze intellectual capital as a strategic resource of German public libraries, taking into account its development conditions, managerial implications, and organizational consequences. The article seeks to identify the factors influencing the development of intellectual capital within these institutions and to assess the extent to which this capital forms the basis for their adaptability, operational efficiency, and ability to fulfil their social mission in a changing institutional environment. The discussion is conducted in the context of the specific nature of libraries as non -profit organizations, highlighting the necessity of implementing a conscious and long -term strategy for managing intellectual capital. Particular attention is given to the role of library personnel, planning and recruitment processes, as well as the importance of organizational culture and internal communication in sustaining and enhancing the intellectual value of public libraries.

Methodology
This article is based on a critical analysis of the relevant literature and an in -depth interpretation of both domestic and international sources concerning intellectual capital management in non -profit institutions, with particular emphasis on public libraries in Germany. Strategic documents, institutional reports, and scholarly studies on management practices within the library sector were taken into account. The analysis is qualitative and exploratory in nature, aiming to identify key determinants in the development of intellectual capital and translate them into insights into the functioning and organizational effectiveness of public libraries. The research approach also incorporates elements of case study methodology, drawing on observations of institutional practices and the analysis of models implemented in selected entities within the German library system.

Findings
Intellectual capital is a crucial factor determining the effectiveness of German public libraries and their capacity to adapt to dynamic social and technological environments. The development of this resource requires systematic planning, alignment with the institution’s strategic goals, and a coherent human resources policy. The most effective intellectual capital development strategies identified in the studied institutions are those that are long-term, quality-oriented, and tied to continuous staff education. Conscious and engaged leadership, along with a consistent focus on the development of competencies across the entire team – not just the management – is identified as a key success factor.

Value Added
The added value of this article lies in its comprehensive analysis of intellectual capital as a strategic resource of German public libraries, taking into account both developmental conditions and the practical aspects of managing this capital. The article provides new perspectives on the importance of long-term planning and deliberate personnel policy in libraries as non-profit organizations, identifying intellectual capital as a critical factor in ensuring organizational sustainability and institutional advantage. The study also includes specific recommendations for implementing intellectual capital development strategies, offering substantial support for management in enhancing public library performance.

Recommendations
It is recommended that German public libraries develop and implement long-term strategies for intellectual capital development, addressing the needs of various staff groups and adapting to changing organizational and societal conditions. Systematic investment in staff competencies, the development of interpersonal skills, and the promotion of an organizational culture that supports collaboration, innovation, and learning are of key importance. It is further recommended to integrate intellectual capital management with the institution’s overall strategy, enabling more conscious and effective utilization of human potential as a strategic resource.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Working Later in Life: How Research Frames the Challenges and Possibilities of Ageing at Work]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0005</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0005</guid>
            <pubDate>Thu, 06 Nov 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objectives
This study explores how academic literature addresses the professional inclusion of older adults in the workforce. It investigates emerging patterns and proposed solutions to support later-life employment in the context of demographic ageing and the active ageing policy paradigm.

Methodology
The paper adopts a Structured Literature Review (SLR) methodology, combining bibliometric and thematic analyses. A total of 161 peer-reviewed journal articles published between 2012 and 2024 were analysed using performance metrics and co-occurrence clustering to identify key themes and intellectual trends.

Findings
The analysis identifies five main thematic clusters: policy narratives, digital inclusion, workplace flexibility, emotional well-being, and place-based autonomy. These findings reflect a shift from deficit-based to relational and context-sensitive understandings of ageing at work. However, the literature remains fragmented and limited in intersectional scope.

Value Added
This study provides a novel, multidimensional synthesis of the literature on ageing and work by integrating bibliometric and thematic approaches. It bridges conceptual gaps across disciplines and proposes a coherent framework to guide future policies, organisational strategies, and research on age-inclusive employment.

Recommendations
Organisations and policymakers should adopt inclusive, age-sensitive strategies. They should promote lifelong learning opportunities, enable flexible and phased retirement options, reduce age-related bias in human resource practices, and design physical and social environments that support autonomy, well-being, and meaningful participation for older adults.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[CSR In The Service Of The Brand Image Of Globalized Companies]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0008</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0008</guid>
            <pubDate>Thu, 06 Nov 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objectives
The main objective of this study was to examine the role of CSR as a strategic lever in shaping the diplomatic efforts of globalized companies operating in Algeria’s mining sector. It focuses on analyzing how CSR can contribute to the enhancement and reinforcement of the brand image of these globalized companies.

Methodology
A qualitative research approach was adopted within an entrepreneurial framework. A total of 43 in -depth interviews were conducted, involving various stakeholders associated with Lafarge -Algeria, a prominent MNC recognized as one of the country’s leading non -oil exporters. The collected data were systematically organized, analyzed, and validated.

Findings
The results showed that CSR constitutes a crucial lever of CD. They emphasize a significant correlation between CSR and the enhancement of the image of MNCs. CSR practices were found to be deeply rooted in the integration of the local socio -economic and cultural context into corporate strategic development. This connection becomes especially clear in how businesses shape their identity and participate in CSR initiatives.

Value Added
This study makes a significant contribution to the existing literature on CSR by providing empirical evidence on the link between the adoption of a CSR approach, diplomatic practices, and the enhancement of corporate image within Algeria’s mining sector -a subject that remains largely unexplored in the context of emerging economies. In doing so, it adds meaningful value to a body of literature that has predominantly focused on developed economies.

Recommendations
Based on the results, it is recommended that MNCs consider CSR as an essential component of CD, serving as a driver of competitiveness and corporate image. To further strengthen their reputation, companies should integrate ethical and sustainable standards into their strategies, ensure transparency by informing and communicating about their actions and impacts, and actively engage with local stakeholders. This includes improving working conditions and contributing to the overall quality of life within the communities in which they operate.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[The Impact of Work Environment Quality on Organizational Learning in an Enterprise: A Case Study on a Sample of Algerian Economic Enterprises]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0001</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0001</guid>
            <pubDate>Sun, 06 Jul 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
The main objective of this study was to examine how the quality of the work environment influences organizational learning within Algerian economic enterprises operating in the production sector.

Methodology
A descriptive-analytical approach was adopted for this research. A total of 712 questionnaires were distributed to employees, and 649 valid responses were collected and analyzed using SPSS statistical software.

Findings
The results showed that the average scores for work environment quality ranged from 3.45 to 4.38, with the physical environment receiving the highest rating (4.38) and administrative responsiveness the lowest (3.98). Regarding organizational learning, mean scores varied between 3.31 and 4.57, where personal mastery achieved the highest score (4.57), followed by systems thinking (4.27). Statistical analysis indicated a significant positive relationship between work environment quality and organizational learning (R = 0.621; R² = 0.386; α ≤ 0.05), suggesting that 38.6% of the variance in organizational learning can be attributed to the quality of the work environment. Additionally, the study found no significant differences in organizational learning based on gender, age, job position, or years of service, although employees with postgraduate degrees demonstrated a greater appreciation for organizational learning.

Value Added
This study makes a valuable contribution by providing empirical evidence of the link between work environment quality and organizational learning in the Algerian production sector – a context that has not been widely studied. The findings offer practical insights for managers and policymakers seeking to foster a culture of learning within their organizations.

Recommendations
Based on the results, it is recommended that organizations work to improve all aspects of the work environment, with particular attention to enhancing administrative support. Additionally, development programs should be made available to employees at all educational levels to further promote organizational learning and growth.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[What is the Impact of Internal Marketing Strategies on Organizational Talent Retention? A Case Study at Jupiter Marina Hotel]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0003</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0003</guid>
            <pubDate>Sun, 06 Jul 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
This study investigates the influence of internal marketing strategies on organizational talent retention at Jupiter Marina Hotel (JMH), a unit within the Jupiter Hotel Group. The aim is to explore how specific internal marketing practices, such as employee satisfaction, engagement, and commitment, impact the retention of key talent.

Methodology
A mixed-methods approach, incorporating both quantitative and qualitative analyses, was employed. The study gathered data through a survey of JMH employees and structured interviews with management. Factor analysis and Pearson’s correlation were used to assess the relationship between internal marketing practices and talent retention.

Findings
The results reveal a significant positive impact of internal marketing strategies on talent retention, particularly through the dimensions of employee satisfaction, engagement, and commitment. Practices related to leadership, communication, training, and cultural initiatives were found to be critical in fostering a supportive work environment that enhances employee retention.

Value Added
This study contributes to the understanding of how internal marketing strategies can be leveraged to retain talent in the hospitality industry. By comparing employee and management perspectives, it provides insights into the mechanisms through which internal marketing influences organizational commitment and reduces turnover intentions.

Recommendations
It is recommended that JMH and similar organizations strengthen their internal marketing practices, particularly focusing on leadership development, continuous employee training, and transparent communication. Enhancing these areas will likely lead to higher levels of employee satisfaction, deeper engagement, and stronger commitment, ultimately improving talent retention rates.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Examining the Influence of Organizational Structure and Leadership on Innovation in Hybrid Work Settings: The Mediating Role of Organizational Culture in Enhancing Team Collaboration and Innovation Outcomes]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0002</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0002</guid>
            <pubDate>Sun, 06 Jul 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Purpose
This study aims to investigate the impact of organizational structures and leadership styles on innovation within hybrid work environments, focusing on the mediating role of organizational culture in enhancing team collaboration.

Design/Methodology/Approach
A quantitative research design was employed, utilizing a structured survey administered to team members and leaders in hybrid organizations. Data were analyzed using SmartPLS, facilitating the assessment of structural relationships and the mediation effect of organizational culture on collaboration and innovation.

Findings
The analysis reveals that flexible organizational structures and transformational leadership significantly enhance team collaboration, which in turn fosters innovation. Furthermore, organizational culture serves as a crucial mediator, amplifying the positive influence of collaboration on innovative outcomes.

Practical Implications
Organizations should prioritize the cultivation of adaptable structures and leadership styles that promote a collaborative culture, particularly in hybrid settings. Such strategies are essential for driving innovation and improving organizational performance.

Originality/Value
This research contributes to the literature by providing empirical evidence on the interplay between organizational dynamics and innovation in hybrid environments, highlighting the role of SmartPLS as a valuable tool for analyzing complex relationships in organizational studies.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Embedding Inclusive Innovation and Social Entrepreneurship in Higher Education]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2025-0004</link>
            <guid>https://sciendo.com/article/10.2478/joim-2025-0004</guid>
            <pubDate>Sun, 06 Jul 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
This study aims to lay the foundation for design and delivery of educational programs in the field of Inclusive Innovation (II) and Social Entrepreneurship (SE) at a tertiary level.

Methodology
The study adopted a multi-phase methodology to develop a comprehensive Toolkit for designing and delivering educational programs in II&amp;SE. Firstly, a systematic literature review was conducted to clarify conceptual frameworks and identify best practices. This was followed by an empirical analysis of 25 existing II&amp;SE study programs and courses offered at a tertiary level in Europe, which helped identify effective pedagogical and curricular approaches. The third phase involved categorizing best practices based on thematic relevance. Finally, stakeholder engagement panels were conducted in four EU countries (Bulgaria, Italy, Lithuania, and Poland) to gather practical feedback.

Findings
The analysis revealed that II&amp;SE education is being integrated through various models in HEIs, including stand-alone programs, embedded modules, and extracurricular initiatives. Experiential and practice-based learning methods proved more effective than traditional lectures. Stakeholders are vital in enriching II&amp;SE education by offering real-world collaboration opportunities. The impact was identified at three levels: individual (skills development), economic (entrepreneurial activity and employability), and societal (community development and inclusion).

Value Added
This study contributes to the growing field of II&amp;SE by providing a structured, evidence-based Toolkit adaptable for diverse educational contexts. The present study also brings to light the importance of incorporating II&amp;SE education in response to global development challenges, providing validated impact indicators and assessment tools to use for curriculum development and accountability.

Recommendations
Curricular integration in terms of II&amp;SE content across disciplines is recommended for HEIs, prioritizing experiential learning relying on community-engaged teaching methods. Establishing multi-stakeholder ecosystems involving NGOs, public bodies and private sector actors for co-creation and mentorship also emerged from the findings as a suggestion. Finally, investing in faculty development through targeted training in innovative, competency-based pedagogical strategies can significantly enrich the learning experience and institutional capacity for delivering impactful II&amp;SE education.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[The Effectiveness of the Feminine and Masculine Styles of Management in Crisis Situations in an International Transportation Company]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2024-0016</link>
            <guid>https://sciendo.com/article/10.2478/joim-2024-0016</guid>
            <pubDate>Thu, 15 May 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
The aim of this article is to identify the influence of the feminine and masculine styles of management on the effectiveness of the management of a crisis situation in an international transport company. Achieving the above--mentioned objective required a research question: how can female and male leadership styles in an organisation contribute to an effective crisis situation management in an international transport company?

Methodology
Based on the subject literature, considerations of selected authors concerning: characteristics of a crisis situation management in organisations, female and male leadership styles and the specificity of operation of modern international transport companies are presented. The empirical part presents the results of own qualitative research. The results of the qualitative study allowed us to learn, to some extent, about women’s and men’s organisational behaviour and managerial decisions when managing a crisis situation – from the perspective of their effectiveness.

Findings
The results of the study indicate that female and male crisis management styles prove to be effective in different types of crisis situations in the logistics industry.

Value Added
The identification of typical feminine and masculine organisational behaviour or managerial decisions (feminine and masculine management styles) in specific types of crisis situations offers a promising new approach to crisis management in contemporary organisations, including those in the logistics sector.

Recommendations
Perceiving the effective management of crises in organisations through the typically feminine and masculine aspects of leadership can carry valuable implications for management practice in companies, including logistics companies.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Volatility Analysis of the Indian Stock Market: Insights from Bank Nifty Index and Futures Trading]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2024-0013</link>
            <guid>https://sciendo.com/article/10.2478/joim-2024-0013</guid>
            <pubDate>Thu, 15 May 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
To diagnose the relationship between futures contract trading and the volatility of stocks in the Bank Nifty Index.

Methodology
Time series analysis and the GARCH model are employed to study the interaction between futures trading and spot market volatility.

Findings
The analysis revealed that out of the six banks analyzed, just two demonstrated a statistically significant influence of future trading on volatility, while the remaining four did not exhibit any such relationship.

Value Added
This study provides a nuanced understanding of the impact of futures trading on stock volatility within the Bank Nifty Index, specifically highlighting variations across banks. By including the COVID -19 period, this research captures the influence of unprecedented market shocks on volatility dynamics in an emerging market context, providing valuable insights into how futures trading operates under unique stress conditions. Moreover, the study fills a gap in the existing literature by including all top -weighted banks in the Bank Nifty, especially those that were previously overlooked, thereby enhancing the relevance of the findings for policymakers and market participants.

Recommendations
Policymakers and regulators should consider adopting tailored guidelines that reflect the different responses of individual banks to futures trading, as one-size-fits-all regulations may overlook stock -specific volatility dynamics. Market participants, especially investors and retail traders, are advised to apply targeted risk management and hedging strategies based on each bank’s unique volatility patterns rather than generalizing across the industry.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Rethinking Community in Organizations: Dynamics and Identity]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2024-0015</link>
            <guid>https://sciendo.com/article/10.2478/joim-2024-0015</guid>
            <pubDate>Thu, 15 May 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
The study examines the transformative role of communities in driving organizational innovation and responsibility. It explores how community dynamics influence corporate social responsibility (CSR), innovation, and employee engagement while fostering a shared sense of purpose and belonging. The research specifically focuses on how organizations can harness the power of communities to enhance collective outcomes and sustain long -term growth.

Methodology
This research employs qualitative analysis, combining theoretical perspectives with illustrative case studies. Examples from Linux and the Copiapó Mining Disaster are analyzed to demonstrate the practical implications of community -driven approaches in fostering innovation, collaboration, and engagement within organizations.

Findings
The findings reveal that communities are pivotal in creating cohesive, purpose -driven organizational environments. Beyond operational efficiency, they enhance employee engagement, drive CSR initiatives, and foster innovation. Cases like Linux show that community -based approaches democratize organizational processes, while the Copiapó Mining Disaster illustrates how collective action can achieve extraordinary outcomes.

Value
This study underscores the critical role of communities in modern organizational frameworks. By highlighting the link between community dynamics and sustainable organizational practices, it provides insights into building more resilient, innovative, and socially responsible organizations.

Recommendations
Organizations should prioritize cultivating community -driven cultures by aligning their values with those of their employees. Strategies include fostering open collaboration, supporting shared purpose through CSR initiatives, and leveraging technology to build dynamic and inclusive networks. These efforts can lead to stronger engagement, more significant innovation, and enhanced organizational performance.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Rethinking Transformational Leadership and Workforce Dynamics for the Human -Centric Tech Era: Insights into Employee Engagement, Satisfaction and Job Performance]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2024-0014</link>
            <guid>https://sciendo.com/article/10.2478/joim-2024-0014</guid>
            <pubDate>Thu, 15 May 2025 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
This study examines the impact of transformational leadership on key employee outcomes, including affective organizational commitment, job performance, employee engagement, and job satisfaction, within the context of today’s rapidly evolving, human -centric tech era. With the integration of advanced technologies and shifting workforce expectations, understanding leadership’s role in fostering adaptability, motivation and satisfaction becomes increasingly critical. While transformational leadership is often praised for its positive effects, this research investigates whether its influence is consistently beneficial, particularly in the current organizational climate shaped by the interplay of technology and human values.

Methodology
A quantitative research approach was employed, gathering data via an online survey from employees across diverse industries. A final sample of 251 responses was analysed using SmartPLS software to construct and estimate a Partial Least Squares Structural Equation Model (PLS-SEM). This method enabled the rigorous evaluation of relationships between transformational leadership and the selected employee outcomes.

Findings
The findings confirm that transformational leadership significantly enhances affective organizational commitment and employee engagement. Notably, the strongest relationship in the model was between employee engagement and job satisfaction, underscoring the critical role of engagement as a mediator. While transformational leadership positively influenced engagement and commitment, its direct impact on job performance was showed to be negative, revealing nuanced dynamics in the leadership -performance relationship.

Value Added
This study contributes to academic discourse by extending the understanding of transformational leadership’s effects on employee outcomes. It highlights the pivotal role of engagement as a driver of job satisfaction, challenging traditional perspectives that prioritize direct leadership -performance links. Furthermore, in the context of the rapidly evolving human -centric tech era, where technology and leadership intersect, the findings offer important insights into how transformational leadership can adapt to the changing nature of work. As digital transformation reshapes organizational environments, leaders must balance technology integration with maintaining meaningful human connections, ensuring that employees remain engaged, motivated and satisfied. These insights bridge theoretical gaps, offering a timely contribution to leadership theory by incorporating the emerging role of technology in shaping employee outcomes, and provide practical implications for leadership strategies in contemporary organizational settings.

Recommendations
Organizations should prioritize leadership development initiatives that focus on cultivating transformational leadership behaviours, particularly those that enhance employee engagement and satisfaction. By aligning leadership strategies with these insights, companies can foster more supportive and motivating work environments, ultimately boosting both employee well -being and organizational performance. As the workplace continues to evolve with the integration of human -centric technologies, organizations should also equip leaders with the skills to effectively leverage these technologies to enhance employee experiences, engagement and overall satisfaction. Additionally, future research should explore the role of contextual factors and moderating variables, including the influence of emerging technologies, that may impact the effectiveness of transformational leadership behaviours.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Navigating Sustainable Transformation in the Fashion Industry: The Role of Circular Economy and Ethical Consumer Behavior]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2024-0009</link>
            <guid>https://sciendo.com/article/10.2478/joim-2024-0009</guid>
            <pubDate>Sat, 30 Nov 2024 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
This paper explores the sustainable transformation of the fashion industry, focusing on integrating circular economy principles and promoting ethical consumer behavior. It seeks to analyze the environmental, social, and economic impacts of the industry’s operations and identify opportunities for adopting more sustainable practices.

Methodology
A qualitative research approach is used, with expert interviews providing insights into current trends, challenges, and opportunities for sustainable transformation in the fashion sector. The data were analyzed with MAXQDA.

Findings
The research reveals an increasing awareness among both consumers and industry stakeholders regarding the importance of sustainability. This shift is motivated by the recognition of the industry’s significant ecological footprint and the ethical concerns associated with its supply chains. Responsible consumption patterns, such as the rise in second-hand shopping and ethically produced fashion, are becoming more popular. Additionally, circular economy practices–such as recycling materials, designing for longevity, and reducing waste–are identified as key strategies for reducing environmental impacts and improving resource efficiency. Despite these positive developments, there are ongoing challenges, including the need for increased transparency, overcoming greenwashing, and the development of stricter regulatory frameworks.

Value Added
This paper contributes to the growing body of knowledge on sustainable fashion by highlighting the intersection of consumer behavior, industry practices, and circular economy principles. It emphasizes the critical role of collective action and systemic change in fostering a sustainable transformation within the fashion industry.

Recommendations
The paper provides actionable recommendations for industry stakeholders, policymakers, and consumers, encouraging the promotion of transparency, innovation, and regulatory measures to ensure accountability and drive the widespread adoption of sustainable practices.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Organizational Identity and Workplace Stress: Investigating the Impact of Organizational Culture on Stressors]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2024-0012</link>
            <guid>https://sciendo.com/article/10.2478/joim-2024-0012</guid>
            <pubDate>Sat, 30 Nov 2024 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
The study explores the intersection of organizational identity and work-related stress, focusing on how corporate culture shapes employees’ well-being. It specifically investigates how the unique dimensions of an organization’s identity contribute to stress factors, influencing individual performance and collective outcomes.

Methodology
This research employs a qualitative analysis of the literature. Case studies from Amazon and UBER were used to examine the impact of organizational culture on stress and to understand how different organizational identity factors affect employee well-being.

Findings
The study highlights that stress in the workplace is not only due to workload but it is also linked to factors inherent in organizational identity, such as cultural conflicts, lack of control, and role ambiguity. Firms with rigid, hierarchical cultures exhibit higher stress levels, whereas those promoting autonomy and social support show lower stress-related issues. A model of stress-inducing organizational identity was introduced, derived from the Uber and Amazon case study.

Value
This research contributes to understanding the role of organizational identity in shaping stress and offers insights into fostering a healthier work environment through identity-conscious management practices.

Recommendations
Organizations should align their identity with employee well-being strategies by promoting a culture of transparency, autonomy, and support. Implementing policies that reduce role ambiguity and offer social support can mitigate stress-related outcomes, improving employee satisfaction and organizational efficiency.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Use of Eristics by Polish Managers]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2024-0011</link>
            <guid>https://sciendo.com/article/10.2478/joim-2024-0011</guid>
            <pubDate>Sat, 30 Nov 2024 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
The aim of this article is to find out to what extent and for what reasons managers use unethical eristic tricks to persuade their employees.

Methodology
The research used qualitative methods, in-depth interviews with eleven managers, which were conducted in May and June 2024. The selection of respondents was purposive, allowing for a deeper understanding of the issue.

Findings
Managers know and use eristic tricks in their professional work and their use is driven by effectiveness, regardless of the fact that they are considered unethical.

Value added
The use of eristic tricks in management is not widely discussed in the literature and, in the long term, their use negatively affects the functioning of any organisation.

Recommendations
The results of the research and the negative effects of eris-tic behaviour in organisational management should be of interest to managers, creators of codes of ethics in organisations and trainers of the art of persuasion. Eristic behaviour should be avoided in communication with staff and in the management of organisations.

]]></description>
            <category>ARTICLE</category>
        </item>
        <item>
            <title><![CDATA[Globalisation and the Challenges of Managing Cultural Diversity: From Multiculturalism to Interculturalism]]></title>
            <link>https://sciendo.com/article/10.2478/joim-2024-0010</link>
            <guid>https://sciendo.com/article/10.2478/joim-2024-0010</guid>
            <pubDate>Sat, 30 Nov 2024 00:00:00 GMT</pubDate>
            <description><![CDATA[

Objective
The aim of the article is to analyse the impact of globalisation on managing cultural diversity in organisations, considering two approaches: multiculturalism and interculturalism. The article seeks to identify the key challenges faced by organisations in a globalised world and assess which approach – multiculturalism or interculturalism – is more effective in promoting social cohesion, innovation, and competitiveness in the global market.

Methodology
The article uses a literature review and case study analysis from international corporations. It evaluates the different approaches based on available empirical research and reports.

Findings
Interculturalism is found to be more effective than multiculturalism in promoting integration and innovation. However, implementing this strategy requires appropriate resources and leadership commitment.

Value Added
The added value of the article lies in providing a comprehensive analysis of two approaches to managing cultural diversity in the context of globalisation, which is relevant for both theorists and management practitioners. The article offers new insights into the effectiveness of interculturalism as a strategy supporting organisational development in a globalised world, while also proposing practical recommendations for implementing these strategies.

Recommendations
It is recommended to develop intercultural competencies and implement policies that promote dialogue and cooperation. Organisations should prioritise diversity management as a strategy.

]]></description>
            <category>ARTICLE</category>
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