Organizational Intelligence Research Articles

On probabilistic and causal reasoning with summation operators

Abstract Ibeling et al. (2023, Annals of Pure and Applied Logic, 103339) axiomatize increasingly expressive languages of causation and probability, and Mossé et al. (2024, The Review of Symbolic Logic, 17, 106–131) show that reasoning (specifically the satisfiability problem) in each causal language is as difficult, from a computational complexity perspective, as reasoning in its merely probabilistic or ‘correlational’ counterpart. Introducing a summation operator to capture common devices that appear in applications—such as the $do$-calculus of Pearl (Causality. Cambridge University Press, 2009) for causal inference, which makes ample use of marginalization—van der Zander et al. (The hardness of reasoning about probabilities and causality. In Proceedings of the Thirty-Second International Joint Conference on Artificial Intelligence, IJCAI-23, E. Elkind, ed., pp. 5730–5738. International Joint Conferences on Artificial Intelligence Organization. Main Track. 2023) extend these earlier complexity results to causal and probabilistic languages with marginalization. We complete this extension, fully characterizing the complexity of probabilistic and causal reasoning with summation, demonstrating that these again remain equally difficult. Surprisingly, allowing free variables for random variable values results in a system that is undecidable, so long as the ranges of these random variables are unrestricted. We finally axiomatize these languages featuring marginalization (or more generally summation), resolving open questions posed by Ibeling et al. (2023, Annals of Pure and Applied Logic, 103339).

How intelligence organisations innovate

ABSTRACT Practitioners and academics recognize the importance of innovative intelligence organisations. However, we know little about how intelligence organisations innovate and what challenges they are being confronted with. Drawing upon intelligence studies as well as innovation and organisational studies this paper forwards a conceptual framework to answer the question: how do intelligence organisations innovate? To address this, we introduce the concept of innovation capability, an organisation’s potential to innovate. The paper identifies seven attributes of innovation capability and explores these attributes within intelligence organisations. The attributes are: (1) vision and strategy, (2) competence base, (3) organisational intelligence, (4) creativity and idea management, (5) organisational structure, (6) culture and climate and (7) management of technology. The paper concludes with an agenda for further research.

Artificial Intelligence in Organizations in Colombia

The implementation of Artificial Intelligence (AI) in organizations in Colombia has been increasing in recent years, and it is expected to continue growing in the near future. Companies in Colombia have begun to use AI in different areas, such as data analysis, customer service, process automation, and decision-making. Among the strategies applied for the implementation of AI in organizations is the adoption of cloud technologies, the use of machine learning algorithms, collaboration with technology providers and the formation of specialized teams. However, the implementation of AI in organizations has also raised concerns regarding the impact on the employability of people. Although AI is expected to improve efficiency and productivity, some tasks and jobs are also expected to be damaged by automation. It is necessary that companies in Colombia adopt policies and strategies that allow a fair transition towards the implementation of AI, to minimize the negative impact on employability and to take advantage of the benefits that this technology can offer.

Features of the structural organization of emotional intelligence of men and women - managers of public catering enterprises with different levels of severity of mental burnout

The paper presents the problem of the relationship between emotional intelligence and mental burnout (based on the material of employees of catering enterprises - men and women). Based on the structural and psychological analysis, it was found that the differences in the structures of the studied qualities are differentiated by gender. A high level of systemic organization of indicators of emotional intelligence in men negates the devastating effects of mental burnout syndrome. The developed structure of indicators of emotional intelligence in the group of women exacerbates mental burnout.

The role of ESG reporting, artificial intelligence, stakeholders and innovation performance in fostering sustainability culture and climate resilience

Purpose This study aims to investigate the causal relationships among environmental, social and governance reporting (ESGR), stakeholder sustainability awareness, use of artificial intelligence (AI), sustainability culture, innovation performance and climate resilience of organizations across diverse sectors in Sri Lanka. Design/methodology/approach A survey was conducted among 327 respondents, including senior accounting professionals, operations managers and functional heads to gather company-level data in various industries in Sri Lanka. A disjoint two-stage approach validated the measurement model, and the partial least squares structural equation model (SEM) was used to test the proposed hypotheses. Findings The analysis evidences the mediating role of stakeholders' sustainability awareness on the relationship between ESGR and sustainability culture. Furthermore, it emphasizes the role of sustainability culture in driving climate resilience. Innovation performance acts as a moderator, strengthening the relationship between the use of AI and sustainability culture. Practical implications The study suggests that organizations should strategically use ESGR, integrate AI and prioritize stakeholder engagement to strengthen their commitment to sustainability. These provide insight for decision-making in organizations seeking to align with sustainable business practices. Originality/value It explores the use of AI to enhance ESGR and sustainability culture, providing a broader understanding of how organizations manage AI and stakeholders in sustainability issues.

Validating the Causal Relationship between Quantum Leadership and Employee Innovation Performance from the Perspective of Organizational Sustainability

In the quantum era, the rapid development of enterprises cannot be separated from the efforts of employees, and the improvement of employee performance is also closely related to the behavior and attitude of organizational leaders. Quantum leadership, as a new leadership paradigm, differs from traditional Newtonian classical mechanics in that it emphasizes wholeness and interconnectedness, considers new ideas as the key to success, and values complex changes in the organizational environment, thus helping the organization provide sustainable development in the future. In addition, quantum leadership is able to manage in chaotic and potentially uncertain environments, encouraging employees to explore new ideas for solving problems, stimulating enthusiasm and motivation for innovation, and thus improving the level of employee performance. In particular, as the importance of innovation performance has been emphasized, it has been considered as a key variable in driving and promoting sustainable organizational development. Moreover, this study is different from previous studies that validate traditional leadership. We focus on an emerging type of leadership that distinguishes itself from traditional leadership—quantum leadership—which is a leadership model that is currently receiving a lot of attention. In the uncertain future environment, quantum leadership is gradually becoming a key factor for business growth and plays an important role in the survival and development of organizations in the future environment. Based on this research background, this study argues that quantum leadership is closely related to employee innovation performance. This study examines whether quantum leadership improves employee innovation performance and the sequential multiple mediating effects of organizational intelligence and knowledge sharing. Most of the previous studies focused only on the mediating or moderating role of the model. This study expands this area of research by incorporating the moderating role of innovative culture and validating its effects. This finding explores the development of quantum leadership and provides a theoretical foundation for related research. In addition, this study collected data from 345 employees of Chinese SMEs in the context of the fourth industrial revolution. These results suggest that quantum leadership positively affects innovation performance. Organizational intelligence and knowledge sharing have multiple serial mediating effects on quantum leadership and innovation performance. Moreover, the interaction between innovative culture and knowledge sharing improves employees’ innovation performance. Therefore, this study clarifies the causal relationship between quantum leadership and innovation performance through theoretical and validated research models. It lays the foundation for the sustainable development of organizations in the future.

Skewed Artificial Intelligence: Flagging Embedded Cultural Practices in Children's Stories Featuring “Alice and Sparkle”

AbstractWe live in an age of artificial intelligence (AI). Open AI, an American artificial intelligence organization, claims that generative chatbots are here to stay. Although computer technology remains unevenly distributed, the presence of AI continues to be felt in many areas of daily life. Further, AI development happens in few countries whose cultural practices and beliefs tend to be embedded in AI output and functionality. Western and Global North perspectives tend to dominate conversations about AI. How might AI technology function equitably in an ethno‐racially and linguistically diverse world? This paper explores intersections of technology, coloniality, and bias to contextualize the user‐experience for individuals in groups characterized as high, medium, and low‐resourced languages. For whom does AI function in our globalizing world? Engaging with this question through a languacultural (Agar, 1994) lens, I employ a language and culture perspective to guide inquiry into AI’s output and impact, based on a children’s storybook. Specifically, I deploy Kenyan, Indonesian, and Taiwanese languacultural perspectives of three participants in a culturally cognizant reading (Washington, 2023) of a product of chatbot‐human composing, ‘Alice and Sparkle’, a children’s book illustrated by MidJourney and co‐authored by ChatGPT and Ammaar Reshi. Overall, through scrutiny of encoded cultural tropes and values inscribed within text and images, this paper proposes considerations for literacy pedagogy and research that stem from a pursuit of inclusive AI.

Total war and Ottoman military intelligence, 1914-1918: an inquiry into its expanding tasks through intelligence reports

ABSTRACT Domestic politics and the conditions of the Total War led the Ottoman ruling elite to expand the workload of the Intelligence Section of the Ottoman General Staff during the First World War. Originally established as a military intelligence organization, the Second Branch dealt with foreign intelligence, but became increasingly involved in domestic security, propaganda, and censorship during 1914–18. This article examines the variety of tasks of the Second Branch. It introduces the practice of reporting and disseminating intelligence within and beyond the Ottoman armed forces. By doing so, the article aims to explain organizational change in military intelligence under wartime conditions.

Collective Intelligence in Organizations and Organizing

Collective Intelligence in Organizations and Organizing

Adapting the Competences of the Employed Personnel in the Context of the Integration of Artificial Intelligence in Organizations

Adapting the Competences of the Employed Personnel in the Context of the Integration of Artificial Intelligence in Organizations

The Necessary Skillset Based on the Use of Artificial Intelligence in Czech Top Organisations

Purpose: The rapid advancement of artificial intelligence (AI), is transforming the required skills in the workforce. This article presents research findings from large organisations that have adopted AI. Methodology/Approach: The aim is to identify the skills driven by the utilisation of AI. The paper pinpoints the key skills for effective AI implementation and creates a model that delineates the specific groups related to AI utilisation. The data were obtained from the Top 100 organisations in Czechia, focusing on those actively leveraging AI. Findings: The outputs show the orientation of the use of AI skills in marketing and human resources and basic administrative tasks. A significant gap was found in relation to emotional and interpersonal skills, which has not yet been emphasised in studied organisations. Research Limitation/Implication: This paper formulates future-oriented, successful approaches to skill development with the wider use of AI. The limitation is first approach to technologically oriented Czech top organisations and limited sample due to a specific approach and early phase of AI use in operations. Originality/Value of paper: The results yielded a new framework of AI-required skills, reflecting the changing competency requirements for effective AI utilisation. This research contributes to the academic domain by providing an integrated and fundamental framework for competency development that incorporates technological advancements.

How can emotional intelligence organizations improve job performance of job candidates?

Background: Prospective workers need to have good work performance to be able to increase competitiveness and work productivity. Candidates who have the ability to monitor their emotions will find it easier to achieve good performance. Therefore, the purpose of this study was to determine the effect of emotional intelligence organizations to work performance of prospective workers. Methods: Quantitative method was used in this study with ex post facto as the research design. The subjects of this study were 155 trainees at Semarang Job Training Center 1 class of 2023. In this study, the hypothesis was tested using a simple linear regression test. Finding: This study found the level of organizational emotional intelligence of trainees is in the low category, the level of job performance is in the low category, and emotional intelligence organizations has a positive influence on the job performance of trainees. This research found that trainees with high emotional intelligence at work have good performance, and vice versa. Conclusion: Further researchers can use other methods to obtain more comprehensive results and add or change other variables relevant to job performance. This reaserch suggest that career guidance services play a crucial role in enhancing job performance for job candidates. Novelty/Originality of this study: This study provides a new perspective on the importance of organizational emotional intelligence in improving the job performance of prospective workers. This study offers insights that can be directly applied in developing training programs at the Job Training Center, focusing on improving emotional intelligence to increase the competitiveness and productivity of prospective workers in a competitive labour market.

Adaptation of Organizational Intelligence Scale into Arabic Language

Adaptation of Organizational Intelligence Scale into Arabic Language

Benefits of Artificial Intelligence and its Innovation in Organizations

This article reviews the advances, benefits and contributions of artificial intelligence to business organizations, without ignoring the need for skilled human labor and talent that companies have always required and which is essential for the economic development of a company. The implementation of legal frameworks and regulations that will in turn address issues such as organizational privacy, cybersecurity and liability are important aspects to be addressed in this article. Thus, this paper focuses on the compilation of scientific articles, books and other texts in which important topics were evidenced such as (i). - Innovation and invention, (ii). - Big Data, (iii). -Implementation of artificial intelligence in organizations, and (iv). -legality and responsibility of decisions, likewise, it examines the legal challenges of AI and highlights that smart contracts are a technological innovation that allows secure, fast and low-risk transactions using blockchain technology, this is why the literature review aims to explore how technology, artificial intelligence and communication tools can facilitate the work of the population, decreasing the time spent on some activities

Occupational stress as a mediator between organisational intelligence traits and digital government service quality: a triangulation design approach

PurposeThis paper aims to examine the mediating role of occupational stress in addressing the missing link between organisational intelligence (OI) traits and digital government service quality and propose relevant strategies in sustaining the digital government service quality whilst enhancing the psychological well-being of the service providers.Design/methodology/approachThis paper utilises a triangulation design approach to interpret the findings of the study and propose pertinent strategies. Firstly, we examined the mediating role of occupational stress in addressing the link between OI traits, and digital government service quality. Next, we examined the priority factors of OI traits and occupational stress to sustain the quality of digital government services via the Importance-Performance Map Analysis (IPMA). These findings were cross-examined with the code’s percentage generated from participants’ open-ended survey feedback on aspects that requires improvement in sustaining service quality.FindingsIn principle, occupational stress mediates the relationship between OI traits at the third-order component level and digital service quality. Analysis at the lower component level shows that the mediation effect of occupational stress is only significant in the presence of employee-oriented OI traits and “Alignment and Congruence”. Accordingly, the IPMA exhibited the importance of “Job engagement”, “Alignment and Congruence” and “Occupational Stress” in sustaining service quality. Conversely, code’s percentage analysis demonstrated the role of other insignificant traits such as “Leadership” and Appetite for Change and Knowledge Deployment’ in ensuring the sustainability of digital service quality.Originality/valueBy integrating the Organisational Model of Stress with Public Service-Dominant Logic, this paper rejuvenates the stressors utilised in a traditional work setup and widens the perspective of individual job performance to organisational level performance, to reflect the context of today’s public service delivery. We triangulated the outcome from mediation analysis, IPMA as well as open-ended feedback analysis and propose prioritisation on the aspects of “Employee-oriented traits”, “Psychological Well-being”, “Alignment and Congruence”, “Leadership” and “Appetite for Change and Knowledge Deployment” aspects for sustaining digital government service quality. Considering the significance of occupational stress in sustaining service quality in both quantitative and qualitative analysis, this paper also takes the approach of proposing a stress intervention program at the individual and organisational levels to manage the psychological well-being of the service providers.

The KLC Cultures' Synergy Power, Trust, and Tacit Knowledge for Organizational Intelligence

This paper examines the impact of knowledge, learning, and collaboration cultures synergy (the KLC approach) on organizational adaptability. The SEM analysis method was applied to verify the critical assumption of this paper that the KLC approach supports knowledge-sharing processes (tacit and explicit) and that both matter for organizational intelligence activation. The empirical evidence, based on a 640-case sample composed of Polish knowledge workers, exposed that knowledge sharing, organizational intelligence, and innovativeness are vital benefits of the KLC cultures’ synergy and showed that trust among workmates is critical to sustaining tacit knowledge sharing in an organization. Tacit knowledge is clearly exposed as an essential ingredient of change adaptability, which is seen as a proxy for organizational intelligence. Moreover, the mistakes acceptance component of learning culture supporting trial-error-learnings is noted as tremendous for knowledge-sharing processes, organizational intelligence (change adaptability), and innovativeness. This study proved that knowledge sharing, organizational intelligence, and innovativeness are vital benefits of the synergy that offers the KLC cultures. Trust strengthens this effect. So, to gain these benefits, knowledge-driven organizations should employ trusted managers who trust others and, in addition to their professional credentials, exhibit strong habits of respecting knowledge, learning, and collaboration.

The synergy of human resource development (HRD) and artificial intelligence (AI) in today’s workplace

ABSTRACT The systematic review paper examines the relationship between artificial intelligence and human resource development in organisations. The study aims to understand AI’s symbiotic role in improving HRD functions like training and development, organisational development, career development, performance management, and workforce planning in the last two decades. It highlights how AI revolutionises HRD, including performance management, learning and development, and workforce planning. The paper also covers the role HRD plays in facilitating AI adoption. This paper closes the gap between AI and HRD by highlighting the benefits of this symbiotic relationship. The work poses crucial research questions to guide future investigations. The questions cover how HRD is essential for ensuring the smooth adoption of AI to boost human capital by focusing on HRD and how AI can strengthen HRD by improving critical functions. By employing HRD practices to improve AI adoption and AI to improve HRD function, this research aims to increase our understanding of how AI and HRD need to work together in synergy.

Grey literature in the intelligence domain: twilight or revival?

ABSTRACT Grey literature encompasses documentary material that is not commercially produced and includes a large and heterogeneous body of sources such as technical reports, working papers, business documents, and conference proceedings. Intelligence organisations worldwide have long incorporated grey literature in their collection and analysis activities as a cost-effective and indispensable source of valuable information that provides strategic insights and helps to form operational decisions. Despite advancements in electronic collection methods, the sourcing of grey literature in many instances still requires the physical presence of a collector, especially in countries and regions with low informational availability, limited digital infrastructure, and those ruled by authoritarian regimes. The classification of grey literature within other ‘INTs’ in general and open source intelligence (OSINT) in particular poses a challenge as it blurs the boundaries between human intelligence (HUMINT) and OSINT. Outsourcing OSINT collection, analysis, and dissemination to private vendors has been gaining speed and volume over the last decade. The article identifies three categories of private vendors active in collecting and analysing grey literature for the intelligence community while seeking to draw renewed attention to the importance of this source of information.

The impact of human resources management strategies on organizational intelligence, an exploratory study of the opinions of a sample of academics at Tikrit University Iraq

The impact of human resources management strategies on organizational intelligence, an exploratory study of the opinions of a sample of academics at Tikrit University Iraq

Strategic Decision Making and Strategic Decision Practices in Intelligent Organizations: A Review

Strategic decision-making is a key tool to drive business growth. It helps figure out the best way of achieving a business objective, provided an organization has a decision-making process that involves a well-defined set of policies that must be adhered to by all. Strategic decision making is used in competitive companies and is intended to give a company a competitive advantage by transitioning its scope and the way the company runs its activities. The difference between strategic decision-making and other decision-making processes like administrative and operational is that strategic decision-making is a long-term process which needs to be done very carefully by taking into account all the resources to be utilized and keeping in mind all uncertainties which may occur. Administrative decisions are short-term strategies. Strategic decision-making keeps the company's long-term future in mind, unlike other decision-making processes. The research aims to demonstrate knowledge and understanding of how things work in strategic decision making. The research by reviewing the literature and previous studies the research indicates that the strategic decision-making process plays an important role in the effective performance of the organization. The study also showed that how strategic improvisation is done in intelligent organizations and the interconnection of SDM’S with managerial functions.