Performance Management Research Articles

Finding Joy as a Manager - Even on Bad Days

This article explores strategies for cultivating joy as a manager, even on challenging work days. Through a review of positive psychology and resilience research, the brief establishes why joy matters significantly for managerial performance, decision-making, coping abilities, and growth over time. Key studies linking joy to upward spirals in well-being, higher cognitive functioning, and resilience are referenced. Practical joy-boosting strategies drawn from evidence are then presented, such as expressing gratitude, fostering positive relationships, celebrating wins, and taking brief renewal breaks. Real-world industry examples showcase how managers in retail, higher education, and non-profits have applied these strategies when facing stresses. The article argues managers should recognize cultivating joy as a strategic competency to maximize their own and their teams' potential over the long run. Simple practices can help tap into inner reservoirs of positive emotion and broaden mindsets even amid difficulties.

PENGEMBANGAN USAHA PADA UMKM YU MIN BATIK & BUTIK DESA SIDOREJO KECAMATAN COMAL KABUPATEN PEMALANG

<table width="576" border="1" cellspacing="0" cellpadding="0"><tbody><tr><td width="402"><p>The Micro, Small and Medium Enterprises that are the object are the UMKM Yu Min Batik & Boutique owned by Mrs. Siti Aminah which is located in Sidorejo Village, Comal District, Pemalang Regency. This MSME operates in the field of clothing and modified batik cloth in Pemalang. The aim of implementing this activity is to develop business, good financial management and production performance. The business assistance provided includes marketing aspects. The efforts made by the accompanying team aim to promote Yu Min Batik & Boutique products through MSME activities such as bazaars and catalog content on online social media. This is due to increasingly sophisticated technological developments and seeing many entrepreneurs, especially MSMEs, promoting their businesses through online social media. The aim is to introduce and attract the interest of potential customers by understanding the individual characteristics of consumers so that the products sold will match their wishes.</p><p>The assistance method used is carrying out several programs such as making banners, making simple bookkeeping, Google maps, participating in MSME bazaar activities, making direction boards, making organizational structures, business profiles, and creating social media (Instagram). After analyzing and applying the program to Yu Min Batik products, it produced a positive impact on MSME owners. Such as introducing products through promotions on social media and placing banners, organizational structures, understanding simple bookkeeping, business profiles, and installing direction boards to fulfill product requirements to support promotions so that people have more confidence in the products they want to buy.<strong></strong></p></td></tr></tbody></table>

Assessment of supply chain efficiency through a sustainable supply chain management strategy in the textile sector

The textile industry processes fiber into yarn or fabric. Problems often faced by textile companies are delays in raw materials, which result in the production and distribution of fabrics not reaching the target, so consumers are unsatisfied and switch to competing companies. In addition, solid waste from the production process is still disposed of, potentially polluting the environment. This study uses the Green Supply Chain Operation Reference (Green SCOR) approach to evaluate the performance of green supply chain management (GSCM) in textile companies located in Yogyakarta. The findings of this study could significantly impact the textile industry as they provide a comprehensive evaluation of GSCM performance. Twenty-two performance indicators have been validated using the Item-Content Validity Index (I-CVI) method and weighted using the Analytical Hierarchy Process (AHP) method. Based on the calculation results, the GSCM performance value is 60.208. Improvement recommendations are given for three indicators that need to be prioritized based on Importance Performance Analysis (IPA) matrix mapping and the actual condition of the company. Improvements can be made by using the Vacuum Flash Evaporation method so that recycled PVA can be reused, using natural materials or alternative auxiliary materials that are more environmentally friendly, increasing cooperation with companies engaged in processing weaving waste or textile waste appropriately and effectively, checking the concentration of starch solution not only when changing construction but every beam change, and forming a checklist form that is filled in for monitoring after machine settings and preparation of the production process.

Thermal management of lithium-ion batteries based on the coupling of liquid cooling and composite phase change materials

ABSTRACT Effective thermal management techniques for lithium-ion batteries are crucial to ensure their optimal efficiency. This paper proposes a thermal management system that combines liquid cooling with composite phase change materials (PCM) to enhance the cooling performance of these lithium-ion batteries. A numerical study was conducted to examine the impact of various factors on the battery module’s thermal management performance, including the number of flow channels, the distance between these flow channels and the upper and front surfaces, fluid flow rate, coolant inlet temperature, and material’s phase change temperature. The simulation results indicate that at a discharge rate of 6C and a flow channel count of 5, the maximum temperature and the maximum temperature difference of the battery module decrease by 6.44% and 34.35%, respectively, when PCM is coupled with liquid cooling, compared to the pure liquid cooling. However, as the flow rate increases, the rate of temperature reduction slows down, while the pressure drop increases. When the flow rate reaches 0.4 m/s, the maximum temperature only drops by 0.57°C while the pressure drop increases by nearly two times. Furthermore, an increase in the PCM’s melting temperature leads to a larger maximum temperature difference in the battery module. This effect is more pronounced with higher coolant inlet temperatures. Therefore, careful consideration of both flow rate and coolant inlet temperature is essential for designing an effective thermal management system for batteries.

Pengaruh Komitmen Organisasi Terhadap Kinerja Manajerial dengan Anggaran Sebagai Variabel Moderating

Performance measurement is a process of assessing the progress of work against the goals and objectives predetermined, performance measurement used to assess the achievements manajaer and units of the organization he leads. the concept of managing public sector organizations based on three main elements, namely: economy, efficiency, and effectiveness. This study will analyze the influence of the independent variable on the dependent variable, namely the Participation Effect budget and organizational commitment to managerial performance in Islamic hospital Jakarta Cempaka Putih. Results showed partial (according t test) effect on theorganizational commitmen with budgetary participation as moderating variable of managerial performance. Then according to the results of t test, the partial effect on the organization's commitment managerial performance in performing their tasks and responsibilities. In carrying out the duties and responsibilities as a manager, it takes a strong commitment to the organization. Test results F illustrates that the simultaneous participation of the budget and organizational commitment jointly influence on managerial performance. R Square Test results showed R2 values ​​shown in the table amounted to 0.690 means that the variable budgetary participation and organizational commitment, able to explain 69.0% of these variations on managerial performance variable (Y). Keyword: organizational commitment, managerial performance, participation budget,

Strategic configurations and strategic management accounting: a longitudinal case study in the credit mediation industry

Purpose The purpose of this paper is to investigate the relationship between strategy, strategic management accounting (SMA) and performance. Specifically, it aims to explore how SMA alignment is achieved to support both the internal and external fit of organizational configurations and achieve superior performance. Design/methodology/approach This study has adopted a longitudinal case study approach, focusing on a leading company in the credit mediation industry, and uses the configurational theory and a network approach to understand how an alignment between organizational configurations and SMA leads to superior performance. Findings This study shows that the configurational fit involves interactions between environmental, strategic and structural elements and SMA. Moreover, it helps understanding the causal complexity of these interactions by showing how various organizational configurations, along with SMA, may lead to superior performance. Finally, from a longitudinal perspective, the study shows how SMA alignment continuously supports both the external and internal configuration fit. Research limitations/implications Case studies often lack generalizability due to their detailed, context-specific nature. In addition, the study assumes that aligning SMA practices with organizational configurations leads to higher performance, although outcomes may be affected by other unobserved factors. Practical implications This study also has practical implications for managers, as it provides a profound understanding of the role of SMA in supporting both the external and internal alignment of the organizational configuration. Managers should particularly leverage SMA to gather and analyze external environmental data, thereby enabling the organization to ensure the continuous consistency of its strategic priorities, as well as to support and reinforce both existing and emerging strategic imperatives. However, it is essential for managers to perceive SMA not as an isolated instrument, but as an integral component of the broader organizational system. Effective implementation necessitates the integration of SMA techniques with the strategic and structural elements of the organization, which complement their implementation, determining the actual contribution to external and internal fit. Originality/value To the best of the author’s knowledge, this study has been one of the first to adopt a qualitative approach to investigate the relationships between strategy, SMA and performance through the lens of the configurational theory. It elucidates the causal mechanisms underlying the relationships between configurations and SMA from a dynamic, change-oriented perspective, showing how SMA continuously contributes to configurational fit and performance.

The challenge of toxic leadership in realising Sustainable Development Goals: A scoping review

Orientation: Best human resource management (HRM) practices can play a crucial role in addressing unethical leadership in the form of toxic leadership by fostering organisational cultures where trust, integrity, and accountability are prioritised.Research purpose: The paper addresses how the HRM function can contribute to eliminating toxic leadership and its associated norms and thereby meet the objectives of Sustainable Development Goals 8 and 16.Motivation for the study: The prevalence of toxic leadership and the extent of the detrimental consequences for employees and organisational functioning is a key challenge in realising SDGs 8 and 16.Research approach/design and method: To conduct the scoping review, the Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) guidelines were followed, and selected databases were searched for peer reviewed empirical articles between 2014 and 2024. Results were summarised and thematically categorised with regard to the objectives of the paper.Main findings: Ethical leadership behaviours are presented as a key mechanism for offsetting the impact of toxic behaviours of organisational leaders. In order to achieve SDGs 8 and 16, the support and commitment from HRM practitioners are essential.Practical/managerial implications: Promoting ethical leadership and a conducive work environment demands attention in the following five areas of HRM practice: recruitment and selection; training and development; performance management; employee engagement and wellbeing; and organisational culture.Contribution/value-add: The review of existing literature on toxic leadership offers a succinct summary of different mechanisms and strategies that can be employed to counter these forms of leadership behaviours in organisations.

All‐Climate Thermal Management Performance of Power Batteries Based on Double‐Layer Flexible Phase Change Materials

AbstractThermal management systems for power batteries based on phase change materials (PCM) are limited by low heat transfer efficiency, leakage issues, and high rigidity, and most of them cannot meet the needs of all‐climate thermal management. A double‐layer flexible phase change material (FPCM) sleeve structure for all‐climate thermal management is proposed in this study for the first time. Innovations in both material and design have enhanced the adaptability of the thermal management system. The outer layer FPCM achieves high thermal conductivity (4.23 W m−1 K−1) and electrical conductivity (0.95 S m−1), the inner layer FPCM achieves insulation (22.76 MΩ) and flexibility, the thermal contact resistance (TCR) between the double‐layer sleeve structure and the battery are measured to be only 0.15 °C W−1, significantly improved thermal management performance. Experimental results show that at 30 °C ambient temperature, 5 C discharge, the system reduces the maximum temperature by 14.5 °C, from 61.4 to 46.9 °C, compared to natural convection. Additionally, during heating, the system achieves heating rates of 7.0, 8.3, and 8.7 °C min−1 at −20, −10, and 0 °C, respectively, extending battery discharge duration by 32.5%, 65.9%, and 33.6%.

Insights from an international clinic survey on CIED patient management practices and perceptions

Abstract Background Remote monitoring (RM) is recommended as standard of care to manage patients with cardiac implantable electronic devices (CIEDs). However, implementation within overall follow-up (FU) practice is challenging with many organizational aspects to consider. While the 2023 HRS/EHRA/APHRS/LAHRS consensus on management of remote device clinics provided guidance, data on current patient management practice is lacking to understand existing gaps. Purpose This survey of device clinic staff characterized the state and perceptions of CIED patient management. Methods A Delphi panel of US and EU clinical experts guided the research objectives, structure, and content of the survey. Once consensus was reached, the online survey (Qualtrics) was deployed in partnership with HRS. An available case analysis was performed to handle missing data. Results A total of 471 responses were received between September 2023-January 2024 (66% US, 19% Europe, 15% other). Overall, performing a combination of in-office visits and RM was the most frequent FU practice for all devices. Remote-only management was only commonly reported for insertable cardiac monitors (ICM). Adoption of RM was lower in EU compared to US for therapeutic devices, especially pacemakers for which in-person only FU remained high (Figure 1). Frequency of routine visits and transmissions is reported in Figure 2. While the majority of respondents (48-67%, depending on device type) expressed that less than 20% routine visits are actionable, adopting a practice of FU visits scheduled every 2 years as suggested in the 2023 consensus was rarely reported for therapeutic devices. However, alert-based RM seems to emerge for ICM without routine FU. In the US, frequency of scheduled transmissions appeared aligned with reimbursement rules (monthly for ICMs; quarterly for therapeutic devices), whereas there was more variability in EU where RM often lacks clear funding. Divided opinion was observed regarding staff sufficiency as 43% found staffing levels somewhat/very sufficient, while 42% rated it as somewhat/very insufficient. Managing disconnected patients, initial transmission review, and patient phone calls were identified as most burdensome tasks and were the ones for which there was most willingness to outsource. Although 60% respondents rated their practice as somewhat/very efficient, the majority (45%) did not report monitoring performance. The minority (29%) assessing patient management performance primarily tracked workload volume rather than quality-related metrics. Conclusion This large international survey characterized contemporary CIED patient management practices. While the 2023 HRS/EHRA/APHRS/LAHRS consensus highlighted the potential for alert-based RM, reducing in-person visits, and third-party resources to streamline patient FU, these practices have yet to be fully implemented. As such, there is opportunity to standardize and optimize workflows to drive efficiency and quality of care.Follow-up paradigm by regionFrequency of routine follow-up

Knowledge Management and Employee Performance in Nigeria Money Deposit Banks: A Case Study of Lagos State

Employees play a crucial role in advancing an organization's human and social capital, contributing significantly to knowledge creation and management, especially in the banking sector. Acknowledging their importance, the banking industry prioritizes improving its workforce. As a result, organizations, particularly those in Nigerian banking, invest resources in boosting employee performance through training, motivation, and career development. Despite these endeavours, there are still observable shortcomings in the performance of employees within Nigerian deposit money banks. The study adopted a survey research design. The population of the study consists of 4,873 employees of the eight selected deposit money banks in Lagos State, Nigeria. A sample size of 464 was determined, and data was collected using a valid and reliable questionnaire with a Cronbach alpha value ranging from 0.79 to 0.92. The data were analysed using both descriptive and inferential tools. A response rate of 87.2% was recorded. Simple linear regression analysis was used to determine the effect of the variables using Statistical Package for Social Science (SPSS) version 27. The findings revealed knowledge acquisition had a significant effect on employee performance in selected deposit money banks in Lagos State, Nigeria (Adj. R = 0.784; F(1, 404) = 64.762; p < 0.05), also, knowledge sharing had a significant effect on employee performance (Adj. R = 0.702; F(1, 404) = 390.478; p < 0.05), similarly, knowledge application had a significant effect on employee performance (Adj. R = 0.810; F(1, 404) = 769.885; p < 0.05). The study concluded that knowledge acquisition, knowledge sharing, and knowledge application have significant effects on employee performance. Based on these findings, it is recommended that deposit money banks in Nigeria invest in robust knowledge management programs and initiatives. These programs should focus on enhancing employees' abilities to acquire, share, and apply knowledge effectively. Implementing training sessions, workshops, and knowledge-sharing platforms can facilitate a culture of continuous learning and collaboration within the organization.

Perceptions of Black millennials in public and private schools about the mix of rewards offered in the schools

This study explored the perceptions of the millennial teachers on how they can be motivated, attracted and retained in teaching in public and private schools. Adopting the quantitative research design and the stratified random sampling method, data were collected from 215 millennials drawn from public and private schools in Johannesburg North with a structured questionnaire. The studied found that extrinsic rewards remained the preferred rewards by the millennials. They were extremely dissatisfied with the basic remunerations, performance management rewards, career growth and advancement, opportunities for development in the schools. Although they were significantly motivated to take up teaching by basic pay and bonuses, to retain them in teaching required opportunities for development, career growth and advancement, and good relationships in the schools. The study recommended developing policies and best practices by Ministry of Education on mix of rewards to attract and retain qualified Millennials into teaching and enhance teacher commitment.

Examining the impact of artificial intelligence on employee performance in the digital era: An analysis and future research direction

A new era of digital transformation has begun with the rapid integration of Artificial Intelligence (AI) technology with human management, changing traditional methods to people management. Due to the unprecedented digital transitions that businesses are seeing, AI integration in Human resource management (HRM) has become a significant area of focus. This systematic literature critically examines how AI is altering the landscape of its impact on employee performance in the HRM area in the era of digital transformation. The Scopus database, where 73 peer-reviewed articles are found These are subjected to integrated methodology of Bibliometric analysis, Content analysis, Epistemological analysis and Substantive analysis to identify the emerging themes, trends and contribution of theory in the AI impact on the employee performance in digital transformation era. The results identifies the major themes a) Digital Transformation in HRM for enhancing Efficiency b) Deep learning and neural networks in HRM c) Innovation and Technology adoption in HRM and d) Human resource investments. From the epistemological analysis results “Resource Based theory,” has been mentioned highest (4 times) and shows how HRM is evolving in the context of digital change. With 3 instances each, institutional theory with empirical study is being the most common method. Substantive analysis shows the Digital Transformation, Employee Performance, Work life balance, and Organisational change are the significant criteria, whereas sub-criteria included Innovation, performance management, and Techno stress. Additionally, it investigates the challenges and opportunities arising from how AI is incorporated into HRM procedures and its implications for workforce dynamics. The study has proposed a model of 3 major criteria and 14 sub criteria for future research actions based on substantive analysis. AI integration in HRM requires strategic planning, ethical considerations, and employee well-being. Organisations that recognise these consequences and handle issues will be more prepared for AI-driven HRM.

The impact of female board membership and firm performance on the environmental management system

This paper examines the effect of gender diversity on the Environmental Management Systems (EMS) measured as ISO 14001 adoption among Saudi-listed companies. In this study, we propose that female board members significantly influence EMS adoption by employing agency theory, stakeholder theory and resource dependency theory to predict the relationship. The final sample of this study consists of 44 firm-year observations for non-financial companies listed on the Saudi Stock Exchange with ISO 14001 certification from 2016 to 2019. The logistic regression results show that higher representation of women on boards is associated with more extensive use of EMS indicating the importance of gender diversity in enhancing corporate environmental responsibility. Moreover, companies with better financial performance are less likely to adopt comprehensive ecological management practices. This paper contributes to the existing body of knowledge by revealing how board diversity is related to financial performance and environment management systems among firms operating in emerging markets. These findings have policy implications for policymakers, business leaders and researchers engaged in sustainable development initiatives to enhance governance mechanisms.

ATUAÇÃO DO GESTOR PÚBLICO NO COMBATE A CORRUPÇÃO

The involvement of public officials in corrupt practices is highly detrimental to public management, as resources that should be allocated to social development are diverted, the efficiency of public services is compromised, and market competition is distorted. Preventing and combating corruption are imperative not only to protect public coffers, but also to ensurepolitical stability and sustainable economic development through state action. Society's intolerance to ethically reprehensible behavior can go beyond public administration, recognizing acts that involve only private individuals as corrupt, and it is important to reflect on strategies that aim to mitigate the effects of this endemic evil, which is corruption. The research achieved its objectives by identifying the challenges faced by public managers, highlighting the need for integrated approaches aimed at public management in order to achieve effective actions regarding the performance of public managers in the face of corruption. The role of public managers in combating corruption is a subject of great importance for public administration and civil society. The overall objective was to evaluate the performance of these managers, investigating the strategies, challenges and contributions to preventing and combating corruption. The methodology used for data collection was bibliographic research, based on the theoretical framework of literature review, selecting and analyzing articles published between 2020 and 2024, using databases that included academic platforms such as PubMed, Scopus, Web of Science and Google Scholar. The analysis of the articles revealed a variety of topics, including debates on legislation, governance practices, compliance, transparency, accountability, among others. The results highlight the complexity of the topic and the need for integrated and effective approaches to combat corruption in the public sector.

O TRABALHO DO GESTOR PÚBLICO NO PROGRAMA BOLSA FAMÍLIA

In the development of this research, it is possible to present the performance of the public manager in the Bolsa Família program. With a vast field of activity, the public manager collaborates based on his/her professionalism in the construction of a fair and egalitarian society, promoting values ​​that enable a quality of life, such as accessibility to social projects, educational programs and inclusion. The Bolsa Família program seeks to have an important social meaning, where the families assisted and accompanied by the public manager, where the performance of the same can enable accessibility, clarity and commitment to the users. The program contributes not only with income transfer in order to overcome poverty and extreme poverty, but reinforces basic social rights, allowing these families to go further, being able to have a better future through education and health. The presented research brings together a framework of reflections on the theme, analyzing theorists on the respective subject from a constructive and informative approach. The methodology of the referred work is the result of readings and reflections based on different theorists on the respective theme.

Research on the Impact of the Digital Transformation of Commercial Banks

The development of the digital economy has presented both opportunities and challenges for the transformation of commercial banks. This article aims to conduct a literature review on the impact of digital transformation on commercial banks and to explore the multi-dimensional effects it brings. Through a review and analysis of relevant domestic and international literature, this paper first defines the connotation of digital transformation in commercial banks. It then conducts a literature analysis and research on the strategic governance, business performance, and risk management aspects of the digital transformation of commercial banks from multiple perspectives. Based on the analysis of the existing literature, the paper explores directions for future in-depth research and offers corresponding policy suggestions, providing a theoretical and practical foundation for the future digital development of commercial banks.

Exploring work engagement of public sector employees during the COVID-19 pandemic, Namibia

Orientation: In Namibia, the public sector employs a majority of employees which contributes to significant economic growth and development of the country.Research purpose: This study investigated the association among job satisfaction, burnout and work engagement. This study explored if work engagement is experienced differently based on the biographical variables.Motivation for the study: Namibia aims to achieve the sustainable development goals (SDGs), Harambee Prosperity Plan (HPP) and National Development Goals. The state-owned enterprises are required to provide quality services to the nation through their employees. The health and well-being of these employees facilitate the productivity of these state-owned enterprises (SDGs 1, 2, 3, 8, 11 and 16).Research approach/design and method: A total of n = 130 public sector employees were randomly selected and responded to a questionnaire. The questionnaire included demographic questions, the Job Satisfaction Survey, the Maslach Burnout Inventory and the Utrecht Work Engagement Scale. Data analysis was performed through the Statistical Package for Social Sciences software to test the hypotheses of the study.Main findings: Positive relationships were found between job satisfaction, burnout and work engagement. Work engagement reported a positive relationship with burnout. Work engagement is experienced the same in relation to the biographical variables.Practical/managerial implications: The study suggests a constant evaluation of job attitudes, implementation of effective performance management systems, team building activities and implementation of workplace wellness programmes.Contribution/value-add: This study adds to the understanding of job satisfaction, burnout and work engagement within state-owned enterprises in Namibia.

Effect of Monitoring and Evaluation Practices on Performance of Construction Projects in Gasabo District- Rwanda

Purpose: The purpose of this study was to assess the effect of monitoring and evaluation practices on performance of construction project in Gasabo district, Rwanda. The specific objectives of this study were to examine the effect of M&E planning, M&E Staff skills management and M&E ICT management on performance of construction projects in Gasabo district, Rwanda. Methodology: A descriptive research design was used. Two hundred sixty-three respondents randomly sampled from district, sectors and cells staff and the general local population who are involved in project planning of the construction projects at Gasabo district was interviewed. The data was collected using administered questionnaire and analyzed using SPSS 16. The study chosen to use qualitative and quantitative research methods to explore the topic and thus used multiple regression analysis such as ANOVA, Pearson correlation and descriptive analysis to estimate the strength relationship between the independent variables to the dependent variables. Findings: The result of the study showed that majority of the respondents were in agreement to the fact that the performance of construction project of Gasabo district was influenced by Monitoring and Evaluation practices. The findings indicate that M&E planning had a positive and significant effect on project performance with (β1=0.170, CI 0.010, 0.350, t=2.080, P<.001). Monitoring and Evaluation Staff skills management with β2=-.016, CI -.160, 0.131, t=-.196, P>.001), has no significant effect on project performance of construction project of Gasabo district. Finally, M&E ICT management performance had a positive and significant effect on construction project performance with (β3= 0.450, CI 0.393, 0.690, t=7.190, P<.001). Unique Contribution to Theory, Practice and Policy: The researcher recommends that monitoring and evaluation should be a priority in the projects for its relevancy; and all bodies dealing with construction projects should make arrangements for monitoring and evaluation practices due to make monitoring and evaluation operations successful.

Enhancing Data Processing Efficiency : The Synergy of Edge Computing and Hybrid Cloud Storage

This comprehensive article explores the transformative integration of edge computing and hybrid cloud storage, a technological convergence that is reshaping data processing architectures in the era of exponential data growth. The research delves into the fundamental principles of edge computing and hybrid cloud storage, examining their synergistic relationship in addressing the limitations of traditional centralized cloud computing. By bringing computational resources closer to data sources, this integrated approach significantly reduces latency, enhances processing efficiency by up to 50%, and improves overall system reliability. The article presents detailed case studies in autonomous driving and smart city infrastructure, showcasing real-world applications and benefits. It critically analyzes the challenges inherent in this integration, including security concerns in decentralized architectures, data consistency issues, and cost implications. Furthermore, the article explores future directions, discussing emerging technologies such as AI-powered edge devices, evolving hybrid cloud solutions, and the potential for further optimization. This research provides valuable insights for organizations and researchers navigating the complex landscape of distributed computing, offering a roadmap for leveraging edge computing and hybrid cloud storage to achieve unprecedented levels of performance, scalability, and flexibility in data management and processing.

Ethnic diversity on boards and its interaction with gender diversity: should they have any beneficial effects on HRM?

PurposeThis study deals with the issue of how ethnic diversity on boards in a given firm may influence its performance in human resource management (HRM). Moreover, the study also tests the interaction between ethnic diversity and gender diversity and examines their joint effect on HRM.Design/methodology/approachBased on prior research, we predict that, with increasing demographic diversity in organizations today, ethnic diversity on boards should have a positive effect on HRM. Moreover, gender diversity, as a most visible dimension of demographic diversity, should have both a direct positive effect and an indirect moderating effect on the relationship between ethnic diversity and HRM. Hierarchical regression analysis was conducted to test the hypotheses.FindingsOur data analyses show empirical evidence supporting our predictions. First, our study shows that employer–employee relationship can be influenced by ethnic diversity on boards. Second, the foregoing analyses highlight the importance of considering the interaction between different dimensions of demographic diversity, such as that between ethnic and gender diversity. With a higher level of gender diversity on boards, the positive effect of ethnic diversity on HRM can become more salient.Originality/valueThis research tests the benefits of ethnic diversity on boards for improving firms’ performance in HRM, thus making a contribution by helping to understand the effects of ethnic diversity in a more comprehensive way. We also document the beneficial moderating effects of gender diversity on boards for the first time.