<abstract><title style='display:none'>Abstract</title>Sport fan loyalty is important to attain within a culturally rich and global audience as loyal sport fans are unique consumers. The ability to adequately understand what motivates the sports consumer is an important requirement for sport managers. This paper proposes that a greater understanding of fandom will contribute to a better understanding of the concept of loyalty. Although there is research regarding typology of fans and loyalty, but even within sport advocates group there may be sub-categories that can explain loyalty behaviour further. This research analyses types of sport fans in different disciplines in the UK, as an example of diverse society to explore factors determining category of fans.</abstract>

Consumer in Sports: Fan typology analysis

<abstract><title style='display:none'>Abstract</title>Hospitality organizations which are increasingly operating internationally create real challenges for their employees and managers to interact and effectively work with people from different cultural environments. Many problems may relate to intercultural communication between managers and employees as well as between employees and hotel guests from different cultural backgrounds. Therefore, the issue of intercultural communication has recently had an increasing reach in the hospitality industry.Cultural awareness, sensitivity and understanding of cultural differences should be perceived as a critical issue for business success. Therefore, the following questions still need answers from both academics and the business: What kind of challenges does the hospitality industry face in view of the multicultural diversity of its markets? What kind of managers’ skills and abilities, particularly in the case of entry-level managers, are strongly needed today to manage effectively multicultural hospitality workforce? And how may educational programs influence intercultural competence development of tourism and hospitality students to interact effectively in a multicultural environment. The aim of the study is to show that cultural diversity of hotel employees and guests may create unique challenges of cross-cultural service encounters, which may provide an opportunity for service differentiation.The research problem is to find answers to the questions: how may the challenges that emerge from cross-cultural interactions become a source of hotel competitiveness and how may the educational process contribute to the intercultural competence development, to recruit employees who will be able to operate successfully in a multicultural hospitality environment.The study problem is discussed in the context of literature review and the previous research conducted in the hospitality setting. Implications for practitioners and educators are also delivered.</abstract>

Intercultural Challenges Facing the Hospitality Industry. Implications for Education and Hospitality Management

<abstract>
<title style='display:none'>Abstract</title>
<bold>Objective:</bold> The aim of this paper is to understand a production system of a forging and presses structure of a centenary factory in terms of a cultural change on the management approach.
<bold>Methodology:</bold> The study was focused on many aspects such as the pieces production lead time, a time study of the setups, the Overall Equipment Effectiveness determination for the Computer Numeric Control machinery and an analysis of the production cells operational flow.
<bold>Findings:</bold> For the aspects that were analysed during the study, the problems are identified, and the root causes determined. At the end of the assessment stage Lean tools and concepts for fixing the problems were proposed, like new rules for production planning, setups procedures, 5S toll usage and a Lean implementation plan that is adapted to the company.
<bold>Value Added:</bold> The high industrial competitivity has dictated the development for this sector that – allied with the inconstant and unstable economic environment – makes the companies very vulnerable and highly dependent of the global market. This is a concern of special relevance for the Small and Medium Size companies that are increasingly adopting Lean solutions to continuously improve their operational value chain and the management approach, for a more systemic way of thinking.
<bold>Recommendations:</bold> For some of the solutions an impact study with their implementation was made. An analysis of the success factors proposed in the literature that were verified during the assessment stage of the case study was performed as well.
</abstract>

Lean Management Implementation in Small and Medium Sized Companies – A Success Case Study in a Manufacturing Process

<abstract><title style='display:none'>Abstract</title>In management theory and business practice the dealing with a diverse workforce has played a leading role in recent years. In a globalizing economy companies recognized potential benefits of a multicultural workforce and tried to create more inclusive work environments. Unfortunately many of them have been disappointed with the results they achieved. The reason for this is that too little attention has been paid for the norms, values and behaviors involved. Given the fact that diversity is essentially about cultural norms and values, appropriate reflection work becomes a fundamental task to create a truly inclusive work environment where people coming out from diverse backgrounds feel respected and recognized. The paper focus on the challenge of building an inclusive diversity culture showing that a “culture of inclusion” has to be built on solid grounds. It shed light on the process of developing such a culture in CISCO corporation which serves as an example of a good practice in this respect.</abstract>

Building diverse and inclusive organizational culture-best practices: A case study of Cisco Co.

<abstract><title style='display:none'>Abstract</title><bold>Objective:</bold> The implementation of mechanisms stimulating marketization of the public sector is an elementary assumption of a modern public management system. The main goals of these processes are to increase efficiency, reduce bureaucracy, create a platform for cooperation between public and private entities, and extend decentralization. The set of rules practiced in modern local governments increasingly resembles a private enterprise managed by efficient managers. The traditional approach, which was only the administration process itself, is being replaced by a focus on economy, efficiency, quality, and effectiveness.<bold>Methodology:</bold> The material was created based on the qualitative method in the form of secondary analysis of literature data. At the same time, it provides the theoretical background for conducted empirical research on changing the management system in public administration. The effect of further research explorations will be another material presented in the form of a research report<bold>Value Added:</bold> The New Public Management (NPM) concept is based on changing the orientation of management of public organizations consisting in ceasing to apply the approach focusing only on procedures and rules of conduct related to expenditure, and implementing rules based on the analysis of the results related to expenditure incurred, adopting strategic orientation and introducing market mechanism for the process of providing public services (Zalewski, 2006, p. 74). The purpose of the article is to describe the New Public Management model, the implementation of which helps public institutions to respond to challenges posed by external and internal stakeholders.<bold>Findings:</bold> The article presents the thesis that changes in public administration require the transformation of a management system characterized by entrepreneurship, the use of different business-oriented strategies for implementing effective actions.<bold>Recommendations:</bold> The idea of New Public Management is to replace the bureaucratic administrative management model and to introduce a managerial model, i.e. the application in the public sector of the principles and solutions of management systems known and used in the business sector (Alford &amp; Huges, 2008, pp. 130–148). This is caused by the increase in citizens’ expectations regarding the increase in the quality of service provision, while at the same time unwilling to raise taxes. To achieve this goal, NPM has introduced certain assumptions to help in effective management (Templatka, n.d.).</abstract>

New Public Management as a Tool for Changes in Public Administration

<abstract><title style='display:none'>Abstract</title><bold>Objective</bold>: The purpose of this paper is also to thoroughly review those studies in the management literature that focused on bias in negotiation and to ascertain a couple of new research trajectories that could be observed as the result. As a matter of fact, a human’s judgment making capacity and behavior could be greatly influenced by cognitive misperceptions thus affecting decisions in negotiations. Whilst Thompson (2006) analytically examined the effects of biased decision-making processes for negotiations, the intention of this paper is to fill the gap through a systematic assessment of the literature.<bold>Methodology</bold>: I have provided a theoretical background on decision makers’ cognition in this paper to provide context and introduce the research; after which we take a closer look at the literature and discuss its results. Based on this, I noted that limited research, with alternate results were done based on the interaction between biases bothering on mood, culture, personality as well as education and experience on the negotiators’ judgments. Finally, we suggest that future research trajectories might be on multilateral and integrative negotiations, the role of third parties and a better comprehension of the cognitive bias and how to rise above it in negotiations.<bold>Findings:</bold> Despite the fact that this topic is considered important, it is surprisingly under-researched. Author was able to identify the void and inadequacies of the literature identified in journal articles systemizing the intersection of negotiation studies, from cognitive biases studies, group decision making and from the decision making and judgment literature.<bold>Value Added:</bold> This paper showed that there are only a handful of papers that focus on why, how and when cognitive biases influence negotiation process.<bold>Recommendations:</bold> There is a great need for papers that focus on cognitive biases in the negotiation process.</abstract>

Cognitive Biases in Negotiation - Literature Review

<abstract>
<title style='display:none'>Abstract</title>
<sec><title style='display:none'>Objective</title>
<italic>Due Diligence</italic> is considered an internal practice that analyzes and identifies the actual situation of an organization. Having a strategic relevance and impact on Mergers and Acquisitions, it provides a solid foundation for the final decision or negotiation. Given this relevance, it is considered an <italic>input</italic> for Management tools to have information precisely collected and oriented.
</sec>
<sec><title style='display:none'>Methodology</title>
The aim of this article is to confirm, through empirical research, namely a case study, conducted in Portuguese enterprises, the importance of <italic>Due Diligence</italic> and its role in Risk Management, assessing its usefulness as a management control tool and its potential impact on the performance of Portuguese SMEs.
</sec>
<sec><title style='display:none'>Findings</title>
Managers recognize that there is a lack of empirical research in this area, especially in terms of its impact on SMEs.
</sec>
<sec><title style='display:none'>Value added</title>
Few studies relate to the practices of <italic>Due Diligence</italic> associated with Risk Management and linked to Management control in SMEs in order to increase transparency and performance.
</sec>
<sec><title style='display:none'>Recommendations</title>
This study confirms the contribution <italic>Due Diligence</italic> can have to Risk Management and the consequent impact on performance when used linked to a Management control tool.
</sec>
</abstract>

<italic>Due Diligence</italic> Associated with Risk Management and Linked to Management Control

<abstract>
<title style='display:none'>Abstract</title>
<sec><title style='display:none'>Objective</title>
The modern concept of corporate social responsibility (CSR) is increasingly becoming integrated into the practices of organizations. One of the distinctive individual competencies in CSR is the ability to work in a multicultural environment. This study proposes a suitable empirical measurement tool that facilitates understanding organizational citizenship behaviors focused on cultural diversity (OCBCs).
</sec>
<sec><title style='display:none'>Methodology</title>
To validate the OCBC measure, 980 participants completed the questionnaire (n = 980). An exploratory factor analysis (EFA) was conducted on one part of the sample as a prerequisite to a confirmatory factor analysis (CFA) on the other part of the sample.
</sec>
<sec><title style='display:none'>Finding</title>
This tool enabled the identification of two main types of OCBCs: cultural initiative and cultural helping. These actions enhance organizational practices for integrating cultural diversity and promoting diverse cultural values.
</sec>
<sec><title style='display:none'>Value Added</title>
This study furthers the understanding of OCBCs and the role of individuals in culturally diverse contexts. This study contributes to international human resource management research and practice by developing an instrument for use in expatriate contexts or in those associated with organizational cultural diversity. It provides a deeper look at OCBs and contributes to the scientific literature on the role of human resources in promoting sustainable development in organizations.
</sec>
<sec><title style='display:none'>Recommendations</title>
The OCBCs measurement tool could assist human resource managers seeking to encourage and facilitate the performance of appropriate OCBCs in the workplace. This performance will allow OCBCs to facilitate informal learning.
</sec>
</abstract>

Advancing Corporate Social Responsibility: Development of a Measurement Scale Unveiling Organizational Citizenship Behaviors in Culturally Diverse Environments

<abstract>
<title style='display:none'>Abstract</title>
<sec><title style='display:none'>Objective</title>
The aim of the study presented in this article was to examine how people in independent senior management positions (exposed and highly placed in the organisational structure), who are perceived as <italic>successful people</italic> in the social space, perceive themselves and the achieved professional success, and to what extent the attitudes adopted, perceptions and evaluation regarding themselves can be identified with impostor syndrome. Successful people, especially in the context of professional success, are usually defined as those who, in the professional and social dimensions, have achieved above-average results expressed in social, financial, economic, and job status.
</sec>
<sec><title style='display:none'>Methodology</title>
This article presents the results of a preliminary qualitative study conducted among 32 senior managers, directors, and business owners employed in large Polish organisations and in subsidiaries of foreign companies located in Poland. The research used Rosenberg’s SES self-assessment scale and individual in-depth interviews (IDI).
</sec>
<sec><title style='display:none'>Findings</title>
The research showed to what extent the problem of impostor syndrome actually affects people who seemingly should not be affected by it (managers).
</sec>
<sec><title style='display:none'>Value Added</title>
Research shows how diverse the perception of professional success is among people holding prestigious managerial positions.
</sec>
<sec><title style='display:none'>Recommendations</title>
Further in-depth research should be conducted to explore additional, individual psychological aspects related to the sense of professional success among managers.
</sec>
</abstract>

Does Success Really Hurt? Impostor Syndrome Among Managers of Polish Enterprises – Results of a – Preliminary Qualitative Study

<abstract>
<title style='display:none'>Abstract</title>
<sec><title style='display:none'>Objective</title>
This paper examines the extent to which different corporate governance mechanisms affect the recognition and measurement of goodwill impairment, considering that these decisions are affected by a complex set of factors such as variables associated with corporate governance, economic/financial variables, and the market.
</sec>
<sec><title style='display:none'>Methodology</title>
We used data from 110 companies, both Spanish (75) and Portuguese (35), with listed securities, in the period 2010–2016 (unbalanced panel), and the path analysis method to infer financial and non-financial data relationships.
</sec>
<sec><title style='display:none'>Findings</title>
The results support the hypothesis that attributes linked to management and internal and external control mechanisms, as well as economic/financial, market and location variables, are directly and indirectly associated with the recognition of goodwill impairment.
</sec>
<sec><title style='display:none'>Value Added</title>
This paper outlines a company behavioral profile where opportunity seems to prevail over timely recognition and measurement of goodwill impairment. Big bath practices appear to be well founded, as well as the alignment of this strategy with market signals.
</sec>
<sec><title style='display:none'>Recommendations</title>
To foster the adoption of accounting practices close to the interests of all stakeholders, regulators should be encouraged to incentivize corporate governance models that promote the periodic rotation of the chief executive officer/chairman, the independence of all members of the statutory audit board, and training in economic and financial areas.
</sec>
</abstract>

A Path Analysis of Goodwill Impairment – Does Corporate Governance Matter?

<abstract>
<title style='display:none'>Abstract</title>
<sec><title style='display:none'>Objective</title>
The subject of this article is the marketing aspect of familiness related to building the image of a family business brand. The aim of the article is to analyze the impact of familiness in the activities connected with building the brand image of small and medium-sized family businesses.
</sec>
<sec><title style='display:none'>Methodology</title>
Qualitative and quantitative methods have been included in the conducted research.
</sec>
<sec><title style='display:none'>Findings</title>
The research has shown that Facebook is used by the vast majority of companies. This research has also demonstrated that a large percentage of companies do not emphasize the familiness of their company in their activities on social media. This is surprising because the analysis of the literature shows that emphasizing the family character brings definitely more benefits than risks.
</sec>
<sec><title style='display:none'>Value Added</title>
This article presents a research of how family-owned companies use familiness in the brand image. The results of the research can be used to guide companies on how to use familiness in their social media marketing campaigns.
</sec>
<sec><title style='display:none'>Recommendations</title>
It is recommended that family businesses make greater use of the potential of their family strengths. It would be advisable to conduct research explaining why the family nature of companies is so rarely emphasized in social media activities. We also suggest conducting similar research in other countries, which would allow for more general conclusions and capture cross-cultural differences.
</sec>
</abstract>

Familiness in Building the Brand Image of Family Businesses through Social Media

<abstract>
<title style='display:none'>Abstract</title>
<sec><title style='display:none'>Objective</title>
The purpose of the article is to explore the use of commercial advertising by the Catholic Church in Poland to attract the faithful and build her own brand.
</sec>
<sec><title style='display:none'>Methodology</title>
The use of advertising by religions provokes resistance due to skeptical attitudes toward marketing and criticism of advertising which employ ethically questionable strategies. The study applied quantitative methods, including descriptive statistics of a gender- and age-weighted sample, as well as parametric and non-parametric statistical tests.
</sec>
<sec><title style='display:none'>Findings</title>
More than 55% of the respondents believe that the Church should advertise her activities. Catholic advertising should focus on charitable and social goals. Nearly half of those surveyed think that the Church advertising can help improve her image; however, opinions prevail that advertising activities undertaken by the Catholic Church will not translate into an increase in the number of believers.
</sec>
<sec><title style='display:none'>Value Added</title>
The results of the research contained in the article may serve to develop new strategies for communication of the Catholic Church in Poland.
</sec>
<sec><title style='display:none'>Recommendations</title>
The literature recognizes considerable gaps associated with the possibilities of using advertising in the life of religious communities. Wishing to positively mark their presence in the life of society, churches should consider the possibilities of using advertising in their activities. A theological reflection is necessary in this regard, which would support the postulates derived from the marketing approach to the issue.
</sec>
</abstract>

A Perspective on the Use of Advertising Tools in the Catholic Church in Poland

<abstract><title style='display:none'>Abstract</title><bold>Objective:</bold> The article is an attempt to make a diagnosis about the impact of the Covid-19 pandemic on global trends, including organizational processes in enterprises, and challenges for organization leaders in many areas. Issues such as recession phase in which the economy will find itself, de-globalization and the increase in virtualization of both the economy and entire societies are discussed in the article.<bold>Methodology:</bold> The research method is a review of the literature, not very extensive, on the subject. There is a lack of research on social and cultural consequences of Covid-19 pandemics, and at the same time we are experiencing a flood of media information. The author is aware that impact assessment is subject to uncertainty and that it must be multidimensional.<bold>Findings:</bold> The review of the literature, as well as reports from financial institutions, show that the economies of individual countries are entering a phase of stagnation and recession. This will probably lead to a global recession. The text indicates the sectors and types of enterprises that will be most affected by the changes. The article proves that governments’ attitude to health care functions may change, as well as the role of states and international financial institutions. Virtualization of communication seems to be an important change. It is difficult to answer the question whether a pandemic will affect globalization or de-globalization, government decisions at national level are significant, but they draw from international experience.<bold>Value Added:</bold> The article becomes an important voice on the impact of a pandemic on the functioning of the economy and globalization.<bold>Recommendations:</bold> A question was posed demanding further analyses: whether strengthening the central government would mean de-globalization tendencies. It seems that the virtualization of social and economic life will continue after the pandemic expires, which needs to be confirmed. The impact of the pandemic on the world should be the subject of many research studies in the future.</abstract>

Covid-19 Pandemic; Recession, Virtual Revolution Leading to De-globalization?

<abstract><title style='display:none'>Abstract</title><bold>Objective:</bold> The article is an attempt to make a diagnosis about the impact of the Covid-19 pandemic on HR practices including recruitment and selection, remote working, motivating employees, re-skilling and communicating. This theoretical study is a kind of revision and discussion with the “future trends in HR” predicted a few years ago before pandemic.<bold>Methodology:</bold> The research method was a review of the most recent research findings from business practice and from scientific literature concerning the impact of the pandemic on various fields of human resource management. Due to the growing flood of media information, the authors wanted to select the most updated HR practices implemented in organizations from the reliable and acknowledgeable sources.<bold>Findings:</bold> The biggest challenges for HR after COVID-19 will be: restructuring the place of work and the content of work, applying more advanced technology to recruitment, selection and performance; more interests, appreciation and motivation from managers will be needed as well as building trust, a sense of belonging among team members. The list of benefits will be revised towards enhancing mental health and well-being. The reality after the pandemic will require new competencies from managers and employees so re-skilling and re-training are the most expected approaches.<bold>Value Added:</bold> This article is becoming an important voice on the impact of a pandemic on the HR practices. The emerging and current results of research on HR trends will allow targeting education systems and equipping employees with the most predictable competences which will be useful in the era after the pandemic.<bold>Recommendations:</bold> The COVID-19 turmoil has changed the prepared strategic plans for development of many organizations. This external factor hardened all continents and built new reality where some tips and recommendation are highly welcome. Thus, we proposed few revisited personnel solutions which HR professionals may implement. We also invite other scholars to research the pandemic impact on many multidimensional levels: economic, political, social, technological, ethical ones.</abstract>

Re-vision of Future Trends in Human Resource Management (HRM) after COVID-19

<abstract><title style='display:none'>Abstract</title><bold>Objective:</bold> The purpose of the following study is to examine the approach to social media of European and North American higher education institutions ranked in the Top100 on the 2017 Academic Ranking of World Universities (ARWU). Data regarding the number of publications and the number of followers of each social media were analysed.<bold>Methodology:</bold> The present study is quantitative in nature. The sample consisted of the European and North American universities and colleges listed in the Top 100 of the ARWU 2017: in total, 48 institutions in the United States and 35 in Europe were identified. To analyse the official social media sites used by each higher education institution, the links presented on the Homepage of the universities’ website were followed. Data was collected between the 27nd of August and the 2nd of September 2018. Two different types of variable groups were defined: 1) the number and type of Universities’ publications, and 2) the number of followers on each social media. For benefit of the research the authors considered Facebook, LinkedIn, Google+, Weibo and VKontakte as social networking sites; Instagram, Pinterest, Flickr and Snapchat, as photo sharing platforms; Youtube, and Vimeo as video sharing platforms, and finally Twitter and Tumblr as microblogs.<bold>Findings:</bold> European and North American universities and colleges invest in marketing activities in social media. Regarding the number of social networking sites, content sharing and microblogging platforms no significant differences were found between means of the two independent samples. The most popular social media used are Facebook and Twitter ex-aequo, followed by Youtube, Instagram and LinkedIn. Concerning the number of publications on these media, significant differences by region are present for the variable number of photos and videos on Facebook, number of Instagram posts, and tweets. Furthermore, on all the prominent social media, North American universities and colleges benefit from a substantial higher number of followers than their counterpart. European users favour Facebook, LinkedIn, Twitter, and only then Instagram. Participation in G+ is marginal. In the United States the preferred social media are Facebook, LinkedIn, G+, Twitter, and Instagram. Regarding user engagement, measured by the number of followers, equality of means between the two independent samples were found for Facebook, Pinterest, Flickr and Youtube. Differences exist for the social media: LinkedIn, G+, Instagram, and Twitter. G+ is quite popular in the United States, but not in Europe, and Twitter attracts visibly more followers too.<bold>Value Added:</bold> The contribution of this research paper consists in better understanding, from a quantitative point of view, differences between the use of social media as a marketing tool by the European and North American higher education institutions listed in the Top100 of the ARWU 2017. Regional differences exist, even though universities and colleges compete on a worldwide basis.<bold>Recommendations:</bold> From an academic perspective, a qualitative study approach is advised to better understand the concurrence of the number of publications and followers on the different social media, since significant Pearson correlations between variables were identified. As practical implications, marketers from the European higher education institutions should invest more in posts, uploads and tweets. For both regions, the social networking site LinkedIn has been neglected, despite the high number of followers.</abstract>

Social Media as a Marketing Tool for European and North American Universities and Colleges

<abstract><title style='display:none'>Abstract</title>The globalized world economy demand increasing global mobility and flexibility in the workplace and workforce. More and more skilled individuals seek international career opportunities. Thera are various mobile employees in the international context [OECD] among which are migrants, assigned expatriates (AE) and self-initiated expatriates (SIE). Many people experience international mobility through migration or as part of an expatriate assignment [Banai, Harry 2004; Capellen, Jansenss 2010; Dickman, Doherty 2010; Zikic et all 2010]. Yet an increasing number are choosing self-initiation expatriation [Bozionelos 2009; Selmer, Lauring 2010; Tharenou 2010; Doherty et all, 2013].The purpose of this article is to enhance the conceptual coherence of the notion of migrant and assigned expatriate (AE) and self-initiated expatriate (SIE). Proposed definitions are based on a set of conceptual criteria which differentiates these three types of international movers.</abstract>

Migrants, Assigned Expatriates (AE) and Self-initiated Expatriates (SIE) - Dfferentiation of Terms and Literature-Based Research Review

Information for Authors

Publication Ethics

Reviewing Procedure