Welcome to the inaugural double issue of the Corporate Reputation Review. At a time when disciplines are fragmenting into ever-more specialized domains, we are pleased to announce the creation of an integrative medium for research and practice about reputation management. Indeed, the primary purpose of the Review is to provide a forum for research-based discussions about corporate reputations. We expect these conversations to reflect the diversity of academic disciplines that are actively contributing to knowledge in this area, whether grounded in strategic management, organization theory, economics, marketing, communications, accounting, or finance. As such, the Review will assemble emerging scholarship about an area that is proving to be of considerable interest to scholars with widely divergent orientations. In this way, we hope to encourage a closer examination of corporate reputations and thereby stimulate the growth of knowledge about the complex socially constructed environments in which companies operate. We also intend the Corporate Reputation Review to address the proliferating demands by practitioners for answers to questions about how reputations affect competitive positioning, about how to examine and value corporate reputations, about how to build, maintain, and defend those reputations (Hall, 1992). Many professionals have a vested interest in developing answers to these questions, be they chief executive officers or strategic planners, brand managers or identity specialists, accountants or financiers, heads of public relations, community relations, investor relations, customer relations, or employee relations. In their everyday life, each is deeply involved in managing a company’s reputational assets. Yet all too few can identify and provide well-reasoned and defensible answers to questions about corporate reputation and reputational dynamics. A key purpose of the Corporate Reputation Review, then, is to help remedy that lack. Through conceptual articles, empirical research, case studies of best practice, and occasional book reviews, we hope to draw on the expertise of leading researchers and practitioners concerned with corporate identity and identification, the strategic management of stakeholders, corporate branding, the valuation of intangibles, communication, crisis management, and the socioeconomic analysis of competition.

/pdf/the-reputational-landscape-3k7nvbfdh1.pdf

The Reputational Landscape

This paper aims to explore the career aspirations of individuals belonging to the Gen Z cohort, i.e. born between 1995 and 2012.,This paper is a systematic review of the literature. The authors accessed four databases to collect literature for review. The databases included were Academic Search Ultimate, Business Source Ultimate, ERIC and Google Scholar. Keywords used to conduct the search process were as follows: career development, career aspiration, generation Z, Gen Z and iGen. The authors imported all articles to RefWorks, read article abstracts and decided on whether to include or exclude the article in the review.,Based on this systematic review, the authors found that intrinsic and extrinsic factors determine Gen Z's career aspirations. Further, based on past studies' predictions, the authors concluded that Gen Z has well-defined career expectations and career development plans.,Gen Z is the newest generation to enter the workforce. With limited research on this cohort, this study synthesized the existing knowledge of Gen Z students' career aspirations and their future employers' expectations. All research around Gen Z is currently focused on students, and hence, it is challenging to predict their workplace behavior. In this work, the authors provided organizations and practitioners guidelines to be prepared with Gen Z's expectations as they enter the workplace.,This systematic literature review synthesizes empirical research from around the world on career aspirations related to Gen Z.

Career aspirations of generation Z: a systematic literature review

Generation Z is arriving in the workforce. Do these youngsters have the skills and traits to fit project teams? This study reviews the literature concerning project management competencies and the traits that are associated with Generation Z. To deepen the understanding of its members (Gen Zers) traits, we explore the self-awareness of their profile, strengths and weaknesses with an empirical study. We used a mixed-method approach, implementing a survey on a sample of 211 college students about to enter the labor market. Comparing our survey results with the literature, we identified differences that reveal some of the lack of awareness of Gen Zers about their traits. Further analysis also revealed a significant correlation between the most highlighted Generation Z traits and essential project management soft skills, pointing to Generation Z as a promissory asset in the project management field. However, other essential project management (PM) soft skills were not grounded in personality traits. Our findings, namely the lack of awareness and association results, suggest the need for further research on educational approaches and re-thinking and targeting education and training policies that could strengthen Generation Z soft skills. Our results also suggest reflections about whether the Gen Zers traits fit the PM competencies sought by organizations.

https://bdigital.ufp.pt/bitstream/10284/8941/1/education-10-00187.pdf

Generation Z: Fitting Project Management Soft Skills Competencies—A Mixed-Method Approach

The digitalization of societies, accelerated by the COVID-19 pandemic, is an unstoppable process. This paper seeks to answer the question: what post-COVID-19 digital competences are needed for a sustainable society? It also aims to analyze the digitalization processes in education for shaping a sustainable digital society. A bibliographic search was performed on some of the most relevant international databases of scientific literature and the selected documents were analyzed through a content analysis. It is concluded that digital education has experienced a strong increase, reinforced by COVID-19, shaping the digital presence in all dimensions of life. However, it is not sufficient to assume that the new generations are naturally engaged in and can master digital social sustainability. The results demonstrate the importance of literacy and the unavoidable promotion of sustainability in a digital society. However, this digitalization of the educational process poses several challenges: it requires both software and hardware conditions, as well as digital literacy as a result of a complex of literacies. It also implies that teachers and students change their standpoints and practices with the attainment of new teaching and learning competences in order to fight the digital divide and to foster the widest possible social inclusion for the promotion of sustainable society—digitainability.

Digitainability—Digital Competences Post-COVID-19 for a Sustainable Society

Why do online retailers succeed? The identification and prioritization of success factors for Indian fashion retailers

Role of Talent Management in Career Development of Generation Z: A Case Study of a Telecommunication Firm

The purpose of this research is to investigate the current validity of Maslow’s hierarchy of needs theory (HNT). Based on social role theory, Mannheim’s theory of generations and income inequality approach and in the light of the purpose, this research is conducted with MMR (mixed-methods research) which has two sub-studies. In the first study, 240 randomly chosen people were asked to compare the satisfaction priority of needs pairwise. The data were examined according to different demographic groups that participated in the study. Results showed that Maslow’s HNT depends on gender, age, and income level. The second study was conducted to deeply understand why this variety in the hierarchy occurs. Thus, we interviewed 12 people, chosen with purposive sampling, of different age, gender, and income level of the aforementioned sample. In the discussion part, the results of both sub-studies were interpreted. 

Revisiting Maslow’s hierarchy of needs: Is it still universal content?

In such a competitive business area, companies which are especially pioneers in the sector try to develop sustainable and competitive strategies to retain their positions in the market. In this purpose, in literature many theories have been developed. Because each of those strategies have their own strong and weak sides, developing new strategical analyses keeps on. In this research an integrated model of SWOT (Strengths- Weakness-Opportunities-Threats) Analysis and Porter’s Five Forces Model has been used to develop a competitive strategy model for a business firm in food sector by DEMATEL (Decision Making Trial and Evaluation Laboratory) and ANP (Analytic Network Process) techniques. Based on results, in regards of relative important items those are related to strengths and opportunities in competitors force which have considerable weights in the global weights table, maxi-maxi type competitive strategies have been developed for the company.

/pdf/developing-competitive-strategies-based-on-swot-analysis-in-2imbjgits0.pdf

Developing Competitive Strategies Based on SWOT Analysis in Porter’s Five Forces Model by DANP

In today’s world, to survive, people need to work for a job which they are happy and satisfied. Before choosing their own job, they need to set a career path. When looking at the history about how it has been working for people, we see some factors affecting their orientation to their careers. The world is changing; so is the generation. This paper contains a research study about the career orientation for this new generation in Turkey. This empirical study is conducted with an AHP method with Turkish university students’ career orientation, having as main objective to identify the factors which are affecting the new generation about the setting their career orientation and order them in a hierarchical way. The results showed that this new generation is somehow different from the previous ones, especially when it comes to career orientation; some factors affect their way to choose a career path.

Career Orientation for the New Generation of Turkish Human Resource

Icinde bulundugumuz yuzyilda, firmalarin piyasa degerinin en onemli belirleyicilerinden biri sahip olduklari maddi olmayan varliklari olarak kabul edilmektedir. Soz konusu varliklar kapsaminda degerlendirilebilecek olan kurumsal itibarin finansal performansi, hisse senedi fiyatlarini ne sekilde etkiledigi, firmalara ne sekilde deger yarattigina dair literaturde pek cok calisma yer almaktadir. Bu calisma ile Turkiye’de 2000 yilindan beri Capital Dergisi tarafindan yayinlanmakta olan “Turkiye’nin En Begenilen Sirketleri” listesinde yer alan sirketlerden olusturulmus porfoyun getirisinin 2008-2014 yillari arasinda piyasa getirisinin uzerinde olup olmadigi Fama French Uc Faktor Modeli kullanilarak analiz edilmis, tek orneklem t testi ile analiz sonucunun istatistiksel olarak anlamliligi sinanmistir. Arastirma sonuclari kurumsal itibarin, firmalarin finansal performansi pozitif yonlu etkiledigi hipotezini ele alinan donem ve veri seti icin dogrulamistir.

/pdf/kurumsal-itibar-kavrami-ve-hisse-senedi-fiyatlarina-etkisi-3hztn72wkj.pdf

Kurumsal İtibar Kavramı Ve Hisse Senedi Fiyatlarına Etkisi: Türkiye Örneği

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