1,720,966 research outputs found
URBAN CROWDSOURCING: EXPLORING THE ROLE OF CITIZENS IN CO-CREATING SMART CITIES
Full text linkMore than ever, cities are facing complex challenges due to an increasing number of residents and due to the scarcity of natural resources. As a possible solution to these challenges, the concept of “smart cities” has emerged pointing out that cities need to become intelligent in order to enhance their efficiency and to improve their competitiveness. A Smart City is characterized through six common indicators: smart economy, smart people, smart governance, smart environment, smart mobility, and smart living (Giffinger et al., 2007). Despite some recent research examining the role of citizens in smart cities, work in this area is still at a nascent stage. Our research suggests considering citizens as a driving force for the development of smarter cities and thereby encourages the emergence of new methods of design, construction and management of the city. More particularly, crowdsourcing has been suggested as an innovative approach of interaction between a city and its residents (Renault &Boutigny, 2014). Crowdsourcing practices draw on citizens’ resources, ideas and creativity to support the urban development. Thereby, crowdsourcing uses the Internet to attract users who are willing to provide their inputs and insights. This conceptual research contributes to the smart city and crowdsourcing literature by providing an integrative overview of crowdsourcing practices considered as a useful digital tool to complement traditional participation practices for governance. From a managerial perspective, we provide guidance in designing successful smart cities for a better future
Applicable Smart City Strategies for a Smart Sustainable City to Ensure Energy Efficiency and Renewable Energy Integration: Casablanca Case Study
Full text linkA Smart city is essentially expected to diminish the utilization of assets and upgrade efficiencies. In practically any region, effectiveness brings about energy saving, diminished energy force, supportable monetary turn of events, upgraded usefulness, a safeguarded climate, and in particular, participation with the environmental change fight. In spite of the fact that financial plan, innovation, and the necessary framework are significant imperatives for helpless urban areas to accomplish shrewd and economical city objectives, the advantages of brilliant urban areas are numerous for helpless urban areas contrasted with creating and created urban areas. Helpless urban areas accomplish worked on living conditions, security, wellbeing, financial turn of events, administration, and personal satisfaction as well as accomplishing supportable energy objectives, and this study tries to distinguish those shrewd sustainable power and energy production systems that are monetarily achievable and in fact relevant in helpless urban communities. Renewable energies are a sustainable, unlimited, and decarbonized solution to address future energy challenges. In this context, Morocco has considerable lead vantage to position itself on this promising market. Furthermore, renewable energies have been highlighted as a key strategic source for the country’s green growth. Morocco has adopted the renewable energy path through a strategy targeted at the development of solar, wind, and hydroelectric power to boost its energy policy by adapting it to the challenges posed by today’s world. Nowadays, Morocco is facing a challenge to reach 52% by 2030 of its total renewable energy capacity, which will exceed 42% by the end of 2022
L’intelligence économique : quelles pratiques dans les PME marocaines ?
Full text linkPartant du fait que l’Intelligence économique (IE) constitue une démarche au service du management stratégique de l’entreprise et de sa compétitivité, et vu que cette dernière constitue un des défis majeurs des entreprises marocaines dans le cadre de la mondialisation, nous avons déterminé comme objectif d’identifier les pratiques IE au sein des PME marocaines en mettant l’accent sur celles qui exercent dans le secteur tertiaire.Ce papier se base alors sur une étude quantitative descriptive permettant de décrire avec précision ces pratiques en analysant les résultats de l’enquête menée au sein d’un échantillon de cette catégorie d’entreprises en mettant l’accent sur le triptyque résumant l’IE à savoir : la protection des informations, la veille et l’influence.Les résultats de cette recherche montrent que, pour des raisons culturelles et organisationnelles, les PME marocaines ont, pour une grande partie, beaucoup de mal à mettre en place une politique de sécurité active par rapport à ses trois composantes, à savoir, le patrimoine physique, humain et immatériel.En matière de veille, la quasi majorité des entreprises enquêtées surveillent scrupuleusement : clients, concurrents et environnement légal ; et négligent en partie d’autres composantes telles que : environnement économique, les actions du monde associatif et les acteurs internationaux.Concernant l’influence et compétitivité, plus de 67% des entreprises disposent des produits de qualité mais elles risquent à terme de rencontrer des difficultés pour les vendre, alors que 91% des managers estiment que leurs entreprises ont un bon niveau de compétitivité sans forcément respecter les jeux d’influence.Il parait alors que les pratiques IE dans les PME marocaines ne nous permettent pas de parler de l’IE vu que ses différentes trois composantes ne sont pas encore satisfaites. L’IE y est encore embryonnaire
WELL-BEING AT WORK: PERCEPTION OF HUMAN RESOURCES MANAGERS- AN EXPLORATORY CONTEXTUALIZATION STUDY
Full text linkIn a context where labor market competitiveness is intense and the quest for productivity is relentless, well-being at work emerges as a crucial pillar and strategic challenge for Human Resources Managers concerning employee performance and retention. HR professionals are increasingly viewed as strategic partners in driving organizational success. This study contributes to the field by deepening the research on HRMs' perceptions of workplace well-being from an employer's perspective. By focusing specifically on how HR professionals perceive and address well-being at work, this research offers valuable insights into their strategic role and the challenges they face. This perspective is crucial for understanding the employer's viewpoint on well-being and for developing targeted strategies that align with organizational goals in Morocco. This study explores the concept of well-being at work from the perspective of HRMs in Morocco through a qualitative study based on semi-structured interviews with HR professionals across various sectors. The theoretical foundation is rooted in Karasek and Theorell's Demand-Control-Support model, Ryff's Psychological Well-Being model, and Seligman's PERMA model. We have chosen an integrative research model that combines these theoretical perspectives to offer a more comprehensive understanding of complex phenomena. The study contributes theoretically by applying these models to the Moroccan context, revealing unique challenges and perceptions that enrich the global discourse on workplace well-being. The study emphasizes that focusing on well-being is crucial for enhancing organizational performance, strengthening employer branding, and reducing turnover. Adopting a strategic approach to well-being can significantly improve organizational outcomes and foster a more engaged workforce. By integrating theoretical models with empirical data, this study provides a robust framework for understanding and enhancing well-being at work, thereby contributing to both academic literature and practical management strategies within the Moroccan context
WELL-BEING AT WORK: PERCEPTION OF HUMAN RESOURCES MANAGERS- AN EXPLORATORY CONTEXTUALIZATION STUDY: Received: 9th September 2024, Revised: 9th December 2024, 12th February 2024, Accepted: 11th June 2025, Date of Publication: 11th December 2025
No full textIn a context where labor market competitiveness is intense and the quest for productivity is relentless, well-being at work emerges as a crucial pillar and strategic challenge for Human Resources Managers concerning employee performance and retention. HR professionals are increasingly viewed as strategic partners in driving organizational success. This study contributes to the field by deepening the research on HRMs' perceptions of workplace well-being from an employer's perspective. By focusing specifically on how HR professionals perceive and address well-being at work, this research offers valuable insights into their strategic role and the challenges they face. This perspective is crucial for understanding the employer's viewpoint on well-being and for developing targeted strategies that align with organizational goals in Morocco. This study explores the concept of well-being at work from the perspective of HRMs in Morocco through a qualitative study based on semi-structured interviews with HR professionals across various sectors. The theoretical foundation is rooted in Karasek and Theorell's Demand-Control-Support model, Ryff's Psychological Well-Being model, and Seligman's PERMA model. We have chosen an integrative research model that combines these theoretical perspectives to offer a more comprehensive understanding of complex phenomena. The study contributes theoretically by applying these models to the Moroccan context, revealing unique challenges and perceptions that enrich the global discourse on workplace well-being. The study emphasizes that focusing on well-being is crucial for enhancing organizational performance, strengthening employer branding, and reducing turnover. Adopting a strategic approach to well-being can significantly improve organizational outcomes and foster a more engaged workforce. By integrating theoretical models with empirical data, this study provides a robust framework for understanding and enhancing well-being at work, thereby contributing to both academic literature and practical management strategies within the Moroccan context
Informal collaboration: building a smart city through self-organized stakeholders
Full text linkToday, cities are working on becoming more adapted to urban change and sustainable challenges. To do so, many have undertaken projects, supported by governments, intended to digitalize the interactions, optimize local resources, and become smart accordingly (e.g., Barcelona, Aarhus, and Oslo, etc.). Although most smart city initiatives follow top-down mechanisms, we notice interestingly the emergence of bottom-up processes and self-organized actions. In fact, cities are complex systems that possess qualities of self-organization [1]. Self-organized stakeholders (e.g., citizens, universities, private/public firms, NGOs), through informal collaboration, are capable of conducting innovative projects leading to a smart city. This dynamic has enabled citizens to be more involved in policymaking and to impose, using ICT-based solutions, a new model of governance (i.e., smart governance). In this regard, this conceptual paper contributes to the smart city literature by highlighting the role of informal collaboration between stakeholders in implementing smart initiatives. Eventually, our research will provide guidance in designing smart cities and serve as basis for future empirical studies
Well-being at Work and Employee Performance: Towards Managerial Practice Reframing in the Digitalization Process - Moroccan Context
Full text linkAbstract
With an increasingly competitive and dynamic economic environment, employees' well-being at work is increasingly regarded as a strategic catalyst for Human Resources Managers (HRMs) to enhance employees' commitment and company performance. The current research discusses the interplay between employee well-being and performance with the goal of establishing a managerial model tailored to the specific needs of companies in Morocco. Despite a multitude of theoretical frameworks of motivation and job satisfaction as described in contemporary literature, few studies adopt a contextual and qualitative approach to analyze this connection in emerging economies where organizational processes and cultural traditions affect the association. Based on qualitative research using semi-structured interviews of HRMs in Moroccan SMEs, the study elicits some common themes. They are the concept of well-being as a source of performance, motivational drivers like autonomy and appreciation, and monitoring devices of well-being (e.g., social barometers, informal feedback). The study suggests that where well-being is embedded in company culture, there is a more engaged, productive, and resilient workforce.
The proposed managerial model incites concrete and context-related actions: creating a healthy work climate, promoting autonomy and appreciation, ensuring flexibility, and implementing repeated well-being reviews. This is an attempt to reconcile the workers' expectations with the organizational necessities of performance and competitiveness. The integration of well-being into strategic management enables SMEs not only to improve worker satisfaction but also to ensure long-term organizational resilience.
Keywords: Workplace well-being, Organizational Performance, Moroccan SMEs, Human
Resource Management, Employee Motivation, DigitalizationAbstract
With an increasingly competitive and dynamic economic environment, employees' well-being at work is increasingly regarded as a strategic catalyst for Human Resources Managers (HRMs) to enhance employees' commitment and company performance. The current research discusses the interplay between employee well-being and performance with the goal of establishing a managerial model tailored to the specific needs of companies in Morocco. Despite a multitude of theoretical frameworks of motivation and job satisfaction as described in contemporary literature, few studies adopt a contextual and qualitative approach to analyze this connection in emerging economies where organizational processes and cultural traditions affect the association. Based on qualitative research using semi-structured interviews of HRMs in Moroccan SMEs, the study elicits some common themes. They are the concept of well-being as a source of performance, motivational drivers like autonomy and appreciation, and monitoring devices of well-being (e.g., social barometers, informal feedback). The study suggests that where well-being is embedded in company culture, there is a more engaged, productive, and resilient workforce.
The proposed managerial model incites concrete and context-related actions: creating a healthy work climate, promoting autonomy and appreciation, ensuring flexibility, and implementing repeated well-being reviews. This is an attempt to reconcile the workers' expectations with the organizational necessities of performance and competitiveness. The integration of well-being into strategic management enables SMEs not only to improve worker satisfaction but also to ensure long-term organizational resilience.
Keywords: Workplace well-being, Organizational Performance, Moroccan SMEs, Human
Resource Management, Employee Motivation, Digitalizatio
WELL-BEING AT WORK: PERCEPTION OF HUMAN RESOURCES MANAGERS- AN EXPLORATORY CONTEXTUALIZATION STUDY
Full text linkIn a context where labor market competitiveness is intense and the quest for productivity is relentless, well-being at work emerges as a crucial pillar and strategic challenge for Human Resources Managers concerning employee performance and retention. HR professionals are increasingly viewed as strategic partners in driving organizational success. This study contributes to the field by deepening the research on HRMs' perceptions of workplace well-being from an employer's perspective. By focusing specifically on how HR professionals perceive and address well-being at work, this research offers valuable insights into their strategic role and the challenges they face. This perspective is crucial for understanding the employer's viewpoint on well-being and for developing targeted strategies that align with organizational goals in Morocco. This study explores the concept of well-being at work from the perspective of HRMs in Morocco through a qualitative study based on semi-structured interviews with HR professionals across various sectors. The theoretical foundation is rooted in Karasek and Theorell's Demand-Control-Support model, Ryff's Psychological Well-Being model, and Seligman's PERMA model. We have chosen an integrative research model that combines these theoretical perspectives to offer a more comprehensive understanding of complex phenomena. The study contributes theoretically by applying these models to the Moroccan context, revealing unique challenges and perceptions that enrich the global discourse on workplace well-being. The study emphasizes that focusing on well-being is crucial for enhancing organizational performance, strengthening employer branding, and reducing turnover. Adopting a strategic approach to well-being can significantly improve organizational outcomes and foster a more engaged workforce. By integrating theoretical models with empirical data, this study provides a robust framework for understanding and enhancing well-being at work, thereby contributing to both academic literature and practical management strategies within the Moroccan context
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
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