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Artificial intelligence, augmented, virtual, and mixed reality applications are improving business tools to increase their efficiency and ability to innovate. Technological innovation offers creative opportunities, but each generation values these advances differently. This study analysed the intergenerational differences and their leadership styles. The research questions are as follows: what are the main characteristics of each generation? And what leadership style is most appropriate for managing generational diversity in companies? Firstly, the main characteristics of each generation—Boomers, Generation X, Millennials, Generation Z, and Generation Alpha—were identified. Secondly, the most representative leadership styles of each generation were analysed. And thirdly, a proposal for a leadership style that can be used to better manage the intergenerational needs and technological demands of companies was presented. The development of leadership styles that take account of all generations can support economic growth and the creation of innovative and sustainable industries, as well as improve social welfare. [ABSTRACT FROM AUTHOR]

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The demand for open data has led to the creation and the availability of numerous portals releasing data. However, a large percentage of them are not properly designed for professional use. One way to analyze the value that a portal delivers is through its reputation, but this is a concept that has not yet been well defined or measured. This work will focus on the reputation of open data portals with two objectives. The first objective is to delimit the concept of reputation for open data portals, therefore leading to the first proposed research question: How can the reputation of open data portals be defined? The second objective is to propose criteria for measuring reputation and to create a reputation index for open data portals, with the second research question: How can the reputation of open data portals be assessed? This work is conceptual and descriptive and proposes a multidimensional definition of this concept, which includes whether it is known, being known for something, and its generalized favorability. In addition, a proposal is made for a reputation index identifying its dimensions and measurements, and finally, an analysis of its usefulness is presented. To this end, a figure has been created that summarizes the dimensions and benefits for creators and developers of open data portals and for the different application sectors (public, private, academic, and third sector). This research can help public administrations and other sectors to have a reference of good practices when offering open data to citizens and organizations oriented towards creating value in society. [ABSTRACT FROM AUTHOR]

In a post-pandemic era, managers and leaders have a role to enable the changes needed to make workplaces happier and more productive. This paper aims to analyse the role of neuroleadership in the application of happiness management. Two research questions are proposed: what do we know about neuroleadership? and what role can neuroleadership play in happiness management? A mixed methodology is applied. A bibliometric technique is used to identify the main topics studied in neuroleadership. An in-depth analysis and logical reasoning are applied to propose a neuroleadership research roadmap and to present some research pathways for neuroleadership for happiness management. A neuroleadership research roadmap is proposed, considering the approaches, practices/actions, and purposes. It is observed that the consideration of the management of emotions and cognitive processes in the work environment is attracting interest to develop a leadership focused on making better workplaces. A new line of action focused on the management of happiness is emerging. In addition, neuroleadership is presented as a new way of understanding management. Their combined application can mark a before and after in business management, and for that, a proposal of future research lines and questions is developed. This paper presents four future research pathways—perspectives, reasons, adoption and implementation, and results—for studying neuroleadership for happiness management. [ABSTRACT FROM AUTHOR]

Open data are considered an essential resource for governments, businesses, and citizens. In that context, open data portals have potential for creating enormous economic growth. Open data portals should allow the reuse of open data, ensure the efficiency of data transmission, and enable professional initiatives based on data reuse. However, there are portals that are inefficient because they do not allow reuse of their data. The objective of this work is to define and identify open data portals that do not offer the possibility for professional reuse of their data. We refer to them as “pretender open data portals”. The following research questions are considered herein: What minimum criteria must an open data portal satisfy to enable professional reuse of open data? How can portals that do not meet these criteria be identified? And, what problems might these portals present, and how they might be solved? The results of an analysis of two samples of open data portals in Spain reveal that 63.8% and 56.1% of the portals analyzed in 2019 and 2021, respectively, can be considered pretender open data portals. The existence of pretender open data portals can have negative economic and social impacts, such as wasting public resources and projecting a negative image of the government’s open data policies. To find coordination mechanisms to develop open data portals that, through the professional reuse of their data can create economic and social value, is one important challenge. The analysis of best practices of open data portals can be also a way to go in deep in the understanding of open data reuse impact not only from a professional standpoint. [ABSTRACT FROM AUTHOR]