In the current global marketplace supply chains can span a huge number of countries, cross many borders and require interoperation of a multitude of organizations. This vastness of supply chains impacts business competitiveness since it adds complexity and can difficult securing traceability, chain of custody and transparency. We propose that assuring chain of custody and traceability via Blockchain (BC) allows organizations to demonstrate product provenance, integrity and compliance. This work proposes that to effect true traceability the more complete approach is to connect both the Supply Chain Actors (SCAs) and products identifications using digital certificates. A Blockchain is used to manage the traceability of products and validation of the identities. Importing, verifying and storing the certificates uses an off-chain data storage solution for products certificates, IDs and data (i.e., WalliD) . To create, validate the certificates and setup the chain of trust a Public Key Infrastructure (PKI) was designed as part of the proposal. Our study follows a Design Science research approach aimed to analyse the requirements and propose a solution to a more complete traceability in supply chains. The results were architectural artifacts, including an Ethereum Smart Contract and a PKI based certificate authentication system. The implementation of these deliverables allow for a supply chain system that can provide decentralized and trustful assurance of the provenance, chain of custody and traceability functionalities for all the Organizations and also for the final consumers.To exemplify the problem and demonstrate the applicability of the solution, its potential and benefits we applied it to a real food supply chain use case that already uses provenance certificates and stored them in the blockchain using the before mentioned SmartContract to assure and demonstrate the chain of custody and traceability of the food produce.

The Human resource (HR) strength concept (Bowen, D., and Ostroff, C. 2004, ‘Understanding HRM-Firm Performance Linkages: The Role of the “Strength” of the HRM System,’ Academy of Management Review, 29, 2, 203–221) reflects the capacity of an HR system to transmit messages characterised by high distinctiveness, consistency and consensus. HR systems are therefore affecting perceptions and interpretations of organisational realities, such as climate and culture. Furthermore, Bowen and Ostroff (2004) suggest that organisational climate mediates the relationship between HR strength and performance. The leadership literature advocates that leaders are people who are able to create a social context in which employees are guided towards a shared interpretation, understanding and perception of the organisational climate (Yukl, G.A. 1989, Leadership in Organizations, Englewood Cliffs, NJ: Prentice Hall). In summary, both HR strength and leadership are two environment dimensions shaping and moulding employees' perceptions and interpretations. The current study explores the relationships between HR strength, leadership, organisational climate and performance. 323 questionnaires were used to gather information from a company in the industrial sector. The results show a positive relationship between the variables; however, mediating effects of climate were only observed between leadership and performance.