This article is concerned with the impact of corporate digitalization on the corporate sustainability performance and with barriers and supportive institutional frameworks for corporate digital technology adaptation. Collected from big data sets such as the Digital Economy and Society Index (DESI) country reports and the Global Innovation Index (GII), our study draws on data from 29 European countries. A series of multiple linear regressions was run to select the most relevant predictors of corporate digital technology adaptation. The results suggest that Rule of Law, Government Effectiveness and Ease of Starting a Business are the institutional framework pillars that best predict corporate digital technology adaptation levels. Our findings further show that high levels of corporate digital technology adaptation occur where institutional frameworks are well-integrated across several social domains (economy, politics, legal system, etc.). We conclude by highlighting implications for the design of digital policies aiming at a strategic integration of digital technology adaptation and corporate sustainability.

Business education has been currently challenged by the fast introduction of online learning platforms for students enrolled in higher education who had been previously used only face-to-face interaction, raising questions about the sustainability of online education. This new learning environment creates a different path for students managing their knowledge, who, due to the influence of online experiences, could develop different skills with different outcomes for their chances of employment. This study analyses knowledge management of business students in an online education setting to discover its influence on students’ perception of both their general employment chances, and specifically in online businesses. To conduct the study, we opted for a quantitative research design based on a questionnaire applied between November and December of 2020, which resulted in valid responses from 256 Bachelor’s and Master’s Degree students. In line with the research hypotheses, correlation, reliability tests and logistic regression were used to perform data analysis. The results clearly indicate that students’ perception of their employment chances depend on the increasing score of knowledge acquisition, knowledge revision, conceptual change and knowledge application, independently and under the action of control variables. Additionally, knowledge application proved to be an important determinant for students’ perception of their employment chances in online businesses.

Employees use mobile phones for several information processes at work, either in relation to their work or their personal life. This study uses descriptive statistics and regression analysis in order to identify which information processes are accessed by employees to reach their personal and professional goals when using mobile phones at work, using a sample of 368 professionals from different fields in Romania. The results of the study show that messaging applications (e-mail, sms, Messenger, Whatsapp, etc.) and searches for information on the Internet are the biggest time consumers for personal purposes, while telephone conversations (voice only) and searches for useful information on the Internet are the biggest consumers of working time for professional purposes. Based on the opinions of employees, we found that the most important effect of mobile phone use at work for personal purposes lies in the fact that it helps employees be more productive through a better work–life balance. The mobile phone was originally designed as a personal device, but today, since employers are allowing or requiring its use, during work, it is also used for professional purposes.

The aim of this study is to describe the relations between low demand, cash flow problems, employee dismissals, and temporary leaves experienced by Romanian companies during the economic lockdown in the first two months of the COVID-19 pandemic outbreak in Romania (16 March–16 May 2020). For this purpose, we conducted a quantitative study using descriptive, correlation, and regression analyses applied to data collected from company decision-makers. Our results show that demand for products/services and cash flow in companies has decreased significantly, the workforce being affected by dismissals and temporary leaves/furloughing. Additionally, the average linear revenue of companies has been decreasing due to insufficient cash flow, higher absenteeism of workers, customers having been affected, and the demand going down. Therefore, employee dismissals, employee temporary leaves (furlough), and dismissal intentions have been positively correlated with insufficient cash flow in companies and an extremely low demand.

Background: COVID-19 is considered to be very contagious as it can be spread through multiple ways. Therefore, exposure risk of healthcare workers (HCWs) treating COVID-19 patients is a highly salient topic in exposure risk management. From a managerial perspective, wearing personal protective equipment and the risk of accidents occurring during aerosol generating procedures applied to COVID-19 patients are two interconnected issues encountered in all COVID-19 hospitals. Objective: The study was conducted to understand the realistic impact of exposure risk management on HCWs exposed to risks of SARS-CoV-2 virus infection in a healthcare unit. In particular, this study discusses the role of personal protective equipment (PPEs) used in aerosol generating procedures (AGPs) to protect HCWs, and the related risk of accidents occurring when performing AGPs. Methodology: This is a cross-sectional single-hospital study conducted at the “Sf. Ioan cel Nou” Hospital in Suceava, Romania, that had to ensure safety of healthcare workers (HCWs) getting in contact with COVID-19 cases. Data used in the study were collected between 10.12.2020–19.03.2021 by means of a questionnaire that collected information on risk assessment and healthcare workers’ exposure management, and which was translated and adapted from the World Health Organization (WHO) and applied to respondents online. For this purpose, ethical approval was obtained, doctors and nurses from all hospital departments being invited to complete the questionnaire. Data processing, as well as descriptive, correlation and regression analyses have been done by using the 21.0 version of the Statistical Package for Social Sciences software. Results: Most of the 312 HCWs reported having always used disposable gloves (98.13%), medical masks N95 (or equivalent) (92.86%), visors or googles (91.19%), disposable coverall (91.25%) and footwear protection (95.00%) during AGPs. The waterproof apron had always been worn only by 40% of the respondents, and almost 30% of staff had not used it at all during AGPs. Over the last three months, the period when the questionnaire was completed, 28 accidents were reported while performing AGPs: 11 accidents with splashing of biological fluids/ respiratory secretions in the eyes, 11 with splashing of biological fluids/ respiratory secretions on the non-idemn skin, 3 with splashing of biological fluids/ respiratory secretions in the oral/ nasal mucosa and 3 with puncture/ sting with any material contaminated with biological fluids/ respiratory secretions. Also, 84.29% of respondents declared having changed their routine, at least, moderately due to COVID-19. Conclusion: An effective risk exposure management is based on wearing protective equipment. The only protection offered by the disposable coverall, as it results from our analysis, is related to splashing of biological fluids/ respiratory secretions on the non-idemn skin. In addition, the results show that the number of accidents should decrease due to the fact that disposable gloves and footwear protection are used while performing AGPs on patients with COVID-19 and hand hygiene is practised before and after touching a patient with COVID-19 (regardless of glove wearing).

It would be advised that those who are looking to change their job or get a new one to be very well informed with respect to what kind of organizational rewards they can expect. In most of the cases, people want to be rewarded, but do not know what they need. Compatibility tests used in professional practice or job rotation on workstations are great possibilities to find out what kind of organizational rewards people are able to claim. Without a doubt, total reward will be applied differently, depending of people's profile (age, seniority, skills, and so on). Usually students from master and PhDs have no work experience and yet, they ask from their first jobs for advancement opportunities. Well, this represent a wrong choice since beginners in work should focus first of all on professional development. This paper explains in two stages, before employment (at the job interview) and after employment, what types of organizational rewards are in demand, according to students from master and PhD programs.