Halit Keskin

Artificial intelligence (AI) has quickly become a technology that shapes both environmental systems and the way labor market’s function. This chapter examines these two sides together, because AI can support sustainability goals while also creating new risks. On the environmental side, AI helps with predictive maintenance, improves circular-economy practices, strengthens the integration of renewable energy, and offers better tools for forecasting climate-related threats. Still, these gains come with clear costs. Data centers require large amounts of electricity and water, and the production of advanced hardware relies on resource-intensive supply chains. In some cases, efficiency improvements even trigger rebound effects that offset the environmental benefits. The labor market is also undergoing a noticeable shift. AI speeds up automation in routine tasks, which puts pressure on workers in administrative and mid-skill occupations. At the same time, it opens new roles in areas such as AI ethics, algorithm auditing, and human-machine collaboration. These developments do not affect all groups equally. Differences in digital skills, gender, region, and socioeconomic background can widen existing inequalities. For this reason, the idea of a “just transition” has become central, emphasizing policies such as reskilling programs, income-support mechanisms, and more inclusive innovation strategies. The chapter also discusses governance challenges. While frameworks like the EU AI Act, the OECD Principles, and various responsible AI guidelines try to set clearer rules, countries still take very different approaches, especially on issues such as data control and cross-border information flows. These differences reflect broader geopolitical tensions and influence how benefits and burdens are distributed. Overall, the chapter highlights the need for evidence-based policies that align ecological sustainability, fair labor outcomes, and balanced global governance.

Purpose: This study aims to examine how actor engagement and platform capabilities contribute to value co-creation in e-commerce platforms. Drawing on Service-Dominant Logic and platform ecosystem view, it further investigates the serial mediating roles of exploitative and exploratory innovation capabilities. Design/methodology/approach: Data were collected through an online survey conducted over a three-month period from 325 active e-commerce platform users, each evaluating their most frequently used platform. The proposed research model was tested using partial least squares structural equation modeling (PLS-SEM). To complement the cross-sectional quantitative findings, an illustrative and non-generalizable qualitative analysis was conducted based on LinkedIn comment threads responding to 14 platform update announcements published in January–February 2026, serving solely to provide contextual insight. Findings: The results indicate that actor engagement, platform integration, and platform reconfiguration are significantly and positively associated with value co-creation. Moreover, the findings are consistent with a sequential mediation mechanism: actor engagement relates to value co-creation through platform integration and exploratory innovation capability, while platform reconfiguration is linked to value co-creation through exploitative and exploratory innovation capabilities in sequence. The qualitative insights further illustrate these relationships by highlighting how users interpret and respond to platform changes. Originality/value: By integrating actor-level engagement with platform-level capabilities, this study advances theoretical understanding of the mechanisms associated with value co-creation in digital platform ecosystems. It also offers practical implications for platform managers seeking to foster collaborative value creation through capability development and user engagement strategies.

Purpose: This study aims to examine how phygital transformation is constructed and communicated in banks' integrated reports and how these narratives relate to employer branding. It specifically investigates the role of phygital transformation as a strategic signaling mechanism shaping organizational attractiveness. Design/methodology/approach: Drawing on signaling theory and employer branding literature, the study adopts a longitudinal qualitative content analysis. The dataset consists of 76 integrated reports published by banks operating in Türkiye between 2017 and 2025. The analysis focuses on the construction, distribution and co-occurrence of phygital narratives with employer branding dimensions, namely social, development, interest, economic and application values. Findings: The findings indicate a clear temporal shift in phygital disclosures from technology-oriented narratives toward more integrated and experience-driven representations, particularly after 2020. Phygital narratives are found to systematically co-occur with employer branding dimensions, with a strong emphasis on interest value (innovation), development value (learning and growth) and social value (collaboration), while economic value remains relatively limited. Research limitations/implications: The study is limited to integrated reports of banks in a single national context. Future research may extend the analysis to different sectors and countries or employ mixed-method approaches to examine perceptual outcomes. Practical implications: The findings suggest that banks can leverage phygital transformation narratives both to signal technological capability and to strengthen employer branding. Aligning digital transformation strategies with employee value propositions may enhance talent attraction and retention. Originality/value: This study contributes to the literature by linking digital transformation and employer branding through a signaling perspective. It extends signaling theory to integrated reporting and highlights the role of corporate disclosures in shaping employer-related perceptions.

Purpose: This study aims to examine how human resource (HR) professionals conceptualize employer branding and explore how these perspectives can support more authentic and sustainable HR practices. Design/methodology/approach: The study draws on a qualitative cognitive mapping study involving 144 HR professionals who completed a structured employer branding development program. Participants individually developed mind maps illustrating their understanding of employer branding. The maps were analyzed using visual deconstruction and thematic coding to identify recurring concepts and relationships. Findings: The findings show that HR professionals view employer branding as an internally driven capability shaped by culture, leadership, employee experience, sustainability and the employee value proposition, rather than by communication or visibility alone. Originality/value: This study contributes by using cognitive mapping to reveal how HR professionals conceptualize employer branding and offers practical insights for developing more authentic and strategically aligned practices.

Purpose: This study investigates the relationship between CEO narcissism and greenwashing in integrated reports, focusing on differences between the banking and non-banking sectors under different regulatory conditions. Design/methodology/approach: This study used Bidirectional Encoder Representations from Transformers (BERT)–based text analysis on 105 Turkish firms to create a CEO narcissism and greenwashing index, identifying trends in CEO narcissism and corporate greenwashing across the banking and non-banking sectors from 2020 to 2023. Then, a fuzzy-set qualitative comparative analysis was applied to explore configurational pathways and complex combinations of CEO narcissism variables that lead to the greenwashing index, with hierarchical regression analysis used for econometric validation. Findings: This study identified a clear link between CEO narcissism and greenwashing in integrated reports. Additionally, it showed that the connection between CEO narcissism and greenwashing changes over time and differs across sectors. While non-banking firms initially exhibited higher levels of CEO narcissism and greenwashing, banks surpassed them by 2023, despite stricter regulations. This shift indicates that regulation may not stop greenwashing but instead shape its form and visibility. Moreover, the study highlighted that different configurations of CEO narcissism have varied impacts on greenwashing across sectors, offering a better explanation of corporate greenwashing than traditional regression analysis. Research limitations/implications: This study is limited to a single-country context and relies on secondary data from integrated reports, which may not fully reflect internal sustainability practices. Practical implications: This study emphasized the need for sector-specific regulatory mechanisms and independent verification systems to combat sophisticated greenwashing tactics, especially in heavily regulated banking environments, where narcissistic leadership exploits compliance frameworks to boost its reputation. Originality/value: This study introduced a comprehensive six-dimensional narcissism framework and demonstrated how executive psychological traits interact with institutional contexts through configurational analysis. The research expands upper echelons and stakeholder theory by uncovering sector-specific contingencies in narcissism-greenwashing links, challenging traditional views on regulatory effectiveness while adopting innovative methods that combine fuzzy logic with multidimensional measurement models.

Purpose: Corporate readability—the ease with which stakeholders comprehend a company's written communications—is essential for fostering transparency, trust, and informed decision-making. In financial services, including banking, clear and accessible corporate disclosures are critical for regulatory compliance, customer relations, and institutional credibility. This study emphasizes the present-day importance of the readability gap—the persistent mismatch between the complexity of corporate disclosures and stakeholders' ability to understand them— and examines the evolution of corporate readability research across different countries over several decades, highlighting its relevance to financial services marketing and discussing its alignment with Sustainable Development Goals (SDGs). Design/methodology/approach: This study adopts a quantitative bibliometric literature review approach based on metadata analysis rather than a systematic literature review. Using data from the Web of Science Core Collection, 1,714 documents published between 1981 and 2025 were analyzed with Bibliometrix in R and Python-based network analysis tools. Findings: The findings reveal notable disparities between developed and developing countries in corporate readability research. Developed economies, such as the United States and the United Kingdom, have prioritized readability in financial disclosures, particularly in the context of regulatory transparency and investor relations, contributing to institutional trust and market stability (SDG 16). In contrast, developing countries, including China and India, have increasingly focused on the role of digital transformation in corporate readability, particularly in sustainability and financial reporting (SDG 12). Additionally, addressing linguistic diversity and financial literacy challenges in emerging markets supports SDG 10 by promoting equitable access to corporate information. Practical implications: The study highlights the importance of improving readability strategies to enhance stakeholder engagement across industries, including financial services. For financial institutions, ensuring clarity in customer communications, financial reports, and regulatory disclosures can enhance trust and long-term relationships. In developing markets, leveraging digital tools and multilingual communication strategies can help bridge information gaps and improve financial literacy, fostering greater transparency and market participation. Social implications: Enhancing corporate readability contributes to a more inclusive and transparent business environment, which is particularly relevant in sectors such as banking, insurance, and financial services, where trust and comprehension are critical. By improving the accessibility of corporate disclosures, organizations can support financial inclusion, responsible consumption, and sustainable governance practices. Originality/value: This study is among the first to provide a comprehensive bibliometric analysis of corporate readability research, clearly outlining how it differs from previous studies by integrating a global scope, linking to SDGs, and offering sector-specific implications for financial services. It identifies key trends and regional differences with broad implications for business communication and financial services marketing. By aligning readability with SDGs, the study underlines its importance in promoting transparency, trust, and informed decision-making in corporate and financial contexts.

This book aims to reposition employer brandinğ within the rapidly transforminğ landscape of diğitalization, süstainable development priorities, and the evolvinğ psycholoğical, cültüral, and technoloğical dimensions of modern work. Rather than a mere talent-attraction tool, employer brandinğ is conceptüalized as a mültidimensional framework that inteğrates orğanizational identity, employee experience, psycholoğical capital, Aİ-enabled HR practices, and süstainability-oriented ğovernance principles. The chapters offer a holistic perspective, coverinğ the historical and theoretical foündations of employer brandinğ, the rise of diğital employee experience, the relevance of positive psycholoğy and psycholoğical capital, GenAİ- süpported HR processes, ESG-driven corporate identity, and the contextüal dynamics of employer brandinğ in emerğinğ economies. The book emphasizes the need to evalüate employer brandinğ not only throüğh corporate narratives büt also throüğh everyday employee experiences, orğanizational desiğn, psycholoğical resoürces, and süstainable cültüral practices. Ültimately, the book positions employer brandinğ as a strateğic and cültüral architectüre shapinğ orğanizational identity, employee well-beinğ, diğital experience, and corporate leğitimacy. İt aims to serve as a comprehensive scholarly and practical reference for academics, practitioners, and researchers in the field.