Rodrigo Arturo Zárate-Torres

This paper aims to develop and provide the validity and reliability of a measurement scale that establishes the relationship between Leadership and Human–AI Collaboration. An instrumental study was conducted to inform the design and revision of a scale’s psychometric properties. The techniques used for statistical analysis were carried out in three sequences, namely, the first consisted of collecting validity evidence based on test content; the second consisted of an exploratory and confirmatory factor analysis to gather validity evidence based on internal structure; and the third consisted of estimating the test reliability of internal consistency through the omega coefficient. The results show that the proposed measurement scale meets the psychometric properties required of a social-science instrument.

Open innovation has become a central framework for explaining how firms access, integrate, and exploit knowledge beyond organizational boundaries. However, the conditions shaping its adoption by small- and medium-sized enterprises remain insufficiently understood, particularly in Latin American contexts. This study examines the determinants of open innovation adoption in Colombian SMEs and develops an analytical model that integrates six explanatory dimensions: external partnership and cooperation, government support, rules and regulatory factors, market and customer factors, organizational and human resource factors, and technological factors. Empirically, the study combines an exploratory qualitative phase, based on semi-structured interviews with SME managers in Bogotá, D.C., with a quantitative phase using survey data from 319 SMEs operating in ISIC 6201 and 6202. The hypotheses were tested using partial least squares structural equation modeling. The results show that technological factors have the strongest direct association with open innovation adoption, followed by government support and external partnership and cooperation. Market and customer factors, as well as organizational and human resource factors, also exert positive and significant effects, whereas rules and regulatory factors do not show a significant direct effect. Additional analyses indicate that organizational and human resource factors partially mediate the relationship between technological factors and open innovation adoption, while a complementary moderation test does not support an interaction-based effect. These findings suggest that open innovation adoption in SMEs is technologically enabled, partially translated through organizational and human resource capabilities, and shaped by a configuration of relational, institutional, market-based, and internal conditions rather than by any single determinant.

As artificial intelligence (AI) becomes increasingly integrated into organizational processes to enhance efficiency, decision-making, and innovation, aligning AI systems with human teams remains a major challenge to realizing their full potential. Although academic interest is growing, the conceptual landscape of human–AI relationships remains fragmented. This study employs a bibliometric co-word analysis of 4093 peer-reviewed documents indexed in Scopus to map the intellectual structure of the field. Using a strategic diagram, we assess the relevance and maturity of five major thematic clusters identified in the field. Results highlight the structural dominance of Human–AI Interactions (Centrality: 1595), Human–AI Collaboration (1150), and Teaming and Augmentation (1131) as foundational themes, while Conversational AI (655), and Ethics and Responsibility (431) emerge as specialized domains. Based on the analysis, we propose a conceptual framework that classifies human–AI relationships into four categories—symbiotic, augmented, assisted, and substituted intelligence—according to the level of AI autonomy and human involvement. Rather than providing prescriptive guidance for practitioners, this framework is intended primarily as a scholarly contribution that clarifies the conceptual landscape and supports future theoretical and empirical work. While potential implications for organizational contexts can be inferred, these are secondary to the study’s main goal of offering a research-based synthesis of the field. Ultimately, our work contributes to academic consolidation by offering conceptual clarity and highlighting opportunities for future research, while underscoring the critical need for ethical alignment and interdisciplinary dialogue to guide future AI adoption.

This study addresses a significant gap in the academic literature by directly examining the relationship between spirituality and sustainable behaviors. While existing research has explored these topics individually, a review of databases like Web of Science and Scopus revealed a unique absence of studies that directly connect them. The primary purpose of this research is to bridge this gap and identify the influence that spirituality has on sustainable behavior, thus potentially reshaping our understanding of these two interconnected concepts. To achieve this, the study used the ASPIRES scale, a validated instrument for measuring spirituality and religious beliefs across various countries and faiths. For the sustainability component, we adapted and statistically validated an entrepreneurial intention instrument to create the ‘Instrument of Intention in Sustainability’ (IIS), designed to assess leaders’ motivations for implementing corporate sustainability initiatives. The study’s findings involved comparing two confirmatory factor analysis models and two structural models to analyze the relationship between spirituality and sustainability. The results show that both instruments have acceptable psychometric properties; however, the direct relationship between spirituality and sustainability was found to be weak. Despite this weak direct link, our research provides valuable practical implications. The findings can help managers identify other factors that more effectively motivate sustainability-related behaviors. This insight can be instrumental in enhancing human resource strategies within organizations focused on sustainability. Ultimately, this research provides a new framework for sustainability-focused organizations within the specific cultural contexts of Colombia and Latin America. Implementing this framework could prove beneficial for a range of companies, from local and regional to multinational, that operate in areas with similar cultural characteristics.

In the literature, it has been described that affective commitment and transformational leadership are directly related to occupational happiness. In this sense, the present study begins with the premise that subjective happiness may enhance the effectiveness of transformational leadership. For this purpose, the Leadership Practices Inventory (LPI) and the Subjective Happiness Scale (SHS) were applied to a non-probabilistic sample of 215 business administration students in Colombian universities. Bivariate correlation analysis, confirmatory factor analysis, and structural equation modeling were used to examine the relationship between the dimensions of happiness and the five leadership practices. The findings indicate that three happiness items correlate positively with transformational leadership practices, suggesting that happier individuals exhibit more effective leadership behaviors. The proposed theoretical model showed a good fit with the empirical data. In conclusion, promoting happiness in leaders not only improves their performance but also positively impacts organizational productivity.

This study proposes a conceptual model that explains the influence of leadership on the relationship between human intelligence (HI) and artificial intelligence (AI). A qualitative, non-systematic literature review was conducted in Scopus and Web of Science of the literature published in the last 5 years, using Boolean combinations of the terms “leadership,” “artificial intelligence,” and “human intelligence.” The thematic analysis allowed the identification of conceptual patterns and research gaps; the model elaborated from the review shows that leadership has an ethical and strategic mediation in the HI-AI relationship in a hybrid space of cooperation, in which automated decisions are put in real context through human judgment and reasoning; ethical governance mechanisms emerge for systems supported by artificial intelligence; and finally, a balancing mechanism to algorithmic efficiency is established through cognitive adaptability. The proposed framework offers organizations some guidelines for human supervision processes for AI-supported systems that integrate ethical evaluations into automated processes. It proposes elements—leadership tools that enhance the relationship between human intelligence and artificial intelligence. This article contributes to the management of organizations by proposing a model that recognizes leadership as a dynamic facilitator between HI and AI, integrating transdisciplinary knowledge of management, technological ethics, and cognitive science, and proposing an ethical interrelationship in the decision-making architectures between HI and AI. The proposed model establishes leadership mediation of human–AI interaction through four axes showing how leadership acts as the axis that brings together human and technological systems to work together. Hierarchical interaction creates a hybrid interaction that is highly flexible, efficient, and has ethical oversight. Finally, the proposed model is an open system that interacts with the environment and is understood as a flexible tool to support strategic decision-making in complex environments.

This study investigates how strategic innovation influences operational quality, focusing on the mediating effects of transformational and transactional leadership, as well as process innovation, within manufacturing organizations in Colombia. It employs structural equation modeling to analyze data from 180 valid questionnaires. The method allows for an intricate examination of the relationships between strategic innovation and the key organizational variables. The findings reveal that while strategic innovation significantly enhances transactional leadership and process innovation, it does not affect transformational leadership or improve operational quality. This discrepancy with existing literature highlights an urgent need for enhanced leadership development programs that can effectively integrate innovation strategies. This study contributes to the field by delineating specific organizational capabilities and strategies to enhance leadership effectiveness in managing innovation. It underscores the necessity of refining leadership approaches to achieve operational excellence and sustain a competitive edge. The study calls for a more nuanced understanding of how leadership styles can better align with strategic innovation initiatives to improve organizational performance.

University–industry (U–I) collaborations are widely recognized as key drivers of economic progress, innovation, and competitiveness, fostering significant scholarly interest. Concurrently, research findings on these interactions have contributed to the establishment of an interdisciplinary field marked by the inherent complexity of these relationships. This study aims to map the conceptual structure of university–industry knowledge transfer (UIKT) research from 1980 to 2023 by employing co-word analysis and social network analysis based on data retrieved from the Scopus database. The results reveal that 1577 documents were published during this period, incorporating 147 keywords, with the five most frequent being “innovation”, “higher education”, “university”, “technology transfer”, and “knowledge management”. The United Kingdom was identified as the most prolific country, contributing 366 documents, while Research Policy emerged as the most cited journal, with 3546 citations. This study offers a comprehensive overview of the current state of UIKT research, paving the way for future studies and providing valuable directions for further investigations.

El objetivo de esta investigación es determinar si el control del comportamiento percibido tiene un rol moderador en la influencia de la actitud hacia el emprendimiento y las normas subjetivas sobre la intención emprendedora. La muestra consiste en 159 estudiantes de maestría en administración de empresas (MBA) de cuatro universidades privadas colombianas en Bogotá. El diseño metodológico es explicativo-transversal y utiliza el modelo de ecuaciones estructurales con mínimos cuadrados parciales (PLS-SEM). Los resultados muestran que no hay evidencia para afirmar que el control del comportamiento percibido modera la relación entre la actitud hacia el emprendimiento y la intención emprendedora. Tampoco hay evidencia de que el control del comportamiento percibido modera la relación entre las normas subjetivas y la intención emprendedora. En conclusión, el modelo actual de la teoría de la conducta planeada no tiene respaldo empírico en la explicación de la intención emprendedora de estudiantes de cuatro programas de MBA de universidades colombianas.