Investigating the Demand for Blockchain Talents in the Recruitment Market: Evidence from Topic Modeling Analysis on Job Postings

Blockchain technology diffusion in tourism: Evidence from early enterprise adopters and innovators

The use cases of blockchain as an innovative technology have increasingly captured the attention of tourism enterprises. To date, the literature tends to discuss blockchain's advantages rather than how early enterprise adopters and innovators experience and perceive the technology. As such, the extent of technology diffusion is not well understood. This study critically explores the factors influencing blockchain diffusion in tourism and how blockchain innovation is diffused in tourism. We conducted semistructured interviews with founders and senior executives of tourism enterprises in the United States and Europe who are early adopters and innovators of blockchain in tourism. From the thematic analysis, our empirical findings indicate that blockchain has much to offer despite the nascent link between blockchain's business value to an enterprise's strategic plans and the limited success of use cases in tourism. We summarize the findings in a conceptual framework and offer propositions based on the antecedents (motivators and drivers and challenges and barriers) of blockchain diffusion of innovation for enterprises to achieve competitive advantage. The propositions provide a research agenda to guide the strategic implementation of blockchain.

Exploring the critical factors influencing the outlying island talent recruitment and selection evaluation model: Empirical evidence from Penghu, Taiwan

The declining birth rate, population ageing and the outbound migration of young people in recent years have created obstacles for local companies in recruiting skilled personnel. Similar factors have also affected recruitment in the outlying island of Penghu, Taiwan. Multiple-attribute decision-making (MADM) techniques for evaluation model development were incorporated in the present research to investigate the key determinants of talent recruitment by the coffee house operators in the outlying island of Penghu. The decision-making trial and evaluation laboratory (DEMATEL) approach was first implemented to (i) examine the extent of mutual impact between evaluation predictors and (ii) develop an influential network relation map (NRM) for indicator and sub-indicator assessments. Subsequently, the DEMATEL-based analytic network process (DANP) technique was utilised to compute the weights of every indicator and sub-indicator. Additionally, the modified VlseKriterijumska Optimizcija I Kaompromisno Resenje or VIKOR (in Serbian) approach evaluated every indicator and sub-indicator performance gap for empirical data analysis with suggested conclusions and recommendations. The results showed that the first dimension that should be improved is past experience, followed by personality traits and professional competence, according to the causal diagram of the NRM. The weights acquired through the DANP indicated that professional competence was the most influential dimension, followed by personality traits, whereas past experience was the least influential. Past experience revealed that the highest gap value is the most important for development if coffee house operators want to attain the appropriate levels. Finally, the theoretical, managerial, and practical implications were discussed. Notably, the research outcomes could optimise talent recruitment, establish appropriate talent recruitment methods for coffee house operators, and enhance the human resource quality in the outlying island of Penghu.