With the emergence of industry 4.0, the oil and gas (O&G) industry is now considering a range of digital technologies to enhance productivity, efficiency, and safety of their operations while minimizing capital and operating costs, health and environment risks, and variability in the O&G project life cycles. The deployment of emerging technologies allows O&G companies to construct digital twins (DT) of their assets. Considering DT adoption, the O&G industry is still at an early stage with implementations limited to isolated and selective applications instead of industry-wide implementation, limiting the benefits from DT implementation. To gain the full potential of DT and related technological adoption, a comprehensive understanding of DT technology, the current status of O&G-related DT research activities, and the opportunities and challenges associated with the deployment of DT in the O&G industry are of paramount importance. In order to develop this understanding, this paper presents a literature review of DT within the context of the O&G industry. The paper follows a systematic approach to select articles for the literature review. First, a keywords-based publication search was performed on the scientific databases such as Elsevier, IEEE Xplore, OnePetro, Scopus, and Springer. The filtered articles were then analyzed using online text analytic software (Voyant Tools) followed by a manual review of the abstract, introduction and conclusion sections to select the most relevant articles for our study. These articles and the industrial publications cited by them were thoroughly reviewed to present a comprehensive overview of DT technology and to identify current research status, opportunities and challenges of DT deployment in the O&G industry. From this literature review, it was found that asset integrity monitoring, project planning, and life cycle management are the key application areas of digital twin in the O&G industry while cyber security, lack of standardization, and uncertainty in scope and focus are the key challenges of DT deployment in the O&G industry. When considering the geographical distribution for the DT related research in the O&G industry, the United States (US) is the leading country, followed by Norway,
This study identifies the relationship between local stakeholder pressures and Korean foreign subsidiaries’ corporate social responsibility (CSR). Analyzing the survey data of 177 Korean foreign subsidiaries yielded two important findings. First, local primary stakeholders have a positive impact on responsive CSR activities, but have no influence on strategic CSR activities. Second, local secondary stakeholders in host countries have a strong influence on both responsive and strategic CSR activities. Secondary stakeholders have more influence on strategic than on responsive CSR activities. This article suggests a change in managerial philosophy toward primary and secondary stakeholders, which may have important implications for multinational enterprises (MNEs) in achieving greater success with the design of their CSR activities.
While conflict management is a central capability in the business world, it gets relatively little attention in most business schools. In a study of undergraduate and graduate students at a Canadian university, we investigate the roles personal values play in the relationship between majoring in business and students' conflict management propensities. We find that business students hold more narrowly selfinterested, as well as more conformist and traditionalist, values than students in other disciplines, with the implication that business students may be more prone to conflict avoidance and less likely than other students to engage with conflict collaboratively. We discuss both self-selection and socialization as possible explanations, and the implication this has for business education and curriculum development. Résumé Même si la gestion des conflits est une compétence indispensable dans le monde des affaires, elle reçoit relativement peu d'attention dans la plupart des écoles de commerce. Dans cette étude qui porte sur des étudiants de premier et deuxième cycles d'une université canadienne, nous examinons le rôle que les valeurs personnelles jouent dans la relation entre la spécialisation en affaires et les propensions des étudiants à gérer les conflits. Nous constatons que les étudiants inscrits en administration des affaires ont des valeurs plus étroitement liées à l'intérêt personnel et des valeurs plus conformistes et traditionalistes que les étudiants d'autres disciplines, ce qui les rend peu enclins à éviter les conflits et moins prompts à s'engagerdans une démarche collaborative. Nous examinons à la fois l'autosélection et la socialisation comme explications possibles de ce comportement et mettons en évidence leur implication sur la formation et l'élaboration des curricula.
While compensation is a central component in the relationship between employees and employers, it is a relatively under-researched area within human resource management and industrial-organisational psychology. Instead, where much of the compensation research has occurred is within the disciplines of economics and finance, areas where agency theory dominates. This article explores the relationship between culture and compensation practices through the lens of organisational justice theory and contrasts the role of distributive justice with the more recent procedural and interactional justice theories. The article articulates how fairness perceptions are instrumental in determining which compensation practices fit different cultures. The consideration of individual perception is important as there is considerable variability within cultures and many organisations have to deal with increasingly multicultural workforces. A particular contribution of this paper is that it explicitly discusses justice perceptions as an explanatory variable of the relationship between culture and compensation practices, something that frequently has been omitted in prior scholarship. The article further explores the extent to which employee participation in compensation decisions may modify perceptions of fairness, and subsequently how this participation effect may be modified by culture.
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