As technological innovation accelerates, Japanese information technology (IT) engineers increasingly experience a “perceived competence limitations.” Despite its relevance, few empirical tools exist to measure this construct. This study develops and validates a new scale based on two dimensions: mindset toward ability and efficacy beliefs in skill development. Drawing on Dweck’s mindset theory and Savickas’ career adaptability model, an 18-item scale was administered to 595 IT professionals. Factor analysis identified four reliable subscales, and correlations with job satisfaction and self-reported capability limitations confirmed the validity of the scale. IRT analysis further supported the scale’s psychometric soundness, suggesting its utility for understanding IT engineers’ adaptive challenges.

Intensified modernization within Taekwondo (TKD) systems is imperative due to recent advancements in technological innovation, particularly in artificial intelligence (AI)-driven training systems and smart wearable devices within the sports sector. Nevertheless, the evolution poses considerable challenges for TKD-focused social enterprises (SEs), which frequently operate under limited financial and human resources. This study proposes a strategic framework for generating novel design concepts for future TKD systems. Three ideation methodologies are integrated in the framework: the novelty potential/void matrix, a design catalogue informed by cooperative patent classification (CPC) codes, and generative artificial intelligence (Gen AI). Concepts with high novelty potential and minimal technological saturation (void) are identified through patent abstracts analysis before generating novel conceptual combinations with ChatGPT. Consequently, an innovative design concept consisting of a smart scoring system enhanced by an emotion-responsive platform is produced. Based on comparative evaluation data, the proposed ideation approach yields concepts with superior originality and no overlap with LLM-generated ideas, suggesting a more substantial potential for first-mover advantage than ideas generated solely through LLM models. Although the differences were not statistically significant (p>0.05), the trend still suggests that the proposed method may offer higher novelty compared to LLM-generated ideas. A detailed assessment of relevant CPC codes is also conducted to validate the novelty of the proposed concepts. The results confirm the absence of analogous patents, underscoring the uniqueness of the identified combinations for TKD SEs. Furthermore, semi-structured interviews with representatives from the Malaysian Taekwondo Federation and clubs are performed, procuring expert insights and feedback on the design catalogue. Additionally, the basketball example is presented as an exploratory application rather than a full second case study. Conclusively, this study presents a novel ideation methodology that can enhance the innovation capacity and competitive positioning of TKD SEs, aligning with broader objectives related to the Sustainable Development Goals (SDGs).

In rapidly changing environments, traditional performance measurement and management (PMM) tends to focus on technical controls, which can lead to unexpected adverse effects. This study views PMM as a sociotechnical system and focuses on the recognition gaps that arise between practitioners and decision-makers within an organization. This study evaluates the impact of applying the Strategic Performance Indicator Derivation Framework (SPIDF) on stakeholder groups and their interactions during the implementation of adaptive performance management. Through case studies, we compared the SPIDF with the Logic Models, evaluating their usefulness and impact on stakeholder interactions within organizations. The SPIDF increased transparency in the derivation of performance indicators and reduced recognition gaps between practitioners and decision-makers. Theoretically, this study contributes to the field by evaluating PMM from a social control perspective that promotes organizational decision-making and sense-making through dialogue. Practically, it provides implications for designing adaptive PMM.

This study investigates how information elaboration among culturally diverse members affects research performance in Japanese university engineering laboratories—settings shaped by unique organizational norms and high-context cultures amid globalization. Based on qualitative data from semi-structured interviews, we found that strong performance can occur even without internal information elaboration. While conventional models view within-group elaboration as the main mechanism linking diversity to performance, our findings suggest the need for an extended model that incorporates external networks. In this alternative path, individuals enhance team outcomes by acquiring and integrating knowledge from outside the group. The study also examines how cultural context shapes elaboration processes. As most diversity research stems from low-context cultures, where explicit communication aids elaboration, we argue that high-context cultures like Japan may follow different dynamics. Our findings highlight the importance of understanding communication styles shaped by cultural context when assessing how diversity influences performance.

Research on internal marketing has extensively documented the factors that contribute to job satisfaction and burnout, focusing on purpose, skill acquisition, wage, and office. However, although the importance of clarifying employees’ meaningful work and satisfying their desire for recognition has been acknowledged, knowledge of the specific factors involved in internal marketing remains scarce. Therefore, this study extends the concept of voice of the customer (VOC), which has previously been limited to marketing research, to the context of internal marketing and examines the research question, “Does a VOC visualization system affect employee attitudes?” An online survey was conducted among 1,000 full-time employees in Japan aged 20–60, incorporating VOC in addition to the factors listed above. We applied structural equation modeling to the data and found that VOC demonstrated a significant positive effect, following skill acquisition and office. By industry, the positive effect of VOC was greater in manufacturing, where customer-centric decision-making is more deeply rooted, than in the infrastructure industry. By department, contrary to prior expectations, VOC had a positive effect on job satisfaction in research and development but no significant effect in sales and marketing. One possible reason is that sales and marketing departments already have access to ample surveys and customer contact points to obtain VOC. Managers should implement a company-wide system that visualizes VOC, or customer feedback, for employees. Thus far, VOC visualization is limited to departments responsible for marketing research. However, managers should recognize that VOC is the foundation of an organization, helping to clarify the meaningfulness of employees’ work and convey customers’ gratitude. Visualizing VOC should be considered especially important for researchers and engineers.