Focus and Scope

Cita Oeconomia: Review of Human Capital and Business focuses on disseminating critical inquiry and original research that explores the dynamics of change in human resource management (human capital), as well as the transformation of contemporary business practices. This journal conceptualizes business entities and their human capital structures as living entities—a continuous process of adaptation, evolution, and refinement of managerial strategies. This paradigm is empirically grounded to address the demands of a global economic architecture that is increasingly complex, disrupted, and requires systemic resilience from every organization.

This journal welcomes high-quality manuscripts covering, but not limited to, the following thematic areas: 

(1) Contemporary Human Capital Dynamics: An exploration of paradigm shifts in human resource management, including the implementation of hybrid work systems, cross-cultural leadership, and interventions to promote employees’ psychological well-being. This sub-discipline views employees not merely as operational assets, but as cognitive capital whose agility is critical to a company’s survival. Sub-disciplines: Talent Management in the Gig Economy, Psychological Capital & Employee Well-being, Cross-Cultural Leadership, Remote & Hybrid Work Dynamics, and Organizational Agility.

(2) Business Innovation and Strategic Adaptation: An analytical examination of the development of business models responsive to socio-economic shifts, combined with organizational strategies that integrate sustainability and 21st-century value creation. This journal encourages research that boldly tests the limits of classical management theory when confronted with the realities of a volatile market. Sub-disciplines: Sustainable Business Models (Sustainable Business Models/ESG Frameworks), Strategic Entrepreneurship, Corporate Governance & Accountability, Supply Chain Resilience, and Circular Economy Practices.

(3) Technology in Management and Business: Empirical research on the role of disruptive technologies, such as generative Artificial Intelligence (AI) and big data analytics, in enhancing the effectiveness of managerial decision-making. The integration of technology into management requires critical evaluation to ensure that automation does not dehumanize the workplace but rather ethically empowers human analytical capabilities. Sub-disciplines: AI & People Analytics in HR, Digital Transformation Leadership, E-Commerce and Digital Consumer Behavior, Business Intelligence, and Corporate Cybersecurity Management.

(4) Organizational Well-being and Behavioral Economics: Research on work-based self-efficacy, motivational drivers, and the emotional or cognitive factors that influence stakeholders’ economic decision-making. This focus area serves as an epistemological bridge between management science and applied psychology, examining how cognitive biases and human emotional structures collectively shape organizational climate and reshape market trends. Sub-disciplines: Behavioral Decision Making, Consumer Psychology, Nudge Theory in Management, Change Management, and Diversity, Equity, and Inclusion (DEI).

(5) Leadership Capacity Building and Ethics: An investigation into trends in executive professional competencies, managerial supervision, and the multifaceted challenges leaders face in upholding commercial ethics during an era of systemic transition. This study specifically seeks to map out how moral accountability can be maintained amid intense pressure toward organizational profit orientation. Sub-disciplines: Ethical Leadership, Corporate Social Responsibility, Mentoring and Executive Coaching, Industrial Conflict Resolution, and Intellectual Capital Development.