This research reviews the current literature on the impact of Artificial Intelligence (AI) in the operation of autonomous Unmanned Aerial Vehicles (UAVs). This paper examines three key aspects in developing the future of Unmanned Aircraft Systems (UAS) and UAV operations: (i) design, (ii) human factors, and (iii) operation process. The use of widely accepted frameworks such as the "Human Factors Analysis and Classification System (HFACS)" and "Observe– Orient–Decide–Act (OODA)" loops are discussed. The comprehensive review of this research found that as autonomy increases, operator cognitive workload decreases and situation awareness improves, but also found a corresponding decline in operator vigilance and an increase in trust in the AI system. These results provide valuable insights and opportunities for improving the safety and efficiency of autonomous UAVs in the future and suggest the need to include human factors in the development process.
Vast empirical evidence underscores that exporting firms are more productive than non-exporters. As governments accordingly pursue export-promoting policies we are interested in the firmness of these conclusions with respect to African small and medium sized enterprises (SMEs) and the influence of the destination of export trade. Using a micro-panel dataset from five African countries we confirm the self-selection. We apply propensity scores to match exporters and use a difference-in-difference methodology to test if African SMEs experience productivity gains because of export participation. Results indicate that African firms significantly learn-by-exporting. Manufacturers obtain significant performance improvements due to internationalization although this effect is moderated by export destination. Firms that export outside Africa become more capital intensive and at the same time hire more workers. In contrast we find evidence that exporters within the African region significantly downsize in capital intensity. Results regarding skill-bias of internationally active firms are mixed, where exporters within the region expand in size and hire more relatively unskilled workers.
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Attracting the best candidates online for job vacancies has become a challenging task for companies. One thing that could influence the attractiveness of organisations for employees is their reputation that is an essential component of marketing research and plays a crucial role in customer and employee acquisition and retention. Prior research has shown the importance for companies to improve their corporate reputation (CR) for its effect on attracting the best candidates for job vacancies. Company ratings and vacancy advertisements are nowadays a massive, rich valued, online data source for forming opinions regarding corporations. This study focuses on the effect of CR cues that are present in the description of online vacancies on vacancy attractiveness. Our findings show that departments that are responsible for writing vacancy descriptions are recommended to include the CR themes citizenship, leadership, innovation, and governance and to exclude performance. This will increase vacancies’ attractiveness which helps prevent labour shortage.