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The purpose of this review is to integrate and organize past research findings on affective, normative and continuance occupational commitment (OC) within an integrative framework based on central life span concepts.

The authors identified and systematically analyzed 125 empirical articles (including 138 cases) that examined OC with a content valid measure to the here applied definition of OC. These articles provided information on the relationship between OC and four distinct life span concepts: chronological age, career stages, occupational and other life events, and occupational and other life roles. Furthermore, developmental characteristics of OC in terms of construct stability and malleability were reviewed.

The reviewed literature allowed to draw conclusions about the mentioned life span concepts as antecedents and outcomes of OC. For example, age and tenure is more strongly positively related to continuance OC than to affective and normative OC, nonlinear and moderating influences seem to be relevant in the case of the latter OC types. The authors describe several other findings within the results sections.

OC represents a developmental construct that is influenced by employees’ work- and life-related progress, associated roles, as well as opportunities and demands over their career. Analyzing OC from such a life span perspective provides a new angle on the research topic, explaining inconsistencies in past research and giving recommendation for future studies in terms of dynamic career developmental thinking.

The purpose of this paper is to add a process perspective to the literature on repatriate knowledge transfer (RKT) and to understand how the knowledge transfer process unfolds in the repatriation context. Thus, this qualitative study uses existing knowledge transfer process models to assess their applicability to the context of repatriation and explain the micro-processes during RKT.

To provide a rich understanding of these processes from the repatriate perspective, critical incidents reported by 29 German and US American repatriates were content-analyzed.

The findings are summarized in a proposed RKT process model, which describes the roles and knowledge transfer-related activities of repatriates, recipients and supervisors as well as their interaction during four transfer phases: assessment, initiation, execution and evaluation.

The experiences of repatriates from different geographic areas as well as the perspectives of knowledge recipients and supervisors were not studied but should be included in future research. In addition, future research could test the applicability of the identified micro-processes to different knowledge transfer contexts.

Managers can use the findings to facilitate the RKT process more effectively because the type of organizational support offered can be aligned with the changing needs of repatriates, recipients and supervisors during the four identified phases.

This is the first study that takes a process perspective to understand RKT. The integration of the current findings with the existing literature can enable a more nuanced view on RKT.

The purpose of this paper is to identify organizational support practices that facilitate repatriate knowledge transfer (RKT) in order to overcome the lack of strategic utilization of repatriate knowledge.

In Study 1, 134 repatriates responded to an online questionnaire and evaluated the organizational support that their organizations provided to facilitate RKT. In Study 2, 22 repatriates and human resource managers were interviewed. Interviewees were asked to assess to which extent the use of seven high-performance work practices – selection and staffing, training, career development, job design, performance appraisal, compensation and rewards, and internal communication – before, during, and after international assignments facilitated RKT. They also explained how these practices were implemented in their organizations.

The results of Study 1 showed that organizations primarily provide administrative repatriation support, while more strategic and knowledge transfer-related support is missing. Study 2 indicated that certain support practices are more important for the utilization of repatriate knowledge than others. Knowledge-related debriefing sessions after repatriation and targeted internal communication mechanisms were seen as important enablers of RKT. In contrast, selection and financial rewards were not seen as relevant facilitators of RKT.

Research on RKT reports that organizations still lack the right tools to harvest repatriate knowledge. This study indicates which organizational support practices appear to be most important for the facilitation of RKT, and provides some guidance regarding their implementation.

This paper aims to explore the moderation effect of person-organization fit and perceived career and repatriation support on the relationship between knowledge governance and knowledge transfer intention of repatriates at multinational corporations.

Survey data were collected from 243 repatriates who had been contacted beforehand from MNCs in China. Hierarchical regression, AMOS, and PROCESS tools were used to examine the data.

The results revealed that the repatriate knowledge governance mechanism was positively related to repatriate knowledge transfer intentions. What's more, person-organization fit and perceived career and repatriation support significantly moderate the effect of knowledge governance mechanisms on repatriate knowledge transfer intention.

This is the initial empirical research on the influence of person-organization fit and perceived career and repatriation support on the relationship between knowledge governance and repatriate knowledge transfer; it may help readers understand the complex process and relationships associated with repatriate knowledge transfer, and the results may be useful for repatriate knowledge governance in multinational corporations.

This paper aims to develop a better understanding of intergenerational knowledge transfer (IKT) practices by adopting a context-related and comparative perspective.

A qualitative case study design involving 83 interviews and non-participative observation in German and Quebec organizations has been chosen.

Two distinctive archetypes of IKT emerge from both national contexts: “we-individualizing” (Germany) and “I-connecting” (Quebec), leading to an eightfold taxonomy of IKT practices.

This research is limited to young and senior workers and to high-tech sectors.

Comparative and inductive study of IKT, adaptation of IKT practices to national contexts, retaining younger workers. This inductive and comparative study allows a better adaptation of IKT practices to national contexts and therefore a better retention of younger workers.

Academic research has supported the belief that consumers undertip minority race service workers due to implicit racial biases. However, there has been less focus in examining possible moderating factors. This paper aims to fill this gap by analyzing the role of direct and indirect experience in tipping frontline service workers from a minority background. Given the prominence of customer ratings on digital service platforms and the perception that African Americans are discriminated against, the authors look at the interplay of interaction length (direct experience) and customer ratings (indirect experience) on the relationship between race and tipping.

An expectancy disconfirmation framework was developed and tested with a sample of 360 US participants in an online experiment. The experiment followed a 2 × (race: African-American versus Caucasian) × 2 (direct experience: limited versus extensive) × 3 (indirect experience: absent versus positive versus negative customer rating) design.

The authors found consumers who have extended direct experience (longer service interaction) and no indirect experience (absent customer ratings) tipped African Americans more than Caucasians. Interestingly, this effect is reduced in the presence of indirect experience (customer ratings). Finally, where the consumer lacks direct experience (shorter service interaction) but is exposed to positive indirect experience (positive customer ratings), consumers tip African Americans more.

To the best of the authors’ knowledge, this is the first paper that examines the role of direct and indirect experience in the relationship between race and tipping. Based on the authors’ findings, the authors provide several contributions, including recommendations to reduce inequalities arising from implicit racial bias on digital service platforms.

The purpose of this paper is to give an introduction to the special issue by providing background on the ETHICOMP conference series and a discussion of its role in the academic debate on ethics and computing. It provides the context that influenced the launch of the conference series and highlights its unique features. Finally, it provides an overview of the papers in the special issues.

The paper combines an historical account of ETHICOMP and a review of the existing papers.

ETHICOMP is one of the well-established conference series (alongside IACAP and CEPE) focused on ethical issues of information and computing. Its special features include: multidisciplinary and diversity of contributors and contributions; explicit outreach to professionals whose work is to design, build, deploy and maintain specific computing applications in the world at large; creation of knowledge that is accessible and relevant across fields and disciplines; intention of making a practical difference to development, use and policy of computing principles and artefacts; and creation of an inclusive, supportive and nurturing community across traditional knowledge silos.

The paper is the first one to explicitly define the nature of ETHICOMP which is an important building block in the future development of the conference series and will contribute to the further self-definition of the ETHICOMP community.

This study aims to develop insights on how national culture, gender and field of study can influence the impact of entrepreneurship education toward the development of entrepreneurial intention.

The entrepreneurship education project gathered data from over 18,000 undergraduate student responses, spanning over 70 countries and 400 universities. The sample used in this research examined eight countries with significantly different national cultures, while a quantitative analysis of a sample of n = 5,033 responses was performed. Beyond correlation analysis, a hierarchical multiple regression model is implemented for intention along with moderation analysis.

The statistical analysis reveals robust correlations among several entrepreneurial concepts and national cultural indices. As expected, national culture interweaves with all entrepreneurial concepts and more significantly for students of socially oriented disciplines. Gendera and field of the study appear moderators of causal relationships between entrepreneurial constructs. Exerting a strong influence by culture, entrepreneurial identity appears the most significant explanator of intention. Overall, the emergent pattern suggests entrepreneurship is intentional, but in a socially justified and accepted manner closely related to local cultural norms and institutions.

Implications pertain to research for entrepreneurial intention and to educators and educational bodies concerning their goal setting for entrepreneurial programs and appropriate scheduling of effective pedagogies.

The study exploits a large data set from eight countries (Brazil, Colombia, Germany, Lithuania, Malaysia, Mexico, Spain and USA) which permits systematic quantitative search for the influence of culture on the impact of entrepreneurship education. Cross-national studies of entrepreneurship education and the effect of national culture have been scant in literature – a research gap the study responds to. The inclusion of both developing and developed countries contributes in a novel way to a unique understanding of the influence of culture on entrepreneurial concepts through education.