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This paper aims to identify whether emotional intelligence relates to counterpart outcome satisfaction in negotiation contexts.

A negotiation simulation and a pre‐established measure of emotional intelligence were employed.

In Study 1, multi‐level models revealed that a participant's ability to understand emotion positively predicted his or her counterpart's outcome satisfaction. Study 2 replicates and extends this finding by showing the counterpart's outcome satisfaction, assessment of liking, and desire to negotiate again with the participant.

The mechanisms identifying how participants with high levels of understanding emotion induced their counterparts with positive affect were not examined.

This is the first empirical article to show a relationship between emotional intelligence and counterpart outcome satisfaction in a negotiation context.

This paper aims to identify possible solutions to the current and persistent challenge of attracting and retaining qualified people to work in Canada’s hotel industry. The outlook for the industry is that a critical shortage of skilled workers will continue to exist for at least the next decade.

This paper draws on the perspectives of three academics and three industry practitioners in an effort to identify root causes and possible solutions. Canadian and international literature is reviewed to establish current practices and point to gaps to be filled to meet the market needs. Recommendations are categorized by industry and academic perspectives.

The Canadian hotel industry faces challenges in filling job vacancies and maintaining employees in their roles. It is important for industry and academia to work collaboratively to educate the general public on the rewards and benefits of working in the Canadian hotel industry.

Many concrete strategies are suggested that individual hotel operations and the industry as a whole can implement to improve their human resource management and to entice potential employees to join the sector.

This paper adds value and contributes to the Canadian hotel industry and academia, as it represents current research and thought processes from both the academic community and the Canadian hotel industry.

Organizations spend considerable time and money educating individuals on Six Sigma; however, existing literature does not examine Six Sigma adoption at the individual level or the factors that impact individual Six Sigma adoption. The purpose of this paper is to increase the understanding of individual adoption of Six Sigma tools and methodology.

This paper used a single-site field study in a manufacturing organization to empirically test and refine a theory of the factors impacting Six Sigma adoption at the individual level.

Reaction to training, project management and project infrastructure were found to be significant input factors for individual Six Sigma adoption with an R² of 0.482, which indicates that about 48 per cent of the variation in Six Sigma adoption is explained by the input factors. All of the identified input factors were found to have a positive relationship with individual Six Sigma adoption, as well as positive correlations with each other.

This paper was not a controlled experiment or a longitudinal study, so it is not possible from the results of this research to prove causal relationships, although the literature supports a causal relationship between the input factors and outcome.

The findings of this paper will be useful to practicing organizations which seek to improve individual Six Sigma adoptions, as well as inform future Six Sigma adoption research.

Six Sigma adoption at the organizational level has been well documented in the existing literature. The successful adoption of Six Sigma in an organization is dependent, at least in part, to adoption Six Sigma at the individual level. A review of the existing literature indicates that there has been no research into individual adoption of Six Sigma tools and methodology.

This paper aims to present a literature review to examine the career development outcomes on practicing engineering novices who are being mentored at work, and factors of mentoring that contribute to those career development outcomes.

Through a meta-synthesis, the research premises and findings of 12 articles identified through a systematic search of nine databases were examined and synthesized, to identify the most common career development outcomes and the most influential factors contributing to these outcomes.

The most common contributing factors were found to be job characteristics, career development mentoring support, psychosocial mentoring support and mentoring methods. The most frequent career outcomes were career satisfaction and promotion.

The sample consisted of only 12 articles; however, according to the guidelines of meta-synthesis and Critical Appraisal Skills Program (CASP), the sample size was ideal. Further, articles were all of high or very high quality, and, in all studies, multiple contributing factors were measured to investigate the relationships among those factors and career outcomes. The factors and outcomes can be considered by researchers as study variables in future studies.

Organizations and practitioners can use factors that influence mentoring outcomes and the mentoring outcomes found in this study to develop more effective mentoring programs.

To the authors’ knowledge, this is the first systematic review of prior research regarding mentoring for practicing engineers. This paper allows researchers and practitioners to identify key findings and trends in past works, recognize research gaps and propose future research directions.

Ambidexterity increases an organisation’s capability to successfully navigate dynamic and uncertain environments. While leaders are expected to model flexible learning and practices throughout the organisation, little is known about the leader characteristics and contextual factors that underpin ambidexterity. This study aims to explore whether paradoxical thinking, integrator behaviours and managerial role and level influence the likelihood of leaders exhibiting ambidexterity.

This study relied on a self-report questionnaire completed by 152 managers of a large, public health-care organisation in New Zealand. A k-means cluster analysis of the data was conducted to identify leader ambidexterity clusters, and the hypothesised effects were tested with multinomial logistic regressions.

Health-care managers favoured exploitation and moderate ambidexterity. Higher levels of integrator behaviours (i.e. reflective learning and context responsiveness) were found among leaders who showed high ambidexterity. Context responsiveness was the sole significant predictor distinguishing between high ambidexterity and other ambidexterity profiles. No statistically significant differences in ambidexterity cluster membership were found between clinical and non-clinical roles and across managerial levels.

While our study relied on a cross-sectional self-reported design, the findings underscore the importance of learning behaviours and context responsiveness to ambidexterity. This study discusses avenues for future research and leadership development towards improved organisational learning systems and practices.

To the best of the authors’ knowledge, this study is one of the first to test the contribution of paradoxical thinking and integrator behaviours to health-care leader ambidexterity and to examine differences in ambidexterity profiles across managerial levels and roles. The factor analysis suggests that integrator behaviours represent two distinct constructs: reflective le`arning and context responsiveness.

The purpose of this study was to investigate the personal and contextual factors that influence entrepreneurial intention between two student populations from the United States and Portugal.

The data were obtained through the Entrepreneurship Education Project, a large study that collected over 17,000 responses from students in 70 countries. A subset of this data resulted in 3,008 responses from students in the United States and 1,026 respondents in Portugal. The model predicted that entrepreneurial intention would be influenced by entrepreneurial capital and entrepreneurial self-efficacy (ESE), and that the model results would be stronger in the US than in Portugal.

The main effect hypotheses were supported while moderating effect hypotheses were not, although post hoc analysis revealed some interesting culturally relevant anecdotes.

This study contributes to the generalizability of previously established antecedents of entrepreneurial intention to two highly different cultural contexts – the United States and individuals from Portugal. The cross-sectional, correlational nature of the survey limits the findings to one point in time.

Findings suggest that having the opportunity to start a business as part of entrepreneurship education may provide useful in not only enhancing ESE but also in entrepreneurial intentions. Programs might consider including starting a business, either a new venture, or as part of a corporate program as part of the degree requirement. It may be that starting a business will provide critical experience students need to choose entrepreneurship as a career.

This research explored the similarities and differences in characteristics between students from a highly individualistic nation with low uncertainty avoidance (United States) and one that is more collectivist and less uncertainty avoidant (Portugal). Findings highlight the importance of entrepreneurial capital, ESE and the role that culture plays in students' entrepreneurial intentions.

The purpose of this paper is to report a study of how research literature addresses researchers' attitudes toward data repository use. In particular, the authors are interested in how the term data sharing is defined, how data repository use is reported and whether there is need for greater clarity and specificity of terminology.

To study how the literature addresses researcher data repository use, relevant studies were identified by searching Library Information Science and Technology Abstracts, Library and Information Science Source, Thomas Reuters' Web of Science Core Collection and Scopus. A total of 62 studies were identified for inclusion in this meta-evaluation.

The study shows a need for greater clarity and consistency in the use of the term data sharing in future studies to better understand the phenomenon and allow for cross-study comparisons. Furthermore, most studies did not address data repository use specifically. In most analyzed studies, it was not possible to segregate results relating to sharing via public data repositories from other types of sharing. When sharing in public repositories was mentioned, the prevalence of repository use varied significantly.

Researchers' data sharing is of great interest to library and information science research and practice to inform academic libraries that are implementing data services to support these researchers. This study explores how the literature approaches this issue, especially the use of data repositories, the use of which is strongly encouraged. This paper identifies the potential for additional study focused on this area.

This paper aims to examine the relationship among guests’ lodging recovery experience, work-related rumination, guest satisfaction and well-being, within the context of hotels and bed and breakfasts (B&Bs).

The sample included 823 Taiwanese full-time workers. The proposed relationships were tested using partial least square structural equation modeling, and the moderating effects of accommodation types were tested using multi-group analysis.

The research findings indicate that staying at a hotel or B&B provides a respite from work and reduces negative, repetitive thoughts about work issues (work-related rumination). These recovery effects then contribute to customer satisfaction and hedonic and eudaimonic well-being.

The findings indicate that practitioners need to develop products that could reduce customers’ negative emotional attachments to work and enhance the well-being of customers in a stressful society, which could ultimately contribute to promoting the public health of full-time workers.

To the best of the authors’ knowledge, this study is the first to examine the stress-recovery aspect of lodging experiences and their impacts on customer satisfaction and well-being. Further insights are demonstrated with the inclusion of work-related rumination.

In the past decades, there has been much research into ways organizations can become high-performing. Research into ways organizations can stay high-performing, especially in challenging times, is much less prevalent. The purpose of this study is to look at ways that high-performance organizations (HPOs) use in practice to stay high-performing.

The approach of this study consisted of a qualitative matching of the theoretical ways organizations can foster organizational grit – strengthen stamina and resilience of employees to keep achieving results and to persevere in the face of setbacks – with the empirical ways three case organizations in practice used to stay high-performing.

The literature review yielded 9 ways to foster organizational grit, while the empirical research provided 12 ways HPOs used to stay high-performing. What the literature highlighted was matched in such a way that these practical ways to stay high-performing can be understood as solutions/alternatives with which to foster grit in the organization in a practical manner.

HPOs are quite rare and being able to follow them closely for a prolonged period of time is even more unique. Therefore, this study can be seen as adding a unique piece to the puzzle of how to stay HPO and how organizational grit can be fostered and strengthened.

Burnout has been linked to a myriad of negative organizational and individual health outcomes which threaten employee and organizational well-being. This study examines how unique features of diversity and inclusion (D&I) work are related to burnout.

Participants were recruited using network and convenience sampling strategies. A total of 64 full-time employees whose primary responsibility is to implement the D&I strategy for their organization provided useable data for analysis. Participants completed measures of burnout, role ambiguity, role conflict, subjective experiences of tokenism, and top management support. Measures were administered online via Qualtrics.

Results suggest lack of clear job duties, conflicting job demands, lack of top management support, and experiences of tokenism are associated with D&I professionals' experiences of burnout. The current study, however, indicates that while D&I professional experience higher levels of exhaustion than other professionals, they also experience greater professional efficacy, which suggests D&I roles are both challenging and rewarding.

Results suggest organizational leaders may mitigate employee burnout by providing clear support to and role definitions for D&I professionals.

This study is the first to explore burnout experiences among D&I professionals. Additionally, this study examines how burnout experiences are associated with role dysfunctions, top management support, and subjective experiences of tokenism.