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This study aims to analyze the current state of entrepreneurship research in Latin America based on data from the Global University Entrepreneurial Spirit Student’s Survey (GUESSS) project, to map its usage in publications in this context.

The Preferred Reporting Items for Systematic Review and Meta-analyses (PRISMA) protocol was employed for the systematic literature review. A total of 23 empirical studies published from 2015 to 2023 were included. Furthermore, it suggests directions for future research by utilizing the structuring of theories, contexts and methodologies (TCM) identified in the analyzed articles.

Factors related to individuals, the university environment and the family influence the outcomes; the theory of planned behavior (TPB) was the most commonly employed. Additionally, there is a gap in comparative approaches between countries.

This study identifies a gap in research using GUESSS data specific to Latin America, suggesting the need for further exploration of these data. By integrating the PRISMA protocol with the TCM framework, the study provides structured analyses and syntheses that reduce knowledge fragmentation.

This study discusses the factors influencing entrepreneurship among Latin American university students, providing insights for policymakers, managers and educational institutions.

The current state of results in studies using GUESSS data from several Latin American countries is presented.

Este estudio analiza el estado actual de la investigación sobre emprendimiento en América Latina basado en los datos del proyecto GUESSS, con el fin de mapear su uso en publicaciones en este contexto.

Se utilizó el protocolo Preferred Reporting PRISMA para realizar una revisión sistemática de la literatura, que incluyó 23 estudios empíricos publicados entre 2015 y 2023. Además, se sugieren orientaciones para futuras investigaciones, utilizando la estructuración de Teorías, Contextos y Metodologías (TCM) identificados en los artículos analizados.

Los factores relacionados con los individuos, el entorno universitario y familiar influyen en los resultados; la Teoría del Comportamiento Planeado (TCP) fue la más utilizada. Además, existe una brecha en los enfoques comparativos entre países.

Este estudio identifica una brecha en la investigación con datos específicos de América Latina de la base GUESSS, sugiriendo la necesidad de explorar más estos datos. Al integrar el protocolo PRISMA con el marco TCM, el estudio presenta análisis estructurados y síntesis que reducen la fragmentación del conocimiento.

Se presenta el estado actual de los resultados en estudios que utilizan datos del GUESSS de varios países de América Latina.

Este estudio analiza los factores que influyen en el emprendimiento entre los estudiantes universitarios latinoamericanos, ofreciendo ideas para formuladores de políticas públicas, gerentes e instituciones educativas.

This study uses a job-demand resource perspective to test a conceptual model in which psychological contract breach has a negative relation with job performance (adaptivity and proficiency) through perceived job insecurity. Further, it has also been proposed that higher levels of role conflict will strengthen the impact of psychological contract breaches on job performance through job insecurity.

Two-wave data were collected from 449 working adults from the retail sector with managerial occupations in Chile. The moderated mediation models were tested through SPSS macro (developed by Preacher and Hayes, 2004).

The findings supported the hypotheses; first, psychological contract breach negatively influences job performance through job insecurity; and second, role conflict moderates the indirect relationship in a way that lower levels of role conflict buffer the relationship between psychological contract breach and job performance through job insecurity (versus higher levels of role conflict).

This study has practical and theoretical implications. On the one hand, it establishes how and when psychological contract breaches might harm individual job performance. On the other hand, it can be a guide to managers and employees who can find evidence about how harmful a breach of employees’ psychological contract can be.

In this study, we propose a model for analysing the association between total quality management (TQM) and exhaustion, which considers work overload as a mediation variable and investigates perceptions of managerial support as a moderating condition. Through the job demands–resources model, the study sheds light on the dilemma about the negative implications of TQM for employees.

The proposed model of relationships is analysed using matched employee–organisation survey data from two R&D-intensive sectors in Spain. Structural equation models are employed to examine the proposed relationships.

Only perceptions of hard TQM trigger a health-impairment process which increases work overload and exhaustion, whereas soft TQM decreases exhaustion and does not have negative consequences for employee well-being. We also find that managerial support can alleviate the consequences of hard TQM on exhaustion due to work overload.

Previous research has mainly assumed that TQM is welcomed by employees. With the aim of warning of the potential negative consequences of TQM on employees, this paper goes beyond previous contributions by analysing how hard and soft TQM may have different consequences on employees’ exhaustion and how managerial support may mitigate the negative repercussions.

The recent workplace dynamics era allowed many organizations to adopt the hybrid working model. However, despite the growing relevance of telework for diverse outcomes, few studies have explored hybrid work. Therefore, this research was based on the role theory and the job demands-resources model to develop a conceptual model arguing that hybrid work may potentially influence employees’ life harmony and mental health through decreases in work–family conflict. Moreover, answering the call for more studies on the role of families with pets regarding work-life boundaries, it is also proposed that hybrid work may potentially influence employees’ harmony and mental health through decreases in work–[pet]family conflict.

To achieve this objective, two studies were conducted. The first was a two-wave study carried out in 2023, involving 376 hybrid workers who completed two online surveys. The second study, also two-wave, was conducted in 2024 and included 479 working adults who participated in the research through online data collection.

The findings of the first study showed that individuals working in a hybrid model tended to experience less work–family conflict, consequently increasing their harmony and mental health. The second study also evidenced that those working in a hybrid modality had higher levels of harmony in life and mental health due to decreases in their work–[pet]family conflict.

The results highlight the importance of this working modality for employees’ mental health and well-being. Plus, it also opens future venues for research regarding work–[pet]family conflict, as it appears to be a relevant construct for modern families and younger generations of working adults.

This study aims to explore the role of socially responsible human resource management (SRHRM) as a key driver of employee voice behaviour. The hypotheses included that these human resources management (HRM) practices strengthen employees’ motivation to voice their opinions by increasing their work engagement (WE), thereby encouraging them to share their ideas and concerns about their organization more actively. The hypotheses also proposed that this effect is especially pronounced when employees experience a heightened sense of psychological safety.

A survey-based correlational study was conducted with a sample of 289 participants to analyse the proposed relationships between the selected variables.

The results indicate that SRHRM and WE are significantly associated with both promotive and prohibitive voice behaviour among employees. In addition, the moderated mediation model revealed that employees who perceive their organization as adopting SRHRM practices display higher levels of WE, which in turn increases these individuals’ likelihood of engaging in both types of voice behaviour. This relationship is particularly strong for promotive voice when employees experience high levels of organizational psychological safety.

The findings are limited by the cross-sectional research design, which restricts causal inference.

By adopting people-centred HRM practices, organizations can foster psychologically safe environments that enhance employees’ willingness to engage in behaviour beneficial to their organization, such as WE and voice behaviours.

The results highlight the critical role of SRHRM and offer evidence-based insights into how interventions can foster positive employee behaviours and attitudes, including WE and voice behaviour.

Although (tele)work is increasingly being adopted and employees’ behavior is recognized to be key for organizational outcomes (e.g. performance), the current literature on counterproductive work behaviors (CWB) in telework settings is fragmented, and a valid measurement instrument is lacking. This study aims to address this gap and starts by presenting a review of the current literature on counterproductive work behavior in flexible work arrangements (i.e. telework). Based on this study, eight categories of work behavior that appear to be frequent under telework settings were identified.

Next, four studies aimed at developing and validating a measurement instrument that captures employee counterproductive work behavior when teleworking: the counterproductive [tele]work behavior scale (CTwBS).

In Study 1, the CTwBS was created, and in Study 2, its factorial validity was examined (N = 350). In Study 3, using a sample of teleworkers (N = 289), the convergent and discriminant validity of the CTwBS was tested using self-ratings of (positive and negative) affect, attitudes toward telework and frequency of CWB in general. In Study 4, a daily-diary study across five workdays (N = 232 × 5 = 1,160) examined the criterion validity of the CTwBS.

The results indicated that the CTwBS is a valid and reliable instrument for capturing employee counterproductive work behavior in telework settings. Theoretical and practical implications are discussed.

To the best of the authors’ knowledge, CTwBS is the first measure aimed at assessing counterproductive work behavior in telework settings.

This study aims to perform a detailed bibliometric analysis of digital payment adoption and map the trends and growth in this field by examining seminal works, conceptual foundations and intellectual networks.

The Scientific Procedures and Rationales for Systematic Literature Reviews (SPAR-4-SLR) technique was applied to retrieve 1,016 journal articles from Scopus and Web of Science (2003–2023). Diverse performance analyses and science mapping methods were performed using the Biblioshiny package in R to gain a comprehensive understanding of the field’s knowledge base.

The findings reveal a significant increase in scholarly interest, marked by a surge in publications and citations in recent years. Co-citation and factorial analysis identified distinct research clusters, delineating core themes and suggesting future research avenues relevant to theoretical exploration in digital payment technologies.

This study is a groundbreaking effort to explore the adoption of digital payment through bibliometric analysis. It uniquely addresses key domains for science mapping, including intellectual and conceptual structures. These innovative findings provide valuable insights for future practitioners, academics and aspiring researchers in the field.