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Purpose: Drawing upon the conservation of resources (COR) theory, the purpose of this chapter is to investigate the influence of supervisor family support (SFS) on job performance of employees through work and family demand, work-family conflict (WFC), work-life balance (WLB), job satisfaction, life satisfaction, and organizational commitment. In doing so, this chapter aims to respond to the limited existing research on WLB in the Australian financial industry, despite its substantial contribution to the economy. Study Design/Methodology/Approach: The study uses an online panel which recruits participants at different levels of financial organizations in Australia. The data comprise 305 employees to test a model with structural equation modeling. Findings: Results demonstrate that SFS relates positively to WLB and inversely to perceived family demand, WFC, and family-work conflict, with no significant link to perceived work demand. Findings show further that WLB associates positively with employee attitudes (e.g., job satisfaction, life satisfaction, organizational commitment). Results also demonstrate positive relations between employee attitudes and job performance. Finally, results show a significant positive relationship between WLB and job performance. Research Limitations/Implications: The survey data were collected from a single source (the financial industry) and from Sydney; therefore, the conclusions may carry less weight than those triangulated from multiple sources and across Australia. The variables were self-reported, which may leave the data subject to some response biases. Consistent with the past research, steps were taken to reduce single-source bias. Practical Implications: The results demonstrate that SFS is important in determining employee job performance in financial industry. It also highlights the role of work and family demand, WFC, WLB, and job attitudes. Originality/Value: The study would guide employers, employees, and managers involved in the financial industry to implement policies which may aim to augment job performance and promote balance between work, home, and life.

The field of Human Resource Management (HRM) has long recognized the importance of interpersonal influence for employee and organizational effectiveness. HRM research and practice have focused primarily on individuals’ characteristics and behaviors as a means to understand “who” is influential in organizations, with substantially less attention paid to social networks. To reinvigorate a focus on network structures to explain interpersonal influence, the authors present a comprehensive account of how network structures enable and constrain influence within organizations. The authors begin by describing how power and status, two key determinants of individual influence in organizations, operate through different mechanisms, and delineate a range of network positions that yield power, reflect status, and/or capture realized influence. Then, the authors extend initial structural views of influence beyond the positions of individuals to consider how network structures within and between groups – capturing group social capital and/or shared leadership – enable and constrain groups’ ability to influence group members, other groups, and the broader organizational system. The authors also discuss how HRM may leverage these insights to facilitate interpersonal influence in ways that support individual, group, and organizational effectiveness.

Organizational behavior scholars have long recognized the importance of a variety of emotion-related phenomena in everyday work life. Indeed, after three decades, the span of research on emotions in the workplace encompasses a wide variety of affective variables such as emotional climate, emotional labor, emotion regulation, positive and negative affect, empathy, and more recently, specific emotions. Emotions operate in complex ways across multiple levels of analysis (i.e., within-person, between-person, interpersonal, group, and organizational) to exert influence on work behavior and outcomes, but their linkages to human resource management (HRM) policies and practices have not always been explicit or well understood. This chapter offers a review and integration of the bourgeoning research on discrete positive and negative emotions, offering insights about why these emotions are relevant to HRM policies and practices. We review some of the dominant theories that have emerged out of functionalist perspectives on emotions, connecting these to a strategic HRM framework. We then define and describe four discrete positive and negative emotions (fear, pride, guilt, and interest) highlighting how they relate to five HRM practices: (1) selection, (2) training/learning, (3) performance management, (4) incentives/rewards, and (5) employee voice. Following this, we discuss the emotion perception and regulation implications of these and other discrete emotions for leaders and HRM managers. We conclude with some challenges associated with understanding discrete emotions in organizations as well as some opportunities and future directions for improving our appreciation and understanding of the role of discrete emotional experiences in HRM.

Using bibliometric techniques, the author analyzes a dataset of 276 articles on cross-border mergers and acquisitions (CBMAs) published in 13 management and international business journals. The author assesses the scientific impact and visualizes the intellectual landscape of research on CBMAs by analyzing publication and citation data and interconnections between publications. First, the author assesses annual publication trends and identifies highly cited articles and productive journals in the dataset that have significantly contributed to our understanding of CBMAs. Second, the author identifies main themes in recent research on CBMAs by focusing on frequently used keywords in publications. Third, the author identifies clusters of related research and explores their interrelationships to outline emerging trends, new perspectives, and directions for future research on CBMAs. Overall, this chapter contributes to the understanding of CBMAs by documenting the progress made to date and providing important insights for future research.

INDUSTRIAL research covers a wide spectrum of research activity, from fundamental research through applied research to development work. Fundamental research in industry is the counterpart of pure research elsewhere: it is the search for new knowledge in scientific fields which are relevant to an organization's short‐ or long‐term objectives. In fundamental research one cannot predict beforehand what each project will achieve and relate this to the organization's objectives. The research workers should choose individual projects within a particular field on their scientific merits. The effectiveness of fundamental research depends on selecting the fields in which to carry it out and on the ability of the research workers to make discoveries. Fundamental research in industry aims to provide a flow of discoveries and new ideas that may, after applied research and development, produce technology that the organization can exploit to promote its objectives.

Improving the competence of frontline services to support people who challenge has long been recognised as a key service objective. Exactly how this objective should be achieved has been unclear, however. This article describes how web‐based e‐learning technology is being used to achieve widespread dissemination of knowledge and skill about positive behavioural support. The drivers for this development are described, together with an account of the historical development of the programme. The advantages of using this medium are outlined, and the benefits of a whole‐organisation approach to learning are identified.

This chapter provides “viewpoints” on the education of learners with extensive and pervasive support needs. That is, students who require the most support to learn, often categorized as having intellectual disability, multiple disabilities, autism spectrum disorder, or related disabilities. The lenses through which we provide these viewpoints are historical and future-oriented; we begin with historic perspectives on the education of students with extensive and pervasive support needs, and then provide 21st century viewpoints for these learners. We interpret the notion of viewpoints in two ways: first, consistent with a viewpoint as indicating an examination of objects (in this case, practices and interventions) from a distance so as to be able to compare and judge; and, second, viewpoint as indicating our perspective on said interventions and practice.

People with learning disabilities who present challenging behaviour are particularly vulnerable to physical abuse. It is argued that training in physical intervention could well be a critical variable in determining whether this abuse takes place. Recommendations designed to minimise the risks associated with physical intervention training are made.

This chapter challenges middle-class bias in work-life literature by examining work-life balance dynamics through a social class perspective. It reveals class-based disparities in physical, temporal, and psychological outcomes, including the role of economic capital in work-life balance and the challenges encountered by the socially mobile in achieving psychological balance. It emphasizes the need to acknowledge social class implications for work-life balance and urges organizations to address class-based inconsistencies and inequalities in their practices.

Bases itself on the premise that the categorisation of people who may adopt innovations is not the sole answer to the length of time taken for diffusion of innovations, but that a major factor is the characteristic of the innovations as perceived by adopters or non‐adopters. Says that marketers have an interest in decreasing the time taken for an innovation to diffuse throughout an industry by changing people from one category into another which is more progressive in outlook. States that two main industries were chosen to be used in this study – the flour milling industry and, to a lesser degree, the malting and dairying industries. Decided that the relationships between the time taken for innovations to diffuse throughout industry, and the characteristics of the innovations as perceived by technologists responsible for their introduction. Lays out the research method in detail and discusses this. Sums up that the research illustrates a method of studying the perceived characteristics technological innovation and shows a strong relationship between innovations and time taken.

Work–family balance is important for working parents, their children, and their family functioning. However, little research has considered how one’s sense of work–family balance may influence parenting behavior. The purpose of this study is to investigate whether perceived work–family balance of fathers of infants predicts engagement behaviors and whether stress mediates this relationship. The sample (n = 64) completed a phone survey, and data analysis consisted of linear regression tests and path analysis models for mediation. Perceived work–family balance did not significantly predict overall father engagement, but did predict fathers telling stories to their infant more often (B = 0.91, t(55) = 2.22, p < 0.05) and dressing their infant more often (B = 0.70, t(55) = 2.05, p < 0.05). Although perceived work–family balance was found to have a significant negative effect on father stress (r = –0.48, p < 0.001), stress did not mediate the relationship between perceived work–family balance and the two engagement behaviors. Greater perceived work–family balance may encourage engagement in behaviors above and beyond the stereotypical fathering behaviors (e.g., playing) and basic caregiving behaviors (e.g., changing diapers). Limitations include a small sample size, cross-sectional nature of the data, and self-report measures. It is recommended future studies use longitudinal designs, larger samples that differ in family type, and include mothers. This study provides preliminary evidence that one’s perceived work–family balance may influence parenting behaviors; thus, workplace policies that increase work–family balance, through greater job flexibility, for example, could promote positive family outcomes and reduce stress.

Rapid development of IT and communication technologies resulted in the “Smart” concept, which of late has become quite popular. The smart concept signifies the integration of organizational networks and smart features that enrich the ecosystem, facilitate daily activities for all stakeholders, and for automatization. Smart concept was discussed as a complicated technological infrastructure in urban areas intended to promote economic, social and environmental welfare. The latest technological developments gave rise to the concepts of smart planet, smart city and smart destination that have become important in recent years. Technological innovations have had a big influence on the development of the tourism industry. Smart concept is conceptualized as smart tourism for tourism sector. Smart Tourism generally has a positive effect on the rapid change of information and technology and on the tourism sector, tourism activities and increase in customer satisfaction. In this chapter, the concept of Smart and its smart technologies are explained and information about its reflections on the tourism sector and smart tourism destinations are discussed.

Claims that people with autism spectrum disorders (ASD) are overrepresented in offending populations and are more likely to commit crimes than others are explored in this review. Evidence to date makes these claims difficult to substantiate, although methodological difficulties make this area particularly challenging. ASD does not appear to account for a large number of crimes in society, though certain characteristics may render those on the spectrum vulnerable to offending. Comorbid psychiatric conditions such as depression and psychosis, when present in a person that additionally has ASD, are important risk factors. Once in the criminal justice system, people with ASD are often misunderstood and open to bullying. Very little is known about what treatment programmes are effective for offenders in this population. This review summarises some of the important studies in this field.

LONG before man learnt to make fire by the friction of wood, he experienced the burden of friction in dragging home his kill. Perhaps it is not too fanciful to suppose that the torn sides of his beast gave the first solid lubricant. Blood and mutton fat were seriously recommended as lubricants for church bell trunnions as recently as the 17th century. Indoed we still reckon fatty acids the best of all boundary lubricants. The range of man's activities has increased enormously in the present century, and particularly in the last few decades. Men have circled the earth in space; a space ship is on its way to examine another planet; terrestrial man is boring to the bottom of the earth's crust; others have descended to the depths of the ocean, and oven established a home on the floor of the Mediterranean, Speeds have increased by factors of thousands, temperatures range from near absolute zero to thousands of degrees; and a new environment of high‐intensity nuclear radiation has been created. Still, objects must move over and along each other in these exotic conditions; and to a large extent solid lubricants can provide the answer to the frictional problems.

This article summarises the historical development of positive behavioural support. The main features of this approach are described, and the evidence for its effectiveness outlined. Despite clear empirical support for its use, relatively few people with learning disabilities and challenging behaviour appear to have access to this form of therapeutic intervention. Reasons for this are discussed, along with recommendations for future development.

In this chapter, we review empirical research evidence regarding coping and work–family conflict. Limitations and gaps associated with the existing literature are discussed. Of special note is the finding that there is little systematic research that examines the process of coping with work–family conflict. Building on the general stress and coping literature, we present a theoretical model that is specifically focused on the process of coping with work–family conflict, and highlight presumed personal and situational antecedents. Finally, the chapter concludes with an agenda for future research.

Compilation of numeric data has been of interest to mankind since ancient times. Collections of astronomic observations permitted the production of systematic calendars for great nations like the Mayans, Egyptians, Babylonians and Jews. Extensive sets of data were available to early navigators and pioneer physicists of medieval times. A well known example of data compilation was the celebrated Alfonsine Tables. The tables were completed in 1252 under the direction of Isaac ben Said and Yehuda ben Moshe Cohen during the rule of Alfonso X. of Castile. For three hundred years this was considered to be the best planetary data collection. Another famous astronomical data compilation was Caroline Herschel's Catalogue of Stars published in 1798. In the last decade there has been an increased need for precise information by government agencies, private industries, the business world and academic institutions. The continuing acknowledgement of the need for quantitative data contributed to the quick development and marketing of many databases that contain numerical and other factual information.

Precarity is a condition that exists when there is little predictability or security with respect to people’s material well-being or psychological welfare. It is a condition that often increases during times of economic uncertainty. But there can be a paradox associated with precarity: the sense of doom can become worse even as objective conditions improve.

Using data from the 2006–2012 American National Election Surveys and other sources, this chapter examines precarity and economic insecurity in the United States before and during the Obama era. It provides an overview of patterns that undergird the sense of insecurity by presenting trends in economic well-being before, during, and after the Great Recession.

The results show that supporters of President Obama were more optimistic about the future. Those who voted for Bush, despite precarity is a racialized, politicized, and partisan condition. It is not simply based on objective conditions. Precarity has far-reaching social effects.

Current perceptions of insecurity are complex and cannot be traced to a single source such as precarity at work. The problem of economic insecurity provides some formidable challenges to policymakers concerned with reducing the waste of human capabilities. Ultimately, the only true solution for precarity is sustained, vigorous economic growth with fairness for all, but how to get there and to get people to believe that such growth is real and sustainable remain a challenge.

CISV (formerly Children’s International Summer Villages) is an international charity established in Cincinnati, USA, in 1950. It offers non-formal educational programmes for children and young people from 11 years. In its intercultural programmes English is used as Lingua Franca while space and opportunities are created for participants to use their first languages. A primary aim of the organisation is to promote intercultural friendship and understanding. This chapter has dual aims. Firstly, it provides a review of the impact of intercultural learning in CISV and its unique multilingual practice on development of friendship and Intercultural Communicative Competence (ICC) among children and youth. Secondly, it investigates the methodological issues in evaluating the development and changes in ICC, specifically, the under-reported problem of ‘inflated’ perceptions with regard to self-assessment questionnaires.

Existing research evidence corroborates the positive and long-term impact of CISV experience on participants’ social development (including friendship), cultural awareness, challenges are also identified. For example, how can programme and activity organisers encourage equitable and active participation when participants’ language proficiency in the shared language is varied? How do we explain the regression in self-assessment of ICC? In this chapter, we compare three different ways of measuring changes and propose a purposely designed predictive and reflective questionnaire (PaRQ). Open questions (‘narrative spaces’) in these questionnaires provide the opportunity for participants to comment on their own perceptions of learning and friendship development.

CISV differs from many other intercultural education organisations in that it offers opportunity for relatively young children, promotes learning and development in a multicultural environment and adopts a language practice that combines English as Lingua Franca (ELF) and a multilingual outlook. Understanding its successes and areas for improvement provides some insight into friendship development in multilingual and intercultural settings.

Black women have traditionally occupied a unique position in the American economic structure – at the very bottom. The year 1920 is a unique historical moment to examine how this came to be. Economic prosperity immediately following World War I, the first wave of Black migration, and accelerating industrialization created occupational opportunities that could have enabled Black women to escape working poverty, as the majority of Black men did, but they were actively constrained. Historical narratives have extensively described Black women’s occupational restriction across regions to dirty work, such as domestic service, but not often in conjunction with a comparison to the expanding opportunities of Black men and White women. While intersectionality studies have honed in on the unique place of Black women, little attention has been devoted to this from a historical vantage point. This chapter examines the role that race, gender, and place played in shaping the experience of working poverty and integrates a consideration of queuing theory and Black population size to examine how variations might shape racial outcomes in the labor market in 1920.

The legalization of same-sex marriage changed the parenting landscape for LGBTQ parents in a variety of ways. Parenthood is presumably different now that same-sex marriage is officially legal. Experiences among LGBTQ couples in the post-legalization of same-sex marriage era raise questions about the context of growing recognition and cultural acceptance of same-sex relationships. I conducted in-depth interviews with LGBTQ parents to learn how they navigate parenting and the construction of parenting roles in the context of a society that has legalized same-sex marriage, yet still is rooted in heteronormative notions of family and parenthood. Specifically, I ask: How do LGBTQ couples construct and make sense of their roles as parents, particularly within the contemporary context of the legalization of same-sex marriage? Understanding the contexts that shape LGBTQ parents’ experiences aids in not only understanding the lives of LGBTQ parents and their families better, but also developing a deeper understanding of contemporary parenting identities and experiences more broadly.

The purpose of this chapter was to examine the implementation of a flexible work initiative that attempted to challenge two institutionalized precepts of contemporary white-collar workplaces: the gendered ideal worker norm, with its expectation of the primacy of paid work over family and personal life, and the assumption of managerial control over employees’ schedules and work location.

Using ethnographic and interview data, how the Results Only Work Environment (ROWE) was experienced by employees in four different teams within the Best Buy, Co., Inc. corporate headquarters was explored.

Comparing more and less successful implementation across teams, results suggested that collective institutional work is required for the emergence of new norms, expectations, and legitimated practices. Findings indicated that managers’ task-specific knowledge – their deep experience with the tasks that the team is charged with completing – is a structural condition that facilitates managers’ trust in employees and encourages team experimentation with new practices.

Data for this study was limited to one organization and four teams. Future research should include similar organizational change efforts in other organizations and in larger teams.

These findings may promote a better understanding, among researchers and practitioners, of the importance of manager knowledge and background and how this appears to be key to achieving institutional change.

This research is an example of an innovative approach to workplace flexibility and applies an institutional theory lens to investigate variation in the implementation of organizational change.

The purpose of this paper is to explore the factors that influence perceptions of work-life balance among owners of copreneurial firms. Research on work-life balance in the context of family firms has focussed on the effects that perceptions of balance can have on the emotional well-being of business owners and performance of the firm. Less attention has been given to understanding the factors affecting an owner's perceptions of work-life balance. This paper not only explores the antecedents of perceptions of work-life balance but does so with copreneurs, or couples who own and manage a firm.

Data for this study were collected using surveys. In all, 210 copreneurs with businesses in nearly 20 industries answered questions about their perceptions of work-life balance, work-life conflict (WLC), life-work conflict, communication practices, characteristics of their jobs, and spousal support.

WLC was negatively related to perceptions of work-life balance. Job involvement, flexibility at work, and permeability of communication were significantly related to perceptions of WLC. Interestingly spousal support did not affect individual perceptions of life-work balance, but had a direct influence on perceptions of work-life balance.

The sample was not randomly selected, and participants were surveyed at only one point in time. Notwithstanding these limitations, the findings have implications for advancing research and theory in the areas of family business, work-life issues, and communication. While the paper focus on copreneurial firms, the findings may have implications for family firms and co-founded ventures.

The potential benefits of copreneurs’ increased awareness of these findings (from readings or through coaching) are important given prior research demonstrating that family to work conflict and work to family conflict affect the emotional well-being of family business owners, their satisfaction with work, and firm performance.

This project offers two important contributions to research in family firms. First, it focusses on copreneurial firms as a unique type of family firm which has the potential to shed light on the differences between family firms. Second, results from this study provide a picture of the predictors of work-life balance for couples who are firm owners.

The demands of balancing work and family roles are associated with stress experiences. Stress increases if work impinges too far on what is required from one’s family while a balance between these demands tends to decreases stress. The purpose of this paper is to investigate resiliencefor the extent to which it can predict both work-family conflict (WFC) and balance (WFB). Moreover, cortisol levels will be used as a physiological indicator of stress.

Totally, 35 employed parents with children up to the age of six took part in the study. Salivary cortisol was collected three times a day.

Results show that cortisol levels are related to internal as well as external WFCs while WFB is not significantly linked with cortisol. Resilience has a beneficial influence on the mean cortisol level. Moreover, resilience is also advantageous for the work-family interplay, especially WFB.

The study concludes with suggestions for further research and advises that organizational and individual health promoting activities should seek to implement WFB as well as resilience strategies.

For the first time, the aim is to assess whether work-family interplay and resilience are associated with an objective biomarker of stress, namely cortisol.

The aim of this study was to provide a pilot evaluation of novel, brief formulation development workshops with direct care staff supporting people with intellectual disabilities who display significant psychosocial difficulties. A series of workshops were designed and delivered to a staff team supporting an individual who had been referred to specialist intellectual disabilities health services. The workshops used a psychosocial framework to facilitate development with care staff of a case formulation for the individual they were supporting. Following the workshops, there were decreases in problematic behaviours displayed by the individual and in the staff team's perception of the severity of these behaviours. The staff team felt that the workshops had had a beneficial impact on their practice. The pilot indicated that the workshops were feasible, positively received and associated with changes in the psychosocial difficulties displayed by the individuals staff were supporting.

Although mental health problems increase markedly during adolescent years, therapists often find it difficult to engage with adolescents. The majority of disturbed adolescents do not receive professional mental health care and of those who do fewer still will fully engage with the therapeutic process (Offer et al. 1991; US Surgeon General 1999). Personal Investigator (PI) is a 3D computer game specifically designed to help adolescents overcome mental health problems such as depression and help them engage more easily with professional mental health care services. PI is an implementation of a new computer mediated model for how therapists and adolescents can engage. The model has its theoretical foundations in play therapy and therapeutic storytelling and applies current research on the educational use of computer gaming and interactive narrative systems to these foundations. Previously demonstrated benefits of computer games and interactive narrative systems in education include increased motivation, increased self‐esteem, improved problem solving and discussion skills and improved storytelling skills (Bruckman 1997; Bers 2001; Robertson 2001; Robertson and Oberlander 2002; Bers et al. 2003; Squire 2003). PI aims to take advantage of these benefits in a mental health care setting. PI incorporates a goal‐oriented, strengths based model of psychotherapy called Solution Focused Therapy (SFT). By engaging adolescents, in a client‐centred way, it aims to build stronger therapeutic relationships between therapists and adolescents. PI is the first game to integrate this established psychotherapy approach into an engaging online 3D game. Results of trials of PI with four adolescents, referred to clinics for issues including anxiety and behaviour problems, attempted suicide, and social skills difficulties, are presented.

The purpose of this study is to use polybenzoxazine (Pbz) functionalized ZrO₂ nanoparticles to synthesize polyurethane (PU)-PbZ/ZrO₂ nanocomposite. The results derived from the electrochemical impedance spectroscopy (EIS) and polarization studies indicated the superior anticorrosive activity of PU-Pbz/ZrO₂ nanocomposite coatings compared to those of plain PU coatings. The decreased corrosion current was detected on the scratch of the PU-Pbz/ZrO₂ nanocomposite-coated mild steel surface by scanning electrochemical microscopy (SECM) compared to other studied coatings. The superior anticorrosive and mechanical properties of the proposed nanocomposite coatings provide a new horizon in the development of high-performance anticorrosive coatings for various industries.

The Pbz functionalized ZrO₂ nanoparticles were characterized by Fourier-transform infrared spectroscopy (FT-IR), X-ray diffraction (XRD), scanning electron microscopy (SEM) with energy dispersive X-ray analysis (EDX) and thermogravimetric analysis (TGA) in terms of the structural, morphological and thermal properties of these coatings. A different formulation of coatings such as PU, PU-Pbz, PU-ZrO₂ and PU-Pbz/ZrO₂ were prepared and investigated for their corrosion protection performance on mild steel in natural seawater by electrochemical techniques. The surface morphological studies were done by SEM/EDX and XRD analysis.

The superior anticorrosive property of the proposed nanocomposite coatings provides a new horizon in the development of high-performance anticorrosive coatings for various industries. Addition of Pbz wrapped ZrO₂ nanoparticles into the PU coating resulted in the blockage of charge transfer at the metal/electrolyte interface, which reduced the dissolution of mild steel. It was revealed from the SEM/EDX analysis that the formation of the corrosion products at the metal/electrolyte interface behaved as the passive layer which reduced the dissolution of steel.

The inclusion of polybenzoxazine functionalized ZrO₂ nanoparticles to the polyurethane coating reinforces the barrier and mechanical properties of PU-Pbz/ZrO₂ nanocomposite, which is due to the synergistic effect of ZrO₂ and Pbz.

A numerical procedure is devised for the thermal analysis of three‐dimensional large truss‐type space structures exposed to solar radiation. Truss members made of an orthotropic material with a closed thin‐walled cross‐section of arbitrary shape are considered. Three‐dimensional thermal effects are taken into account in the analysis. In the proposed method, the governing equations are first put into a weak form. Then the Galerkin finite element method is applied with respect to the axial coordinate of each truss member. The circumferential variation of the temperature is treated by a symbolically‐coded harmonic balance procedure. The interaction between the various truss members is controlled by an iterative scheme. As a numerical example which demonstrates the proposed method, the temperature distribution in a parabolic dish structure is found. The results are compared to those obtained by standard one‐ and two‐dimensional analyses.

A simulation procedure is presented to estimate the throughput availability of a serially interconnected manufacturing system. The model presented in the article is able to analyse, predict and suggest ways for improving productivity. The model is applicable to systems with branching and converging process streams, recycling, and intermediate buffer storages. The simulation has been carried out for a wire‐rope manufacturing plant and has been implemented by using a personal computer.

This article examines the underlying paradigm of the total management process of productivity so as to observe the underlying drives. Given the variety of conditions prevailing in developing countries, an organisation may take a number of concepts and alternatives to improve its ability to maintain values and to create values for the future. It has been hypothesised that productivity may be enhanced by recognising the need to maximise the availability of organisational assets.

The purpose of this paper is to conceptualize business incubators and their support for entrepreneurial refugees. While the number of initiatives supporting refugees’ entrepreneurial activities has increased in recent years, we still know little about how they differ from other types of business incubators.

This case study investigates a business incubator in Hamburg, Germany, targeting enterprising refugees. For this paper, 14 in-depth interviews with program participants and incubation managers were conducted.

This paper inductively derives five functional domains of refugee business incubators: providing structured entrepreneurial knowledge; alleviating anxiety related to institutional differences; guiding through the process at the incubator and motivating participants; understanding and tapping into social capital in the host country; and providing soft support concerning personal matters. The findings show that business incubators could and possibly should address specific needs of refugees and that there is much room for improvement. This study suggests that the five domains listed above represent key characteristics that distinguish refugee business incubators from traditional business incubators.

This paper offers valuable practical insights for refugee business incubators, which need to consider and develop functional domains listed above. Because these kinds of incubators are a fairly recent phenomenon, there is a general lack of and need for blueprints. The findings of this paper suggest that business incubators could integrate and support entrepreneurial refugees provided that they consider the five functional domains identified here. The findings also provide evidence that entrepreneurship can be a possible means of vocational integration for refugees and one way of institutions and policy-makers in host country seeking to support refugees’ entrepreneurial activities, for example, by developing or subsidizing business incubators targeting refugees.

This paper’s contributions are twofold. First, this paper addresses a gap in the literature on refugee entrepreneurship by providing insights concerning the important role of support institutions. Second, this paper conceptualizes business incubators for enterprising refugees as a distinctive type of business incubators. This paper has, however, some limitations. Because it only considered a relatively small number of refugee entrepreneurs, it is difficult to generalize the findings. The cross-cultural setting of the empirical study, with its potential for linguistic and cultural misunderstandings, may have affected the results.

This study aims to scrutinize the meaning and domain of “innovation” by providing an extensive theory‐driven review of the new product literature in marketing, management and engineering. The overall objective is to classify the recent literature on innovation and to illustrate theoretically derived discourses in the study of innovation.

The paper organizes this literature by providing typologies of discourses, which define innovation. Based on our review of 238 articles from a comprehensive set of journals publishing innovation research, we propose a theoretical divide in the innovation literature.

Theoretical underpinnings, namely adoption/diffusion theory versus the resource‐based/contingency theory view, form one dimension of the typology. Jointly considered with the other two dimensions – level of analysis and customer vs firm perspective – a framework is formed of the different discourses and conceptualisations in the innovation literature.

Past researchers have always proposed a definition of innovation that was embedded in a typology of innovation types; in contrast, the paper allows the theoretical discourses to unveil meanings of innovation and associated constructs (and hence it starts with theory specification, not construct definition). It argues for starting with theory as the basic division and proposes a theory driven typology. Through its theoretical genesis, the paper wishes to create a shared understanding among academics and practitioners of what constitutes innovation and constructs within the related theoretical net.

In recent years, deep learning and extended reality (XR) technologies have gained popularity in the built environment, especially in construction engineering and management. A significant amount of research efforts has been thus dedicated to the automation of construction-related activities and visualization of the construction process. The purpose of this study is to investigate potential research opportunities in the integration of deep learning and XR technologies in construction engineering and management.

This study presents a literature review of 164 research articles published in Scopus from 2006 to 2021, based on strict data acquisition criteria. A mixed review method, consisting of a scientometric analysis and systematic review, is conducted in this study to identify research gaps and propose future research directions.

The proposed research directions can be categorized into four areas, including realism of training simulations; integration of visual and audio-based classification; automated hazard detection in head-mounted displays (HMDs); and context awareness in HMDs.

This study contributes to the body of knowledge by identifying the necessity of integrating deep learning and XR technologies in facilitating the construction engineering and management process.

This article aims to conduct a bibliometric study using structural and relational approaches amongst the extracted documents and investigates the connections between business incubation and entrepreneurship-related papers to describe the field comprehensively.

A total of 259 articles have been retrieved from Scopus database in order to conduct the bibliometric analysis. Performance analysis and science mapping techniques of bibliometrics have been used along with data visualisation software, i.e. VOSviewer and RStudio. The network collaboration and intellectual structures, i.e. bibliographic coupling, co-occurrence analysis, word cloud and trending topics, have been presented to identify the field’s latest trends, themes and development.

The findings highlight annual publication trends, including the most frequently cited articles, the most productive authors, countries and highly influential journals that contribute the most to the said field. The intellectual structures have been developed to identify research themes and trends by running co-occurrence analysis and bibliographic coupling. The findings of this study emphasize the value of technology transfer, mentorship programmes, entrepreneurship education and an emphasis on innovation and creativity through entrepreneurial universities and academia. These findings provide policymakers and administrative officials with crucial guidance for fortifying the pillars of entrepreneurship and education for the comprehensive development of the economy. Further, this article attempts to identify the most influential and relevant publications as well as the newest trends in the area of business incubation in combination with entrepreneurship.

The article contributes not only to broaden the scope of knowledge on the said research discipline but also to comprehend how the field has evolved over a period of time. This study also attracts the interest of scholars/academicians, leading to the significant production of scholarly documents in business incubation and entrepreneurship.

The field of entrepreneurship and business incubation is one of the important pillars for the growth and development of the economy. This piece contributes to this arena by focusing on the areas that must be taken care of by developing the entrepreneurial ecosystem and fostering the progress of startups. The fundamentals of this research highlight the importance of mentorship programs, entrepreneurship education, technology transfer and a focus on innovation and creativity through entrepreneurial education and efforts by universities/academia, giving an important direction to the policymakers and administration for strengthening the pillar of entrepreneurship and education for the holistic development of the economy.

Business incubation is an emerging field of academic research connected to startups, venture formation and entrepreneurship ecosystems, making it a potential scholarly discipline. This study presents a thorough bibliometric analysis over the last three decades, offering comprehensive details on the most significant developments in the field of business incubation. Moreover, the various analytical methods applied to this study make it more attractive.

Although Hispanics represent a large and growing proportion of the US workforce, little is known regarding the possible effects of their somewhat unique cultural values, beliefs, and practices on their experiences of work-family conflict or job satisfaction. This research tested theoretically derived hypotheses regarding the protective effect of a component of familism values, family as a source of social support, on these outcomes.

A moderated mediation model was tested using survey data from Hispanic professionals (N = 103).

As predicted, family support was negatively related to work interfering with family (WIF) and positively related to job satisfaction. WIF mediated the relationship between family support and job satisfaction. Additionally, gender moderated this mediated relationship such that the effects were stronger for Hispanic women than men.

Generalizability of the results should be explored by employing larger samples that include longer tenured workers, employees with higher degrees of management experience, and additional Hispanic subgroups. Results contribute to a growing body of research demonstrating beneficial effects of familism values for Hispanics.

Results suggest that organizations may benefit from taking active steps to support familism values among Hispanic workers.

This is the first empirical study to explore the possible benefits of family support values on workplace outcomes.

This study aims to fulfill the need to explore positive side of work–family interface, especially in emerging economies like India. The authors assessed the relationships of individual (family role salience), organizational (work–family culture) and social (community support) antecedents to work-to-family enrichment. They also examined whether gender moderated the relationship between the three antecedents and work-to-family enrichment.

Data were collected on a questionnaire scale from 487 employees.

It has been found that family role salience, supportive work-family culture and community support were directly related to work-to-family enrichment. Gender did not influence the relationship between work-family culture and work-to-family enrichment. However, relationships between family role salience and work-to-family enrichment, and between community support and work-to-family enrichment, were stronger in case of the male employees. The evolving nature of gender and integration of work-family-community domain provide insights into managers and policymakers about the importance of family and community in the organizations.

The study builds a business case for facilitating a positive work-family culture in India for both male and female employees. The results point to the transitioning socio-cultural scenario of India, which advocates more similarities than differences in modern gender role expectations and identity. The current study emphasizes that while formulating policy, managers and policymakers should keep in mind evolving preferences of both the genders.

The research provides a holistic view of how individual-, organizational- and social-level factors may affect employees’ work–family enrichment in India. It also highlights the changing role of gender. Theoretical and practical limitations are also discussed.

The central aim of this paper is to test a model in which work‐family enrichment is associated with lower levels of professional turnover through higher levels of job satisfaction and professional commitment.

The bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the hypotheses.

The findings show that nurses experiencing high levels of work‐family enrichment are likely to report lower intentions to leave their profession by virtue of their higher levels of professional commitment.

The research relies on a cross‐sectional design with a single source of data.

The research suggests that management should foster work‐family enrichment since this appears to be linked to decreased turnover intentions.

There is a shortage of nurses in Italy and many other countries, which has negative consequences for high‐quality nursing care and costs of the healthcare system, and the results of the present study suggest ways in which nurse retention could be improved.

This study contributes to work‐family literature by addressing the relationship between work‐family enrichment and professional‐related outcomes.

This chapter focuses on exploring challenges encountered by the neglected group of employees who live alone and do not have children, particularly in relation to work-life balance (WLB). We first question the conventional WLB discourse – predominately surrounded by addressing work-family conflicts. We next discuss how this formulates debates about the equality and fairness of HR policies affecting various groups of employees, with solo-living individuals being excluded. In addition to previously documented work-life issues, we articulate difficulties related to the pursuit of independence, freedom, balancing, and healthy work-life experiences for and specific to solo-living women academics. We conclude that our insights on “vulnerability” may lead to feminist approach being incorporated into work-life policy development in order to better engage underrepresented groups of employees, accommodate the needs of “others” and promote collective flourishing.

This study analyses the relationship between the use of work–family benefits and job satisfaction (JS). Furthermore, it proposes that work-to-family conflict (WFC) and work-to-family enrichment (WFE) play a mediating role in this relationship. The purpose of this paper is to address these issues.

Data are gathered from 1,051 employees of Colombian organisations. Partial least squares path modelling is used.

The results show that the perception of WFE to a greater extent and the WFC perception, to a lesser extent, are significant mediators in the relationship between the use of benefits and JS.

This study justifies investments and initiatives on the adoption and promotion of work–family benefits. Moreover, it provides practical clues on how to boost JS: WFC and WFE are variables to be considered.

This study proposes a multiple mediation model to analyse the relationship between the actual use of work–family benefits and JS from a family perspective. It contributes to the literature in examining antecedents of JS, highlighting the role of WFE.

The purpose of this paper is to give an overview of studies that focused on variables likely to affect staff ability to carry out behavioural strategies for challenging behaviours in individuals with intellectual disabilities.

Literature review: studies that were published in a peer reviewed journal, between 1999 and 2016, were selected for this review.

In total, 29 articles were selected. Several factors likely affect staff ability to appropriately carry out behavioural interventions were identified: staff assumptions, distressing emotions elicited by challenging behaviours, reciprocal reinforcement systems, service characteristics and cultural systems.

These findings raise the question what staff need in order to be able to change their naturally occurring behaviours in response to challenging behaviours and to carry out behavioural interventions. Future research may identify barriers and facilitators underlying the provision of effective interventions, taking into account the possible role of staff beliefs, their emotions, service characteristics and cultural systems.

Drawing on the role theory and work–family border theory, this study aims to examine the relationship between work/family demands and sui generis forms of work–family conflict and further investigates the gender role ideology as a moderator of the relationship between work/family demands and work–family conflict.

The data were garnered with a self-reported questionnaire from randomly selected 569 employees working in the banking sector. As a caveat, nonresponse bias, common method variance and the reliability and validity of the measure were examined.

The results revealed that work demand and family demand were strongly related to both time- and strain-based work–family conflict; however, the relationship was not established with behavioural-based conflict. Notably, the findings affirmed the existence of a neglected form of psychological-based work–family conflict as the pièce de résistance and established a strong connection with its precursor. The dogma of gender role ideology, as a moderator, was indubitably confirmed and strengthened the positive relationship between family demand and family-to-work conflict.

The present study emphasises the importance of work/family demands and gender role ideology on work–family conflict. Consequently, it behoves human resource managers, strategists and practitioners to frame the organisational arrangements to alleviate the work–family conflict.

The present study fills a hiatus by establishing the relationship between work/family demand and work–family conflict with its cultural beliefs in the context of a collectivist culture.