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The purpose of this paper is to identify the affective factors underlying conflict behavior. Traditional conflict research assumes that when individuals face conflicts they follow a rational process, thus denying the role of emotion‐relevant variables.

In total, 358 undergraduate students from the University of Santiago de Compostela were classified into four different affective groups (happy, inactive, sad, and surprised) based on their actual emotional experience and asked to complete ROCI‐II. ANOVA were conducted to test hypotheses.

Results reveal that affective groups statistically differ in their self‐reported conflict management styles. Positive moods and feelings have been found to be related to the preference for more cooperative strategies.

This study is exploratory in nature and since hypotheses were only partly supported, future research should address this topic in depth.

It has been suggested that, in order to handle conflicts properly, individuals should take into account both their cognition and emotion.

This paper sheds light on current research in the prediction of conflict behavior by examining the impact of affect out from the lab.

This chapter explores a number of relatively unknown aspects of the controversy over Milton Friedman’s March 1975 visit to Chile through the analytical framework provided by James M. Buchanan’s late 1950s assessment of the economist-physician analogy. The chapter draws upon a range of archival and neglected primary sources to show that the topics which generally rear their head in any contemporary discussion of Friedman’s visit to Chile – for example, whether it is appropriate to provide policy advice to a dictator – were aired in a largely private mid-1970s exchange between Friedman and a number of professional associates. In particular, the controversy over Friedman and Chile began several months before Friedman arrived in Santiago.

This chapter proposes a protocol based on blockchain technology applied to corporate social responsibility (CSR). The first part discusses the characteristics associated with CSR actions and the main difficulties its development faces, such as transparency, security, fault tolerance, among others. Subsequently, the authors describe the characteristics and concepts related to blockchain-based developments to later describe our framework for the control and development of CSR actions based on blockchain. Herein, the authors also describe how to publicly and privately identify the participating elements of CSR and the operations and resources necessary for the implementation and operation of the proposed protocol.

This chapter investigates the environmental behaviours of three, four- and five-star hotels in Azuay (Ecuador). The methodology involved a quantitative research that measured the relationship between environmental responsibility (Gallardo, Sanchez, & Corchuelo, 2013) and stakeholder engagement (Kostova & Roth, 2002; Llamas-Sanchez, García-Morales, & Martin-Tapia, 2013; Vargas-Sánchez & Riquel-Ligero, 2012). The main findings suggest that the managers of the hotels implement environmental practices as they reduce waste, gas emissions and recycle materials. These practices are aligned with Ecuador’s extant legislation and regulations. In conclusion, this contribution implies that the hotels’ managers ought to communicate about their environmental responsibility with their stakeholders, including the employees, suppliers and customers.

Taking as reference a sample of around a hundred biographical materials on entrepreneurs in Mexico and Colombia, the purpose of this chapter is dual. Both to show the relevance and varied modalities that the biographical approach has enjoyed in business history research since the 1990s, and to display the intrinsic potential this modality of scholarship entails for entrepreneurship endeavors. In particular, it discusses the prospects to incorporate this body of empirical works into the large Latin American audience attending undergraduate, graduate and executive education programs in business, economic history and related fields. The chapter is organized into three sections. The first two are devoted to illustrate relevant patterns in the entrepreneurial trajectory of individuals and entrepreneurial families studied in each of the two countries under consideration. The last section identifies some conceptual issues that may impact current debates on Latin American business development as exemplified in recent business and economic history journal venues and scholarly conferences.

In recent international debates on auditing regulation, Spain has assumed a real prominence as a claimed practical example of where a policy of mandatory audit firm rotation did not work and was duly abolished. This study aims to provide an analysis of the implementation and subsequent removal of mandatory audit firm rotation in Spain in the 1990s.

This takes the form of historical analysis; the evidence in the paper derives from congressional hearings, financial newspapers and documents produced by the professional associations of auditors in Spain.

This paper demonstrates that at no stage was mandatory rotation of audit firms ever enforced on Spanish auditors. Further, the revision and subsequent removal of the Spanish law on mandatory audit firm rotation emerge as a rather politicized process, with no evident reference being made in the process of legislative reform to Spanish auditing experiences. The analysis also reveals that at the very time that Spain was being cited internationally for rejecting mandatory audit firm rotation, Spanish political parties and regulators were debating whether to “re‐introduce” such a regulation.

The clear implication of the paper is that considerable caution needs to be taken in today's international‐auditing arena, when analyzing the standpoints and claims made by professional associations and the evidence they provide to support their arguments for and against regulatory reform.

Diversity is one of the main characteristics of modern societies. To be teachers and trainers, it is necessary to use all the tools to respond to students with diversified needs. Therefore, the main aim of this study is to review the scientific production in Web of Science (WOS) and SCOPUS of 1996-2019 on the application of Virtual reality in people with Autism Spectrum Disoders (ASD) for the improvement of social skills.

For this purpose, two databases have been used: The Web of Science (WOS) and SCOPUS from the advanced search tab. After applying the search terms, 267 documents were obtained which were analysed according to a series of indicators.

The results indicate that the period 2016-2019 was the most productive and that SCOPUS has a focus on conferences and WOS is intended for journals. Furthermore, in SCOPUS, there are journals with higher quartiles (Q1) than in WOS. The study shows the great importance of virtual reality in people with ASD and its recent dissemination.

Currently, to the best of the authors’ knowledge, there are no studies on the use of virtual reality in people with ASD using bibliometric indicators. The study allows us to know which databases publish higher quality research. Likewise, information can be obtained about the most productive centres and the most important authors on the subject.

The purpose of this study is to identify the role played by external knowledge sources and intra-organizational collaboration as determinants of innovation in hotel firms. It proposes that local knowledge sources and intra-organizational collaboration determine the probability of producing incremental innovations, and that non-local knowledge sources determine the introduction of radical innovations.

Descriptive statistics made it possible to evaluate the importance of each of the external sources as the origin of ideas for innovation. Principal component analysis was used to find homogeneous groups based on the different knowledge sources contemplated. Multiple regression analysis was used to determine which variables predict a hotel’s capacity to introduce innovations.

The findings suggest a dissociation between innovations adopted by directly incorporating the specific knowledge provided by external agents and innovations that require the mediation of intra-organizational collaboration for their development.

Future qualitative studies can provide data that would considerably improve the understanding of how innovation processes are produced in hotel companies based on the use of external knowledge and how hotel firms develop spaces to exchange and combine internal knowledge.

Hotel firms can adopt innovations by incorporating specific knowledge from external companies or by developing their own innovations based on information gathered from external agents or events (e.g. customers, attending trade fairs and professional conferences). The transformation of this information into innovations requires the establishment of internal communication channels that foment employees’ collaboration and exchange of information.

The study provides empirical evidence for the relevant role played by both external agents and intra-organizational relationships as sources of knowledge to foster innovation in hotel firms. External agents are classified as local and non-local sources, and their effect on innovation is analyzed, distinguishing between incremental and radical innovations.

This study aims to determine how the communication of a family business identity in a recruitment call influences, directly and indirectly, the response of jobseekers, and whether this response varies according to the level of proactiveness and innovative of the applicants.

An experimental design using job advertisements on a LinkedIn recruitment call in Peru and Chile was implemented. The experiment simulates a job offer for a professional that could be filled by a business graduate student. The sample consisted of 171 surveys applied to university students in full-time higher education programs.

The results indicate that there is a positive indirect influence of family business signaling on the intention to pursue (through perceived prestige and career development opportunity). However, signaling family ownership of a company has a negative direct influence on jobseekers’ intentions to go to the recruitment call. When it comes to jobseekers with high and low levels of innovativeness and proactiveness, the results suggest that family business identity signaling is less effective among jobseekers with higher levels of proactiveness and innovativeness.

This article contributes to the theory of the family firm by advancing the understanding of the challenges that family businesses face when attracting talent. Our results enable family businesses to strategically adapt their hiring processes to enhance their appeal in the competitive labor market.

El objetivo es determinar cómo la comunicación de la identidad de una empresa familiar en una convocatoria de reclutamiento influye directa e indirectamente, en la respuesta de los solicitantes de empleo, y si esta respuesta varía según el nivel de proactividad e innovación de los solicitantes.

Se implementó un diseño experimental utilizando anuncios de trabajo en una convocatoria de reclutamiento en LinkedIn en Perú y Chile. El experimento simula una oferta de trabajo para un profesional que podría ser cubierta por un estudiante graduado en negocios. La muestra consistió en 171 encuestas aplicadas a estudiantes universitarios en programas de educación superior a tiempo completo.

Los resultados indican que hay una influencia indirecta positiva de la señalización de empresas familiares en la intención de postular (a través del prestigio percibido y la oportunidad de desarrollo profesional). Sin embargo, señalar la propiedad familiar de una empresa tiene una influencia directa negativa en las intenciones de los buscadores de empleo de acudir a la convocatoria de reclutamiento. En cuanto a los buscadores de empleo con niveles altos y bajos de innovación y proactividad, los resultados sugieren que la señalización de la identidad de la empresa familiar es menos efectiva entre los buscadores de empleo con niveles más altos de proactividad e innovación.

Este artículo contribuye a la teoría de la empresa familiar al avanzar en la comprensión de los desafíos que enfrentan las empresas familiares al atraer talento. Nuestros resultados permiten a las empresas familiares adaptar estratégicamente sus procesos de contratación para mejorar su atractivo en el mercado laboral competitivo.