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The purpose of this essay is to highlight the journey of the author in her early career, along with her main challenges and ways she found to overcome them.

This is an inductive account of the main experiences that the author has encountered or has observed.

This essay highlights three academic adaptation phases and steps that indicate how these can be worked to your advantage. It also depicts research opportunities and success factors.

This essay informs potential research opportunities for Ibero‐American scholars alongside key success factors for effective research.

Talent management is a twenty-first-century concern. Attracting talented individuals to organizations is an important source for firm competitive advantage. Building on signaling theory, this paper proposes that corporate social responsibility (CSR) can be an important tool for talent recruitment.

Across two studies, this paper found support for this hypothesized relationship. In Study 1, a job advertisement was manipulated to include information about CSR and tested it in two groups of 120 master’s degree students who would be in the job market within the year. It was found that CSR was an important factor that increased organizational attractiveness. In Study 2, with 532 external talented stakeholders of 16 organizations, our findings were replicated and advanced by testing whether perceptions of CSR practices (internal and external) influenced perceptions of organizational attractiveness and if this relationship was mediated by organizational reputation.

This study found that perceptions of internal CSR practices were directly related to both organizational attractiveness and firm reputation. However, perceptions of external CSR practices were related only to organizational attractiveness through organizational reputation.

The article’s one of the main limitations has to do with generalizability of the results and the potential common method variance bias.

The findings demonstrate that CSR can play an effective role in attracting potential employees, through enhancement of organizational reputation and organizational attractiveness. If organizations are willing to implement practices that protect and develop their employees, along with practices that improve the quality of the natural environment and the well-being of the society, they can become an employer-of-choice.

This study expands on previous studies by including an experimental design, including two types of CSR practices and a mediating variable in this field study.

This study examined the relationships between emotional intelligence, locus of control, and mental boundaries. Three hundred and eighty-two county employees were sampled using a cross-sectional survey design. The results indicated internal locus of control and thin mental boundaries are positively related to emotional intelligence. A hierarchical regression revealed that internal locus of control and thin mental boundaries together explained 18% of the variance in emotional intelligence for this population. Implications and future research directions are discussed.

The purpose of this paper is to examine the relationship between hybrid HR systems in call centers and their effect on workers' performance.

Drawing on a sample of 337 call center operator-supervisor dyads, the authors analyzed how the joint perceptions of monitoring and high-performance work systems (HPWS) are associated with workers' authenticity to explain performance, rated by supervisors.

The authors found that when monitoring is perceived as low, HPWS is not associated with authenticity, suggesting that it requires the joint effect of monitoring and HPWS to communicate HR management priorities in call centers. In addition, the authors found that high ratings of monitoring combined with low perceptions of HPWS were associated with the lowest levels of authenticity, whereas the highest levels of authenticity at work were found when high monitoring was combined with high HPWS. The results supported a conditional indirect effect through authenticity to explain when and how hybrid HR systems are associated with better supervisor-rated performance.

This is the first study to test the interaction effects between HPWS and monitoring practices to explain authenticity as a key strategic component of performance in call centers.

The purpose of this paper is to focus on the mental health of two immigrants supported by a non-profit organisation on the outskirts of Lisbon. The ethnography sets out the discourse of these users who are also residents of Terraços da Ponte, a social housing neighbourhood, and the workers who try to help them in the context of the non-profit organisation’s endeavours.

In order to explore the intersections between these users and state and non-state structures, this investigation relied on intensive fieldwork at a rehabilitated neighbourhood in Lisbon, as well as semi-directive interviews and life stories taken with workers of the institution and the people they were trying to help.

This paper shows how vulnerability has been produced in a social housing neighbourhood on the outskirts of Lisbon and how it connects to neoliberal policies employed by NGOs acting on the field.

Any general conclusions about the subject need to take into consideration that this research looks at the work of a specific non-profit organisation during a particular period in time.

This research seeks not only to promote a critical approach to the subject, but also to contribute to the production of appropriate health policies for the immigrant population residing in Portugal.

The analysis of health and social care practices regarding so-called vulnerable subjects relies heavily on “a mix of good intentions, developmental ambitions, paternalistic attitudes and desire to control deviant populations” (Pussetti and Barros, 2012, p. 47). Although there is not a single solution to this problem, several levels of analysis were explored: the non-profits’ goals and inspirations, the workers motivations, the subjects’ expectations regarding the kind of help they can get from these services and their ability to exert their own agency despite the conditions governing their lives.

The purpose of this paper is to examine how the introduction of auditory sensory cues, through a human voice, affect children’s and parent’s shopping behaviour in a retail grocery setting. In the field of retailing and sensory marketing research, there is a paucity of knowledge on how auditory sensory cues impact on consumers’ shopping behaviour.

The empirical study was a field experiment and entailed direct observation of shoppers of the Swedish grocery retailer ICA. The observations were based on a convenience sample of shopping families assigned to a control group (n=200) and an experimental group (n=131). A new innovative Swedish audio story track system was to be tested in a hypermarket containing 13 different stories for children.

Auditory sensory cues affect children’s and parent’s shopping behaviour in a significant way. Children are quieter, more relaxed and do not move around and reduce the parental stress behaviour during the shopping process.

The findings demonstrate that auditory sensory cues through human voice have a positive effect on children’s and parent’s shopping behaviour. It is also obvious that parent’s perceived stress is significantly influenced by the children.

The study provides guidelines for grocery retailers who wish to offer children and their parents a more pleasant shopping trip by emphasizing the role of the children.

The research demonstrates that the introduction of auditory sensory cues through human voice in a significant way affect the children’s and their parent’s shopping behaviour in a retail setting.

Developmental and prescriptive advising styles have been the focus of the academic advising literature for the past 35 years. Academic advising scholars have called for a new paradigm in the field. Drawing from leadership theory, a new model for academic advising is proposed. Full range advising encompasses laissez-faire, management-by-exception, contingent rewards, and transformational behaviors. The long-term impact of transformational advising is one that will likely take years to fully realize, however measures of transformational leadership are both reliable and valid. These measures can be used to determine whether advisors’ use of transformational advising behaviors is related to positive student outcomes.

The literature on ‘mixed’ families (in which members are socially viewed as ‘different’ due to their varying ethnicities and/or nationalities) identifies several stakes of mixedness. One of them arises from childbirth, after which parents need to give name(s) to their offspring. How does the parent–child dyad understand the giving of names in their mixed family? What does naming children unveil regarding interpersonal interactions and the value of children within this social unit? The chapter delves into these questions through a case study of forenaming children in Filipino-Belgian families in Belgium. Interview data analysis reveals two modes of forenaming in these families: individualisation through single forenames and reinforcement of collective affiliation through compound forenames. Through the analytical framework of social relatedness, this chapter uncovers the way the act of naming a child bridges families based on biological and social ties, generations, and parents' nations of belonging in their transnational spaces. The complex process of naming reflects the power dynamics not only within the parental couple but also within the wider set of social relations. Although the use of forename(s) in everyday life and in legal terms differ, the value of children in the mixed families studied lies in their symbolic role as social bridges linking generations and non-biological relationships, the then and now, and the here and there.

Whereas belongingness and its proximate constructs have been explored in various contexts, an understanding of what it actually is in organisational contexts remains elusive. This paper aims to explore employees’ experiences of belongingness at work to better understand what belongingness means in a work context.

Data were collected from in-depth interviews with 12 participants in the United States and New Zealand over two time periods. Grounded theory methodology was used to develop themes and categories to understand the structure of the data.

The data revealed an overarching theme of “self” represented by three categories: identified as the “unveiled-self,” the “relational-self” and “the seen-self.” The data further reveals how employees covertly survey the organisational environment for cues of belongingness and moderate their behaviour accordingly.

This study’s small, culturally homogenous sample may limit generalisability. Future research could explore cross-cultural differences in belongingness at work using diverse samples. Examining belongingness and self-concept could provide further insights into authenticity and fitting in at work.

Organisations should promote authentic interactions, meaningful recognition and psychological safety for self-expression. Informal conversations strengthen relationships, but efforts must feel genuine. Encouraging authenticity, recognising contributions sincerely and creating opportunities for organic social interaction can cultivate a culture of belonging.

The three dimensions of “self” illuminate the importance of authenticity, meaningful workplace relationships and recognition as unique components of belongingness at work.

The purpose of this study is to examine how international workers engage into and make sense of expatriation and how sense-making enacts further action.

Given the corporate influence over expatriation, empirical data were collected from a single case study organization, a well-established Portuguese retail company. The primary data sources were the in-depth interviews with 13 international workers, while other secondary data sources included company documents that provided the background information required to understand the interviewees and describe the organization. The experiences of expatriation through the accounts and stories of these workers were subject to thematic content analysis.

The findings demonstrate that international workers act as sense-makers and sense-givers vehicles about expatriation. By doing so, they enact a plausible and dominant story that ultimately bounds the perception of divergent cues and limit their own action. While this ongoing dialogue between expatriation meaning and action can raise organizational actors’ capacities to negotiate and influence further meaning and action, it also validates existing practices and generates further compliance.

Despite being limited to a single organizational context, this study offers a contextualized approach to the study of expatriation that complements earlier research and highlights sense-making dynamics and related outcomes, further extending the applications of the sense-making perspective. This study suggests new research avenues exploring the politics and negotiation bonds from which expatriation sense-making can emerge as well as the opportunities for disruptive sense-making.