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Draws parallels between the contemporary community hospital and the traditional agricultural commons. Identifies four principal attributes of common field agriculture and matches them to contemporary arrangements in the management of the facilities of the community hospital. Points to several notable parallels between the modern workplace and the contemporary, natural resource commons. Hypothesizes that, as the post‐medieval sea change of social values transformed agriculture – most dramatically by the enclosure of the commons – so a sea change in values today is changing health care, inviting the recent wave of mergers and acquisitions reminiscent of the enclosing of the commons.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

The purpose of this paper is to address the global dimensions of poverty, hunger, death, and disease.

The authors assemble the most recently available data on these four human scourges from reliable international sources.

Reducing the higher incidence of poverty, hunger, death, and disease in sub‐Saharan African countries depends critically on the extension of four revolutions – biological, intellectual, political, and scientific‐technological.

The paper selects and interprets these data from the perspectives of economics and paediatrics.

Workplace deviance remains a concern for many organizations, and narcissism has been identified as a primary contributor. The purpose of this paper is to investigate whether political skill and ambition interact with narcissism to attenuate or exacerbate workplace deviance.

The authors surveyed a sample of 335 participants in leadership positions and empirically tested interactions among political skill, narcissism and ambition in predicting workplace deviance.

The authors performed moderated hierarchical regression analyses on the data to test the hypothesis and research question. Contrary to expectations, political skill attenuated the relationship between narcissism and workplace deviance. However, ambition was found to attenuate deviance, with the highest levels of deviance evident when narcissism was high, political skill was low, and ambition was also low.

Although research has examined the relationship between narcissism and workplace deviance, to the authors’ knowledge, the study is the first to examine the roles of political skill and ambition in attenuating the manifestation of narcissism into workplace deviance.

The purpose of this paper is to establish opportunities for small- and medium-sized enterprises (SMEs) to become environmental businesses. The “Environmental Business” concept refers to a commercial organisation that provides goods and/or services which provide socio-environmental value and which are produced in such a way that the organisation addresses environmental and social problems.

Interviewing and observation were used to conduct a case study of how 30 SMEs prepared for the UK’s Green Deal programme in the West Midlands County, UK. In total, 20 interviews were conducted and 23 field notes were recorded. Based on the literature review, the research enquiry into practice, and the philosophical approach of pragmatism adopted by the research, a “Three Ps” (profit, process and product) analytical framework was established with which to operationalise the environmental business.

The research identifies tactical opportunities that assist SMEs to function as environmental businesses whilst maintaining the traditional focus on economic performance. It also shows the benefits and challenges involved.

The research focused on a case study related to specific sectors (building and energy) within a specific UK region (West Midlands), which limits the generalisability of the results.

The research highlights practical opportunities for SMEs to address existing environmental and social problems through their products and processes and prevent new problems arising due to their operations.

This research represents an initial step in developing a pragmatic implementation model by which SMEs can overcome barriers to being environmental businesses whilst maximising business advantages.

The purpose of this paper is to give an updated overview of the research on employee ownership. What does the scientific literature reveal about advantages and disadvantages? What can be learned from different models used in Italy, France, Mondragon (Spain), UK and US with many employee-owned firms in contrast to Denmark.

A structured review of the literature on employee. The paper identifies different mechanisms leading to effects on productivity, job stability, distribution, investment etc., and reviews the empirical evidence. The main barriers and drivers are identified and different models for employee ownership in Italy, France, Mondragon (Spain), UK and US are reviewed to identify potential models for a country like Denmark with few employee-owned firms.

The article gives an overview over the theoretical predictions and the main empirical evidence of the effects of employee ownership. The pros are greater employee identification with the firm and increased productivity reinforced by increased participation. Employee-owned firms have more equal distribution of wages and more stable employment, and they have greater mutual control between employees and fewer middle managers. The motivation effects may be smaller for large firms and lack of capital may lead to lower levels of investments and capital per employee.

Comprehensive and updated literature review on the effects and successful formats of employee ownership to identify models for implementation in countries with few employee-owned firms.

The purpose of this paper is to respond to call for the greater study of emotional intelligence (EI) and leader effectiveness as well as the potential role of EI as a moderating variable in non-Western countries.

The paper surveyed 352 managers in India in order to examine the relationship between EI and tolerance of ambiguity (TOA), respectively, and leader effectiveness as well as the potential moderating effects of EI on the relationship between TOA and leader effectiveness.

The paper found that both EI and TOA were significantly related to leader effectiveness. Additionally, EI significantly and positively moderated the relationship between TOA and leader effectiveness.

This study was composed of a single survey of a relatively small number of managers in one region of India. Also, while the paper controlled for some demographic variables, other factors, such as cognitive ability, which may have influenced the relationship between EI and leadership effectiveness, were not measured.

Despite the relative lack of empirical research on EI, it remains a highly popular topic. This study contributes to research on EI, has implications for the generalizability of EI in Asian countries, and contributes to an increased understanding of leadership in emerging markets.

The purpose of this paper is twofold: investigate job resources as a moderator in the relationship between transformational leadership and employee engagement in service sector organizations, and investigate the relative importance of each dimension of job resources in relation to employee engagement.

Quantitative data were collected using a survey design for which 187 employees responded. These employees were sourced from retail stores across ten shopping malls located in Trinidad.

Findings from a hierarchical multiple regression supported the first two hypotheses and showed that transformational leadership was positively related to employee engagement and job resources moderated the relationship between transformational leadership and employee engagement. However, findings from structural equation modeling did not support the third hypothesis because supervisor support was negatively related to employee engagement.

Implications for service organizations include the provision of adequate job resources so that the effect of transformational leadership on employee engagement can be realized. Specifically, organizations must provide job control to employees, promote free access to information, create an innovative climate and develop a supportive work climate. Instead of focusing on the job resource of supervisor support, service organizations may need to build an environment that stimulates coworker support.

This study not only adds to the limited body of research on organizational leadership in emerging markets, but also contributes to the field of organizational behavior by showing an important condition (i.e. job resources) under which the relationship between transformational leadership and employee engagement varies and unraveling the dimensions of job resources in relation to employee engagement.

The purpose of this paper is to discuss diverse matters concerning the field of Participation and Employee Ownership (PEO) coinciding with the launch of the JPEO.

This paper used mixed methods including bibliometric analysis.

Significant gaps exist in our knowledge of the scope and nature of PEO. Citation counts illustrate both the changing composition of research within PEO and faster relative growth than terms used to describe related fields such as labor unions and trade unions. Based on manually collected citation data I identify the most highly cited studies within PEO. Few of these studies attain a “home-run” citation count. However, PEO scholars are cited 19 percent more than economists in top 30 schools and the median C5 (total citations for the author’s five most highly cited papers) is more than 260 percent of the median for economists in “top 30” institutions. There is also some weak evidence that the citation bias in economics against female scholars is not as marked in PEO as elsewhere. A qualitative assessment of PEO studies suggests markedly uneven progress in empirical work across types of PEO.

No similar review has been done before.