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The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract levels. Moreover, focusing on family firms, the authors assess the relation between the employees’ perceptions of employer branding and the psychological contract levels.

The empirical evidence is provided by a sample of 165 Portuguese employees, 76 employees of family firms and 89 non-family firms’ employees, who responded to a questionnaire that included employer branding and psychological contract measures. All respondents study in small and medium-sized private companies.

The results confirmed the research hypotheses, suggesting that employees of family companies show higher perceptions of employer branding and psychological contract levels than employees of non-family companies. Results also reveal that the perceptions of employer branding are positively related to the psychological contract levels of the family firm’s employees.

This paper aims to contribute to the literature by addressing two contemporary organizational aspects yet under-addressed in the comparison between family and non-family firms while pursuing to offer insights on the relationship between the perceptions of employer branding and levels of the psychological contract of employees working in family firms.

O objetivo deste artigo é avaliar diferenças entre colaboradores de empresas familiares e não familiares no que respeita às suas perceções das práticas de employer branding e níveis de contrato psicológico. Além disso, com foco nas empresas familiares, foi avaliada a relação entre as perceções de employer branding dos colaboradores e os níveis de contrato psicológico.

A evidência empírica é baseada numa amostra de 165 trabalhadores portugueses, 76 colaboradores de empresas familiares e 89 de empresas não familiares. Os participantes responderam a um questionário que avaliou as perceções sobre as práticas de employer branding e os níveis de contrato psicológico. Todos os respondentes trabalham em empresas privadas de pequena e média dimensão.

Os resultados confirmaram as hipóteses de investigação, sugerindo que os colaboradores de empresas familiares apresentam perceções de employer branding e níveis de contrato psicológico mais elevados do que os colaboradores de empresas não familiares. Os resultados revelaram ainda que as perceções de employer branding estão positivamente relacionadas com os níveis de contrato psicológico dos colaboradores de empresas familiares.

Este artigo tem como objetivo contribuir para a literatura ao abordar dois aspetos organizacionais contemporâneos ainda pouco estudados na comparação entre empresas familiares e não familiares. Procurando, ainda, que oferecer insights sobre a relação entre as perceções de employer branding e os níveis de contrato psicológico dos colaboradores de empresas familiares.

El propósito de este artículo científico es evaluar las diferencias entre los empleados de empresas familiares y no familiares, con respecto a sus percepciones de las prácticas de employer branding y los niveles de contrato psicológico. Además, centrándonos en las empresas familiares, evaluamos la relación entre las percepciones de los empleados sobre las prácticas de employer branding y los niveles de contrato psicológico.

La muestra de esta pesquisa incluye 165 empleados portugueses, de los cuales 76 son empleados de empresas familiares y 89 son empleados de empresas no familiares. Los participantes respondieron a un cuestionario que evaluaba sus percepciones de las prácticas de employer branding y los niveles de contrato psicológico. Todos los encuestados trabajan en pequeñas y medianas empresas privadas.

Los resultados confirmaron las hipótesis de la investigación. Los empleados de empresas familiares muestran una mayor percepción de las prácticas de employer branding y los niveles de contrato psicológico que los empleados de empresas no familiares. Los resultados también revelan que las percepciones de las prácticas de employer branding están relacionadas positivamente con los niveles de contrato psicológico de los empleados de las empresas familiares.

Este artículo tiene como objetivo contribuir a la literatura abordando dos aspectos organizativos contemporáneos, aún poco abordados en la comparación entre empresas familiares y no familiares. Al mismo tiempo, este artículo busca ofrecer ideas sobre la relación entre las prácticas de employer branding y los niveles de contrato psicológico de los empleados que trabajan en empresas familiares.

The purpose of this paper is to explore differences between non-family employees of family and non-family firms regarding the perceptions of organizational justice and levels of organizational commitment. Moreover, focusing on non-family employees of family firms, the study assesses the relation between the perceptions of organizational justice and levels of organizational commitment. Finally, the study seeks to understand which dimension of organizational commitment (i.e. affective, continuance, or normative) is more associated with the perceptions of organizational justice of non-family employees working in family firms.

The empirical evidence is provided by a sample of 205 Portuguese employees, 98 non-family employees of family firms, and 107 non-family firms' employees, who responded to a questionnaire that included organizational justice and commitment measures. All firms included in the sample are small-sized privately owned companies.

Results show that there are no differences between non-family employees of family and non-family firms regarding the perceptions of organizational justice. However, results reveal that there are significant differences regarding the levels of organizational commitment. Furthermore, it was found that, in family firms, non-family employees' perceptions of organizational justice are positively related to the levels of commitment, especially regarding the affective dimension.

This paper aims to contribute to the literature by addressing two classical organizational aspects, which are yet under-researched in the comparison between family and non-family firms, while pursuing to shed some light on the relationship between the perceptions of organizational justice and levels of organizational commitment of non-family employees working in family firms.

This paper examines the interplay between organizational justice, turnover intentions and resilience among employees in family and non-family businesses in the Portuguese hotel industry. Specifically, it seeks to (1) compare employees’ perceptions of these constructs across family and non-family businesses, (2) investigate the link between organizational justice and turnover intentions in family businesses and (3) determine whether resilience mediates this relationship.

Grounded in the socioemotional wealth paradigm, this paper adopts a cross-sectional design using a sample of 205 employees from small and medium-sized hotels in Portugal. Data were collected using an online questionnaire incorporating validated measures of organizational justice, turnover intentions and resilience. Statistical analyses, including t-tests, regression models and mediation analysis, were performed to test the study's hypotheses.

The results reveal that employees in family firms exhibit significantly lower turnover intentions and higher resilience levels compared to their counterparts in non-family firms. Organizational justice perceptions negatively correlate with turnover intentions in family firms, with resilience acting as a partial mediator in this relationship. However, organizational justice perceptions do not significantly differ between family and non-family firms.

This paper contributes to the limited body of literature on family businesses in the hospitality sector by elucidating the mediating role of resilience in the justice-turnover dynamic. It challenges assumptions of inherent fairness advantages in family businesses and highlights the importance of fostering justice and resilience to improve employee retention in the hospitality sector.

Extensive research has made it possible for service climate (SC) to establish itself as “a pivotal construct from a practical and theoretical perspective in the services marketing and management literatures” (Auh et al., 2011, p. 427). Key to that interest is the role granted to SC in several important outcomes, such as customer satisfaction and loyalty. A closer look at the theoretical arguments and empirical evidence supporting such role reveals, however, several fragilities. The main purpose of this paper is to present some of those fragilities considered to be particularly relevant to identify possible ways to avoid them.

An extensive review of SC literature was conducted leading to the identification of several fragilities regarding the role of SC in customers experiences.

The literature review conducted revealed several limitations that warrant some caution regarding the general consensus concerning the role of SC in customers experiences.

The originality of this paper lies in the identification of several important issues regarding the arguments and empirical support that have been ignored in the literature regarding the role of SC in customers experiences.

The purpose of this paper is to analyze the dynamics of the triple helix model in less favoured regions, examining the role of three spheres: universities, firms, and government. The paper identifies profiles of behavior in terms of triple helix model performance from the firm's perspective and recognizes key factors for successful innovation dynamics in a less favored region of Portugal.

A brief bibliographic revision regarding development of the triple helix model in the innovation process is followed by a description of the role of the helixes and the presentation of a model, after which the hypotheses are defined for testing. The methodology consists of a survey involving companies in a less favored region of Portugal and the application of multivariate statistical analysis “k‐means clusters” to detect behavioral patterns in terms of performance and dynamics of the triple helix model from the firm's viewpoint. In order to verify the hypotheses, tests of multiple average differences are used to assess the unique characteristics of each cluster and the independent test of Chi‐square.

The results point to the existence of a positive relationship between the dynamics of the triple helix model in terms of different types and objectives to innovate, namely, in regards to introducing new products as well as ecological innovation and their efforts to improve communications relative to the obstacles to innovate – explicitly, the lack of information and geographical location, the companies' innovation performance, and the level of cooperation and interaction with the university producing benefits for them in obtaining additional financial resources and prestige for the researcher, as well as by obtaining information for the education process.

The paper contributes to a greater theoretical understanding of the variables influencing implementation of the triple helix model in less favoured regions. It reveals conditions associated with a more active and proactive stance and consequently better innovation dynamics and regional attractiveness.

We present a critical literature review debating Brazilian research on social and environmental accounting (SEA). The aim of this study is to understand the role of politics in the construction of hegemonies in SEA research in Brazil. In particular, we examine the role of hegemony in relation to the co-option of SEA literature and sustainability in the Brazilian context by the logic of development for economic growth in emerging economies. The methodological approach adopts a post-structural perspective that reflects Laclau and Mouffe’s discourse theory. The study employs a hermeneutical, rhetorical approach to understand and classify 352 Brazilian research articles on SEA. We employ Brown and Fraser’s (2006) categorizations of SEA literature to help in our analysis: the business case, the stakeholder–accountability approach, and the critical case. We argue that the business case is prominent in Brazilian studies. Second-stage analysis suggests that the major themes under discussion include measurement, consulting, and descriptive approach. We argue that these themes illustrate the degree of influence of the hegemonic politics relevant to emerging economics, as these themes predominantly concern economic growth and a capitalist context. This paper discusses trends and practices in the Brazilian literature on SEA and argues that the focus means that SEA avoids critical debates of the role of capitalist logics in an emerging economy concerning sustainability. We urge the Brazilian academy to understand the implications of its reifying agenda and engage, counter-hegemonically, in a social and political agenda beyond the hegemonic support of a particular set of capitalist interests.

This paper aims to determine whether the implementation of knowledge management (KM) is linked to e‐business performance and to identify the nature of the relationship existing in the different components of knowledge‐sharing and application and internet‐based KM.

This paper establishes a new model of the practices and results of the KM which has been tested in European companies. For that purpose, a structural equation modelling analysis was used.

The results show that product innovation and external employees’ access to databases have a strong positive effect on the maximization of internet‐based KM and that internet‐based KM has also a positive impact on e‐business performance.

Limitations of this study include the need for more research into the KM cycle. This paper contributes to the research on this topic with new evidence in a broad sample.

These results point to KM's usefulness in improving every day e‐business processes. Therefore managers should be aware of these benefits.

The present study advances knowledge on the nature of the relative importance of different components of internet‐based KM as drivers of e‐business performance.

The purpose of this paper is to discuss the linear solution of equality constrained problems by using the Frontal solution method without explicit assembling.

Re-written frontal solution method with a priori pivot and front sequence. OpenMP parallelization, nearly linear (in elimination and substitution) up to 40 threads. Constraints enforced at the local assembling stage.

When compared with both standard sparse solvers and classical frontal implementations, memory requirements and code size are significantly reduced.

Large, non-linear problems with constraints typically make use of the Newton method with Lagrange multipliers. In the context of the solution of problems with large number of constraints, the matrix transformation methods (MTM) are often more cost-effective. The paper presents a complete solution, with topological ordering, for this problem.

A complete software package in Fortran 2003 is described. Examples of clique-based problems are shown with large systems solved in core.

More realistic non-linear problems can be solved with this Frontal code at the core of the Newton method.

Use of topological ordering of constraints. A-priori pivot and front sequences. No need for symbolic assembling. Constraints treated at the core of the Frontal solver. Use of OpenMP in the main Frontal loop, now quantified. Availability of Software.

This paper examines the effect of national culture on the process of innovation and research and development activities in the subsidiaries of multinational companies. For this purpose, we use a sample of 222 subsidiaries for five European countries. The paper has drawn up two important findings. Firstly, cultural dimensions such as individualism, masculinity, power distance and uncertainty avoidance influence research and development activities of the subsidiaries. Secondly, the type of management model, defined according to the location of the parent company, influence the organization of the research and development activities.

The fastest growing industry in the world is in the hospitality field that focuses on customer satisfaction. Part of this is the food service industry that has been improving its existence for the past years. In the hospitality industry, there are various kinds of businesses and one of them is street cuisine, which is not properly sanitised yet affordable and delicious. The researchers used various approaches to understand the tourists' perception on street cuisine, which are descriptive and quantitative. This research was conducted with millennial visitors in George Town Street, Penang, by using a survey questionnaire. Based on the results, the researchers found out that there are some differences in the perception on street cuisine stalls based on their demographic profile. This study confirmed that street cuisine in George Town Street, Penang, is recognised with its level of hygiene in preparation and with high consideration for its cleanness. In addition, this study also shows that street cuisine in the post-COVID-19 period in George Town Street, Penang, is recognised to have a high commercial value; therefore, more efforts must be engaged to boost its competitiveness in the market. Therefore, there is a need of full support from the Malaysian government, local authorities and local people in maintaining its quality and the preferences of George Town street in Penang as a tourism destination that provides heavenly street cuisine to all tourists in the world.