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The study evaluated the effect of a comprehensive yogic methodology called “Inner Engineering Online” (IEO) on developing positive self-leadership. The authors hypothesized that IEO would equip participants with knowledge and skills to optimize their functioning in major experiential dimensions of the self (body, mind, emotion, and energy) and produce a synergistic effect in enhancing well-being and positive organizational behavior for employees, leaders, and entrepreneurs.

The study uses a field quasi-experimental one group design with pre- and post-tests. The sample consists of 97 employees, 84 leaders and 76 entrepreneurs in various industries (N = 264).

The pairwise t-test results show that IEO has a positive effect on well-being (mindfulness, joy, vitality, and restfulness) and positive organizational behavior (meaningful work, psychological capital, and work engagement).

The study is limited by the lack of a control group. Future research may use a randomized control design to confirm the present findings and explore the mechanisms through which IEO exercises its effect and other positive outcomes.

IEO complements the behavioral and cognitive strategies of self-leadership by including emotional and energetic strategies to produce a synergistic effect on positive outcomes. The program is multi-lingual and scalable and can be implemented in and outside of the organizational settings globally.

The study proposes the concept of positive self-leadership and is the first study to investigate the potentiality of an emerging program for developing positive self-leadership.

This study develops a social psychological model to account for women’s gender‐typed occupational mobility. The model delineates that occupational gender composition affects women’s psychological experience (experience of sex discrimination, self‐efficacy, and gender role ideology), and that this psychological experience, in turn, contributes to their mobility between male‐dominated and female‐dominated occupations. Using the National Longitudinal Surveys (NLS) of Young Women data, the study finds that occupational gender composition affects women’s report of experience of sex discrimination but not self‐efficacy or gender role ideology. Self‐efficacy contributes to women’s gender‐typed occupational mobility, but experience of sex discrimination and gender role ideology do not. The direction for future research is discussed.

Professional touching behavior (PTB), defined as intentional touching behavior that occurs between organizational members and that falls within the boundaries of appropriateness and professionalism in the workplace, is prevalent in organizations. Scholars from multiple disciplines, including human resources researchers, have acknowledged the importance of physical contact for facilitating interpersonal communication and relationship-building. However, PTB may not only elicit positive reactions from those who receive it but also negative reactions as well, with implications for social dynamics in organizations. PTB can, on the one hand, fulfill employees’ desires for interpersonal connection; at the same time, such physical contact at work can represent a threat to employees’ health. To explain the nature and implications of these divergent effects of receiving PTB, the authors draw upon sociometer theory and behavioral immune system (BIS) theory to model the emotional, cognitive, and physiological processes via which, and the conditions under which, receiving such behavior will result in socially functional responses and prompt subsequent prosocial behavior, and when PTB will be perceived as a health risk and prompt withdrawal behavior. The theoretical framework of this chapter expands our conceptual understanding of the consequences of interpersonal physical contact at work and has important human resources management (HRM) implications for organizational managers.

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

To discuss the historical roots of contemporary geopolitical economy, this paper aims to explore the complex and influential analysis of Tilly's formation of European national states as a predominant type of territorial political organization in contemporary world. To do this, Tilly described different eras of dominant organization of warfare in relation to state organization: patrimonialism, brokerage, nationalization, specialization. In this paper, we explore the link between the organization of military power and trade policy. We are trying to answer the question, if it is possible to credibly state a connection between the trade policy types pursued by selected states in specific historical periods and Tilly’s eras of dominant form of organization of warfare. For this purpose, we developed a typology of trade policies of important states throughout the history, using the economic history research of leading experts in the field. Our conclusion is that such a connection – between trade policy and Tilly’s eras of organization of warfare – can be made and that this connection is solidly supported by economic history. Our analysis may be of value for any critical assessment of international trade relations in contemporary geopolitical economy – and of influential cosmopolitan interpretations of the liberal trade regime of 19th century or globalization in 20th century.

Research on high-growth firms (HGFs) or gazelles is expanding due to their significant contribution to job growth and economic development. However, the knowledge about the conditions and factors that set these firms on their rapid growth trajectory remains fragmented. Therefore, this chapter provides an abreast inventory of the surging gazelle studies by systematically reviewing the international gazelle growth literature and consolidating firm-level, industry-level, and macroeconomic-level growth factors and their interactions as elaborated in the studies. Based on the review of 62 international empirical studies, this chapter finds that the gazelle growth is complex and multidimensional in its scope and nature. The firm’s growth intention and entrepreneurial nature emerge as necessary but not sufficient conditions to guarantee rapid growth as it results from the impact of and interaction between various firm-level and external factors. The different growth-influencing factors are summarized using a theoretical gazelle growth model, which supports the rare and temporal nature of the gazelle growth.

The purpose of this paper is to investigate the role of brand identification (BI), brand knowledge (BK) and brand psychological ownership (BPO) to predict brand citizenship behaviours (BCB) in a mediating role of brand pride.

Using survey data collected from 372 front line employees (FLEs), employed in different banks in Pakistan, the path analysis through structural equation modelling procedures is used to perform data analysis.

The results show that BI, BK and BPO strongly predict BCB in a mediating role of brand pride.

The results have pragmatic value to guide managers and marketing policymakers to develop a brand culture where the company as a brand is internally owned by its employees. The supervisors should offer FLEs with opportunities to speak up and must socialize with them so that communication touch points can be established and strengthened. Furthermore, delegation of authority and positive enforcement are important tools to trigger psychological ownership among FLEs.

Three antecedents (i.e. BI, BK and BPO) to advocate and channelize brand-oriented citizenship behaviours are unique to this study. Furthermore, the mediating role of brand pride is yet another unique contribution.