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Happiness at work is a critical element of workers' performance; in this sense, it is necessary to analyse the conditions that increase employees' subjective well-being. Therefore, the purpose of this paper was to determine the relationship between the autonomy provided to employees and the support of top management on happiness at work.

This research was quantitative, non-experimental and cross-sectional in design. The data collection instrument was a questionnaire based on validated instruments in their respective fields. This instrument was applied to a sample of 603 workers from companies in different sectors of the north-western border of Mexico. For the validity of the measurement construct, exploratory factor analysis was carried out using the principal components method; Cronbach’s alpha tests were applied to assess the reliability of the instrument and to determine the relationship of the variables in this study, the multiple linear regression techniques were used using the least-squares method.

The results suggest that autonomy and support positively and statistically significantly influence the levels of happiness manifested in the workforce. It concludes with the importance of valuing practical organisational governance actions to increase happiness in the workforce.

In this research, the study of happiness is limited to a non-probabilistic sample. Employees from the northwest border of Mexico were surveyed, so the results cannot be generalised to all territories. In addition, the research explains happiness at work based on only two variables of organisational behaviour. A thorough analysis of this behaviour is recommended through new research methods and techniques and the adoption of integrative models.

The results of this study facilitate decision-making by the top managers of the company, especially about the promotion of actions of best business practices that create a harmonious state among its workers and that finally allow the company an improvement in their performance.

This study facilitates the understanding of happiness in workers from the actions of senior managers, so it can be used in the justification of programs for the development and retention of human talent.

This study was based on a systematic review of the existing bibliography in the leading scientific repositories such as WOS and Scopus. It was found that in the study of happiness at work, just under 400 documents were found under the terms associated with Happiness Business. Therefore, the importance of contributing to the construction of theory on the subject is highlighted by studying new predictors in various contexts and territories.

This chapter deals with the development of banking in the Crown of Aragon from the end of the thirteenth century through the establishment of money changers, which followed similar patterns as in other Western European territories. It starts with a review of existing literature and follows with an explanation on the different banking services provided by money changers and the specific legal framework that supported such activities. It then examines the geographical distribution of private banks in cities and towns within the domains of the kings of Aragon, as well as their evolution throughout the fourteenth century. After that, it offers an analysis of the most common professional profiles among these bankers and financers. Finally, drawing on a heterogeneous pool of unpublished data, it seeks to shed light on the diversity of investors and clients of these establishments, a crucial proof of their role in integrated financial markets.

3D-printed devices proved their efficacy across different clinical applications, helping personalize medical treatments. This paper aims to present the procedure for the design and production of patient-specific dynamic simulators of the human knee. The scope of these simulators is to improve surgical outcomes, investigate the motion and load response of the human knee and standardize in-vitro experiments for testing orthopedic devices through a personalized physical representation of the patient’s joint.

This paper tested the approach on three volunteers. For each, a patient-specific mathematical joint model was defined from an magnetic resonance imaging (MRI) of the knee. The model guided the CAD design of the simulators, which was then realized through stereolithography printing. Manufacturing accuracy was tested by quantifying the differences between 3D-printed and CAD geometry. To assess the simulator functionality, its motion was measured through a stereophotogrammetric system and compared with the natural tibio-femoral motion of the volunteers, measured as a sequence of static MRI.

The 3D-printing accuracy was very high, with average differences between ideal and printed parts below ± 0.1 mm. However, the assembly of different 3D-printed parts resulted in a higher average error of 0.97 mm and peak values of 2.33 mm. Despite that, the rotational and translational accuracy of the simulator was about 5° and 4 mm, respectively.

Although improvements in the production process are needed, the proposed simulators successfully replicated the individual articular behavior. The proposed approach is general and thus extendible to other articulations.

The purpose of this study is to provide the conditions for governance effectiveness and explain why the same rules often result in not the same norms.

The author proposes a “corporate governance culture” concept explaining the differences within corporate governance institutions and making it possible to measure their effectiveness. Based on a literature review that included 186 research studies published in the corporate governance field, the author found that most (160) concern structural numerical variables. Only 26 refer to behavioural and cultural issues, and they support the idea of an interdisciplinary approach to governance problems.

A significant contribution of this paper is that it proposes an integrative framework that operationalises psychological, sociological and philosophical issues that influence corporate governance mechanisms. The proposed concept can reanimate the debate about the need for tight governance regulations or leaving room for a loose governance regime.

The idea of “corporate governance culture” explains the divergences identified in studies on corporate governance mechanisms, pointing out behavioural and cultural issues as crucial aspects of governance bodies.