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Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

This study aims to determine whether the communication of Universities in Madrid (Spain) on social networks through their official channels has caused positive results in students’ perceptions of their trust in university institutions during the first semester of the 2020–2021 term and to measure whether the implementation of happiness management strategies in the communication within university governance affected students’ happiness levels, as well as on the recognition of their belonging to the university.

With an exploratory-correlational approach and a quantitative study, this study conducted a statistical-descriptive analysis based on the premise of a general linear regression model with correlations between the variables, using a data collection instrument, whose construct and content validity was previously assessed by experts, which was answered by 564 students of the Degrees in Communication and Marketing from the Complutense University of Madrid, University of La Laguna, and ESERP Business and Law School. The Kaiser-Meyer-Olkin test and Bartlett’s test of sphericity were implemented to analyze the correlation between variables; Cronbach’s alpha coefficient and Pearson and Spearman’s coefficients were also used.

Those students who used social networks to receive news from university institutions about the COVID-19 pandemic deem these channels official, sound and credible. Similarly, the use of official information from university institutions on social networks increases students’ happiness levels.

To the best of the authors’ knowledge, this is one of the first studies aiming to provide scientific evidence of the relationship between happiness management and university governance. This research’s practical implications lead to attributing added value to these types of means for the university governance that seeks students’ happiness.

The volume and range of food law enforcement in the field of purity and quality control has grown dramatically in recent times. Only those able to recall the subject from upwards of half a century ago can really appreciate the changes. Compositional control now appears as more of a closely knit field of its own, keeping pace with the advances of food processing, new methods and raw materials. It has its problems but enforcement agencies appear well able to cope with them, e.g. the restructuring of meat, excess water content, fat content, the application of compositional standards to new products, especially meat products, but the most difficult of all areas is that of securing and maintaining acceptable standards of food hygiene. This is one of the most important duties of environmental health officers, with a considerable impact on health and public concern; and one of the most intractible problems, comparable in its results with the insidious onslaught of the ever‐growing problem of noise, another area dependent on the reactions of people; to use an oft repeated cliche — “the human element”.

Large supermarket chains are adopting customer-service robots to improve service delivery in physical stores. Successful deployment of these robots depends on shoppers' willingness to interact with them, requiring an understanding of influencing factors. This study, grounded in the Cognitive-Affective-Normative (CAN) theory, seeks to systematically explore the factors influencing Gen Z shoppers' willingness to interact with customer-service robots.

A hybrid approach combining Structural Equation Modeling (SEM) and Necessary Condition Analysis (NCA) was employed to analyze survey data collected from 945 Gen Zs in the Czech Republic.

The results from SEM highlight significant cognitive, normative, and affective factors that influence the intention of Gen Z shoppers to interact with a customer-service robot. Specifically, cognitive factors such as effort and performance expectancy, along with normative factors like subjective norms, emerged as critical determinants. Furthermore, affective factors such as technology anxiety and positive emotions significantly influence users' readiness to use customer-service robots for service requests. The study also underscores that positive emotions, effort expectancy, performance expectancy, and subjective norms are vital prerequisites for interacting with customer-service robots.

The originality of this work lies in its two significant contributions to the burgeoning field of SRs in retail literature. First, it extends the CAN theory to the context of SRs among Gen Z shoppers in Czechia, thereby enriching the existing literature on SRs in retail. Second, by employing a hybrid analytical approach, our research offers both empirical and methodological advancements, providing rigorous insights crucial for enhancing the understanding of the pivotal factors influencing shoppers' interactions with SRs in physical store environments.

This chapter provides a literature review on the topic of emotional intelligence (EI) in the workplace. Quantitative methods were used, with surveys sent to a predetermined sample and processed with the SPSS statistical package. The overall aim of the study was to investigate the effect of EI based on self-awareness, self-management, empathy, and relationship management on work engagement in a public university. One hundred eight professors at the public university. The data for this study were collected by means of a questionnaire. In total, there are 23 questions on a Likert scale. Cronbach's alpha showed that the reliability of the instrument was higher than 0.763. In light of the data, it has been shown that there is correlation between self-awareness, self-management, relationship management, empathy with both work engagement and job satisfaction. Furthermore, the results show that EI is significantly related to both university loyalty and job happiness. Only a conditional link was created between professors' achievements and the success of the public university.

Prior to the spring 2020, education in the United States looked very similar to how it had always looked … students attended brick-and-mortar schools, used technology in their classrooms and homes to supplement their learning, and relied on the support of teachers as needed or wanted. Parents, for their part, were involved in the traditional supportive roles of checking over homework, monitoring attendance, and providing encouragement as warranted, and worked to balance this role with professional and community obligations and responsibilities. The COVID-19 pandemic swept across the globe, and parents as well as teachers were suddenly thrust into different and less familiar roles, as teaching and learning transitioned to a virtual experience. In examining this transition, a team consisting of researchers from Florida and North Carolina sought to determine the effectiveness of the parent roles in schooling from the educator perspective. In this chapter, the findings of this study are explored and analyzed, with recommendations made for research moving forward in this area.

The benefits of humor for general well‐being have long been touted. Past empirical research has suggested that some of these benefits also exist in the work domain. However, there is little shared understanding as to the role of humor in the workplace. The purpose of this paper is to address two main gaps in the humor literature. First, the authors summarize several challenges researchers face in defining and operationalizing humor, and offer an integrative conceptualization which may be used to consolidate and interpret seemingly disparate research streams. Second, meta‐analysis is used to explore the possibility that positive humor is associated with: employee health (e.g. burnout, health) and work‐related outcomes (e.g. performance, job satisfaction, withdrawal); with perceived supervisor/leader effectiveness (e.g. perceived leader performance, follower approval); and may mitigate the deleterious effects of workplace stress on employee burnout.

The authors examine the results of prior research using meta‐analysis (k=49, n=8,532) in order to explore humor's potential role in organizational and employee effectiveness.

Results suggest employee humor is associated with enhanced work performance, satisfaction, workgroup cohesion, health, and coping effectiveness, as well as decreased burnout, stress, and work withdrawal. Supervisor use of humor is associated with enhanced subordinate work performance, satisfaction, perception of supervisor performance, satisfaction with supervisor, and workgroup cohesion, as well as reduced work withdrawal.

Profitable avenues for future research include: clarifying the humor construct and determining how current humor scales tap this construct; exploring the role of negative forms of humor, as they likely have different workplace effects; the role of humor by coworkers; a number of potential moderators of the humor relationships, including type of humor, job level and industry type; and personality correlates of humor use and appreciation.

The authors recommend caution be exercised when attempting to cultivate humor in the workplace, as this may raise legal concerns (e.g. derogatory or sexist humor), but efforts aimed at encouraging self‐directed/coping humor may have the potential to innocuously buffer negative effects of workplace stress.

Although psychologists have long recognized the value of humor for general well‐being, organizational scholars have devoted comparatively little research to exploring benefits of workplace humor. Results underscore benefits of humor for work outcomes, encourage future research, and offer managerial insights on the value of creating a workplace context supportive of positive forms of humor.

Shared leadership is increasingly important in today's organizations. The purpose of this paper is to examine the association between shared leadership and team performance, the moderating role of demographic diversity and the mediating role of information sharing on this relationship.

The research used a field study design, quantitative data of employees from two different organizations. Data were analyzed with structural equation modeling analyses.

Shared leadership was positively associated with team performance and this association was mediated by information sharing. Demographic diversity moderated the relationship between shared leadership and team performance, such that shared leadership was more strongly associated with team performance in more diverse teams and less in less diverse teams.

The results found support for moderating and mediating variables, explaining under what conditions and how shared leadership is associated with team performance in organizations.

The findings highlight the importance of nurturing shared leadership, in particular as teams tend to grow more diverse in our todays’ work settings. They also highlight the importance of diversity in how shared leadership unfolds its potential.

The research highlights that shared leadership, diversity, and information are increasingly important in today's organizations and should be considered from a more positive standpoint.

This research explored the association between shared leadership, demographic diversity, and information sharing with team performance. It represents a first step in examining the moderating and mediating variables of the shared leadership and team performance association.