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This paper aims to check the fragmentation of knowledge across multiple sources of evidence, identifying, scrutinizing and outlining suggestions concerning the challenges researchers face when using multiple sources of data to identify studies.

This study produced a comprehensive database of 15,848 items from Scopus, Web of Science and EBSCO on the organizational growth and decline topics. The analyses carried out to check the fragmentation of scientific knowledge and the challenges in identifying studies have made use of the basic data frame functions in R’s language and the Bibliometrix and Corpus R’s packages.

This study confirms the fragmentation of scientific knowledge as well as it identifies the following challenges: missing information in key fields, nonexistence of standards in terminology, limitations on data extraction, duplicates and multiple formats of cited reference. Additionally, it suggests practical coping procedures and advances implications for stakeholders and an agenda for future research.

This study provides valuable and practical examples with empirical confirmation of scientific knowledge fragmentation and offers an integrated view of many challenges in the process of identifying studies. Moreover, by offering suggestions to address these challenges, this study not only offers a practical guide to scientific researchers but also initiates a wider discussion regarding knowledge organizing in social sciences.

The purpose of this paper is to investigate the effects of negotiation process and outcome on an individual’s desire to negotiate again with the same counterpart.

Data were collected from 115 dyads representing two companies negotiating an eight-issue property leasing agreement via e-mail. Desire to negotiate again was regressed on demographic/personality, process, and outcome measures.

Reaching an agreement was found to be significantly related to desire to negotiate again, while the number of messages exchanged and the mean number of competitive tactics employed were positively and negatively associated with reaching an agreement, respectively. Further, perceived honesty of self and counterpart were also associated with an individual’s desire to negotiate again.

This study focuses on an aspect of real negotiations often overlooked by researchers – the likelihood of future encounters with the same party – and examines three categories of factors that could affect a party’s desire to negotiate with a counterpart again – demographic/personality, process, and outcome (actual and perceived).

The relationship between job satisfaction and performance is a topic that has been intriguing scholars and managers for a long time. With the flourishing of positive psychology, it has been called the happy-productive worker thesis. New concepts led to new results but still divergent. This study aims to understand the past 20 years of research on the topic, also called the holy grail of the organizational sciences, helping to unwrap conclusions so far.

Bibliometric analysis was performed with R statistical tool’s support, complemented by content analysis, based on studies from three major databases between 1999 and 2019. The empirical studies were analyzed according to the constructs used, shedding light on when the happy-productive worker thesis is more likely to be confirmed.

Results show a variety of constructs and instruments used to operationalize the constructs. This lack of convergence accounts for a large part of the general inconclusiveness of the topic. Indicated research gaps can be useful to both academics and practitioners.

Only studies declared as related to the happy-productive worker thesis were considered.

Managers can benefit from considering the findings as a basis for decision-making regarding investments in employee happiness at work, focusing on the aspects of happy constructs that lead to productive criteria.

The application of mixed methods, complementing the bibliometric with thorough content analysis, provided a more detailed overview of current knowledge about the topic, helping to disentangle different concepts that were treated as similar. Thus, it is possible to understand in which situations happy workers are really more productive.

This paper seeks to suggest that the responsible management of the growth process can prevent the organization from becoming “too big to fail”. Moreover, responsibly managing growth enhances the organizational propensity to experience healthy longevity.

Four growth‐related challenges provide the basic framework that organizes the discussion and inspires the main dimensions that make up the responsible management of growth.

Responsibly managing growth comprises providing responsible responses to the growth challenges. It encompasses nurturing continued value creation; performing responsible risk management; securing value capture for the businesses (profits) and for the organization as a whole (legitimacy); performing systematic scanning of the environment; responsibly reacting to external pressures, preferably in anticipation of upcoming changes; sustaining the firm's integrity, in face of increasing diversity; and equipping the organization with the right amount and variety of skills at the right time.

Management should keep under close scrutiny the growth challenges and develop systematic procedures to check the impact of decisions and actions on the growth challenges.

The paper advances the notion that organizations exhibit a dual nature. Growing organizations can develop a potential ability to renew and self‐perpetuate; but they can also sow the seeds of their own destruction.

This paper aims to describe a study of the negotiation process, focusing on the use of seven competitive-unethical tactics in dyadic negotiations. The initial use of these tactics and their effects on process and outcomes are examined.

In total, 230 Brazilian professionals from a large financial institution participated in two-party, property-leasing negotiations involving eight issues with assigned point values. Negotiations were conducted online and, from the recorded transcripts, seven competitive-unethical tactics were tracked and analyzed with respect to the negotiation process and outcomes (individual and joint, perceived and actual).

The study found that most participants employed one or more tactics, the stage and incidents of initial use affected overall employment, and participants often reciprocated when tactics were employed. Reciprocation was best described by a logarithmic function, with a small number of tactics answered with as many or more tactics, but a large number of tactics producing a smaller response. Also, number of messages exchanged and number of tactics per message were related to likelihood of reaching an agreement and, to some extent, to individual outcomes (actual and perceived). Reaching an agreement and perceived individual outcome were associated with a participant's desire to negotiate with a counterpart in the future.

The vast majority of studies to date have employed questionnaires to measure ethical attitudes or intentions, or have limited their empirical studies to competitive tactics only. This study moves beyond these methodologies to examine the actual use of a range of competitive-unethical tactics, and their effects on process and outcomes.

This paper seeks to introduce a model of the initiation process in negotiations, and to describe a study of the effects of culture and personality on propensity to initiate and assertiveness in negotiations.

Using a survey research approach and hierarchical regression analyses, initiation propensity and assertiveness were regressed against two country cultures diverse with respect to perceived appropriateness of initiation (Brazil and the USA) and four measures of personality (self‐efficacy, locus of control, risk propensity, Machiavellianism).

Regression analyses found three personality factors (risk propensity, self‐efficacy, Machiavellianism) to be most significantly associated with initiation propensity/assertiveness, along with an interaction effect involving country culture and risk propensity.

Future studies might benefit from a broader, more diverse subject pool (beyond the two countries studied). This would allow for separate analyses of cultural dimensions, rather than treating culture as a composite measure. In addition, future research might include measures of actual initiation behavior.

Initiation is a manageable process. Self‐efficacy, for example, can be improved by observing others skilled in the initiation process, and through practicing initiation under more favorable conditions. Furthermore, an individual can follow a graduated approach to gain initiation confidence, beginning with simply engaging (without asking) and progressing to asking and optimizing.

This paper offers a model for understanding the dynamics of the initiation process in negotiations, which generally has been overlooked by negotiation researchers. The study examines two sets of factors that can influence initiation behavior that have not been investigated in total – culture and personality.

This chapter describes public space exploration services’ business goals, purpose, and strategy. It reinforces space exploration organizations’ fundamental bureaucratic administrative culture (Tier 1). The authors describe the influence that political appointees as leaders may play in shaping public sector cultures. Next, the public service culture (Tier 2) is deconstructed, and each of the five layers is described in detail. Additionally, the authors explain why focusing on the beliefs layer is the dominant layer and the essential starting point for analysis in space exploration cultures. Next, the chapter outlines the landscape of external influencing cultures (Tier 3) in the space exploration landscape. Finally, the potential value and challenges of developing internal KLC cultures are explored.

What it may lack in numbers, Scotland has always made up for in the independence and enterprise of its inhabitants. While Scotland cannot claim much part in the earliest stages of printed circuit development, it should come as no surprise that the land which bore Alexander Graham Bell and John Logie Baird should have seized the opportunity of exploiting this other aspect of innovative technology, and that, for its mere 5 million inhabitants, it should boast a disproportionately large share of involvement in the printed circuit board industry. The total number of people involved in the PCB manufacturing industry (non‐captive market only) in England has been estimated at approximately 9,000—the numbers involved in Scotland total approximately 2,000, not far off 25% of the English figure. Wales and Ireland trail behind with about 300 and 400 respectively, while the Isle of Man, putting up a good show, numbers 16. Michael Hannon, of Michael Hannon Marketing (Ayr), comments, ‘Scottish PCB manufacturers have a disproportionate share of the UK rigid PCB home and export markets, as well as including in their number one of the largest flexible manufacturers in the UK. Out of the top five UK/Republic of Ireland PCB manufacturers’ production, the Scottish manufacturers represent about 55%. This is quite surprising when one considers that Scotland's population represents less than 10% of the total.’ Narrowing the focus from country to specific area, the Borders region is host to a number of PCB companies which together account for 55% of PCBs manufactured in Scotland, and 10% of the UK total.