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The purpose of this study was to investigate how a key meeting design characteristic, meeting size, affects the relationship between meeting effectiveness and task performance through employee engagement.

A three-wave time-lagged survey design was used to gather data concerning meeting experiences from employees for statistical model testing.

Using a moderated mediated path analysis, we found that effective meetings only translated into end-of-the-day task performance through engagement when the meeting size was small.

Although much research supports the current findings related to group size and meetings, meeting science has not investigated meeting design characteristics as levers to be pulled to enhance or detract from both meeting outcomes and organizationally desired outcomes. The findings, though are limited, due to potential common method bias, which was limited using methodological and statistical processes.

Managers and meeting attendees should consider how to maintain relatively small meeting size when possible so as to maximize both engagement and performance.

The current study is one of the few to look at meeting size directly as a moderator and helps demonstrate, once again, the importance of effectively designing meetings for success.

The purpose of this paper is to explore the psychological mechanisms explaining the impact of fit on burnout based on meta-theories.

A total of 199 employees participated in three waves with three-week intervals. Person-organization fit and person-job fit were measured in Wave 1, psychological-mechanism variables were measured in Wave 2, and burnout was measured in Wave 3.

Person-organization fit and person-job fit related to three components of job burnout via multiple psychological mechanisms.

The findings help to extend existing theories on fit and burnout literature. The research advances the understanding of psychological mechanisms about how misfit leads to job burnout. It helps stimulate research interest to further investigation on their relationships and effects with other variables besides burnout. It also helps understand the construct of burnout.

For individuals, person-job fit should be achieved as well as person-organization fit to avoid burnout. Measuring organization-based self-esteem (OBSE), psychological capital, and role conflict may help employers to recognize early signs of burnout and to develop effective interventions to reduce burnout. The findings help better understand the value of P-E fit and effective interventions in burnout.

It helps employees better select job and organization and adapt to the job and organization, reduce management cost, and keep mental health.

Two original contributions are that: it adopted three meta-theories to comprehensively investigate the psychological mechanisms explaining how misfit leads to burnout; and it integrated individual and environmental factors of burnout into one fit-based model, which treats the person as a subject rather than a passive agent.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

The results showed effective meetings only translated into end-of-the-day task performance through engagement when the meeting size was small.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The purpose of this paper is to provide the historical background of genealogical records and analyze the value of Chinese genealogical research through the study of names and genealogical resources.

The paper examines the historical evolution and value of Chinese genealogical records, with the focus on researching the Islamic Chinese names used by the people living in Guilin. The highlight of this paper includes the analysis and evolution of the Islamic Chinese names commonly adopted by the local people in Guilin. It concludes with the recommendations on emphasizing and making the best use of genealogical records to enhance the research value of Chinese overseas studies.

The paper covers the history of Islam and describes how the religion was introduced into China, as well as Muslims' ethnicity and identity. It also places focus on the importance of building a research collection in Asian history and Chinese genealogy.

This research study has a strong subject focus on Chinese genealogy, Asian history, and Islamic Chinese surnames. It is a narrow field that few researchers have delved into.

The results of this study will assist students, researchers, and the general public in tracing the origin of their surnames and developing their interest in the social and historical value of Chinese local history and genealogies.

The study of Chinese surnames is, by itself, a particular field for researching the social and political implications of contemporary Chinese society during the time the family members lived.

Very little research has been done in the area of Chinese local history and genealogy. The paper would be of value to researchers such as historians, sociologists, ethnologists and archaeologists, as well as students and anyone interested in researching a surname origin, its history and evolution.