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This study aims to identify the influence exerted by the performance of human resources (HR) through effectiveness and efficiency in the success of business projects in Mexico.

The methodological design was quantitative, explanatory, observational and transversal, where a sample of 502 was used. A structural equation model (SEM) was developed using the statistical software AMOS v25 to test the hypothesis. SPSS v25 was used for data analysis. Regarding the goodness and fit indices of the SEM, χ² = 388.83/df = 143; χ²/df = 2.71; p < 0.001; GFI = 0.92; AGFI = 0.91; CFI = 0.96; TLI = 0.95; NFI = 0.94; IFI = 0.96; RMSEA = 0.05; RMR = 0.04; SRMR = 0.03, which turned out to be acceptable.

Through the results obtained through the SEM, it is shown that there is a positive and significant relationship between the performance of HR through their effectiveness (r = 0.65, p < 0.01) and efficiency (r = 0.64, p < 0.01) with respect to the success of the business projects. Likewise, the effectiveness of HR has a positive and significant influence on the efficiency (ß₂ = 0.46; p < 0.001) and the success of business projects (ß₃ = 0.89; p < 0.001) in Mexico. In the same way, efficiency positively and significantly influences the success of enterprises (ß₄ = 0.35; p < 0.001) in Mexico.

In this research, only the performance of the HR was assessed through efficiency and effectiveness as one of the variables that intervene in the development of the business project, and that is one of the main factors of analysis to achieve the success of the enterprise. In this sense, the results are limited to the extent that the findings can be generalized to business projects that are developed in different entities such as universities, incubators and other instances that promote the development of business projects and thereby guarantee success. In this sense, it is considered to carry out more research regarding these variables and others that can study the phenomenon and generate new scientific research.

HR performance is considered as one of the main factors that allow the success of business projects. However, some practical limitations are determined by the vision, strategies, as well as the orientation that entities such as universities, and incubators, among other organizations, determine to develop the business project and thus guarantee its success. Other practical implications lie in the leadership that the entrepreneur exercises in his/her work team and collaborators to generate synergy between them considering culture and identity, as well as the commitment to the business project.

The findings are relevant and of great value because they support entrepreneurship models, giving an alternative focus in the study to achieve success, specifically in the state of Guanajuato, which represents one of the main states that have with a greater number of ventures focused on the automotive, food, leather and footwear cluster, among other SMEs that promote business projects and is one of the main states of the Mexican Republic that contributes to the economic development of the region as well as the nation. Likewise, the study is relevant because there is currently not enough research focused on the variables analyzed on the success of business projects in the Mexican context.

Citizens often perceive surveillance by government authorities as oppressive and, hence, demonstrate reluctance in value co-creation from such services. This study aims to investigate the challenges and benefits of citizen empowerment through technology-driven surveillance or “smart surveillance.”

Guided by Dynamic Capability theory, the authors conduct in-depth interviews with officers in-charge of surveillance in smart cities. Given the contemporary advancements, this approach allows a retrospective and real-time understanding of interviewees’ experiences with smart surveillance.

The authors develop five propositions for citizen empowerment through smart surveillance to summarize the findings of this study.

This study advances the relevance of Dynamic Capability in public administration.

Smart city authorities and policymakers may leverage the insights provided in this study to design appropriate policies for smart surveillance.

The authors find that factors such as digital technology and infrastructure, information management, skill divide and perceived return on investment may influence citizen empowerment through smart surveillance.

This study aims to examine the roles of advertising (ADV) and sales promotion (SP) in creating airline brand equity (BE) in the UAE, and to test the mediational effect of customer perceived value on the proposed relationships. Additionally, the study examines the outcomes of airline BE (i.e. trust, satisfaction and loyalty).

A structured and self-administered survey was used targeting 234 passengers, from which 197 were valid for the analysis. Exploratory and confirmatory factor analyses were used to assess the research constructs unidimensionality, validity and composite reliability.

The empirical findings support the direct relationship between ADV and BE. Perceived value fully mediates the effect of SP on BE. In addition, BE positively affects trust, satisfaction and loyalty.

Future research could investigate BE and perceived value as multidimensional constructs. Additionally, future research should expand the effect of other variables such as airline type, airline class and other marketing mix elements.

The findings from this research highlight the importance of both ADV and sale promotion in enhancing airline BE, and the pivotal role of perceived value.

The originality of this research is highlighted in conceptualizing a parsimonious model of the preceding constructs (i.e. ADV, SP, customer perceived quality) and subsequent constructs of BE (i.e. customer trust, customer satisfaction, customer loyalty), which has never been investigated collectively in one model in the literature particularly in the airline’ context of emerging economies such as UAE.

Building upon institutional pressures on firms to deal with corruption, this study aims to investigate the association between a firm's engagement with anti-corruption disclosure quality (ACD_Q) and earnings management (EM). Also, this study examines the moderating role of audit quality in the association between ACD_Q and EM.

The authors constructed an ACD_Q index based on the 2010 UK Bribery Act and taking into account a wide range of rules on corruption and bribery, including those of the OECD, World Bank, UNCTAD, UNGC, UNCAC and GRI. Generalized method of moments and panel regression were used to examine the association between ACD_Q and EM.

Using a sample of 2,695 firm‐year observations of the UK’s FTSE-350 from 2008 to 2018, this study finds ACD_Q is negatively associated with EM. In addition, this negative relationship is contingent on audit committee independence and audit committee expertise. This finding is supported by additional robustness and sensitivity analysis.

The empirical evidence reiterates the crucial need for more concerted efforts to ensure corporate engagement in anti-corruption practices with a view to reducing earnings manipulations.

This study contributes to the limited evidence that investigates how ACD Q influences EM in the UK after the introduction of the UK Bribery Act in 2010. Furthermore, by considering the period from 2008 to 2019, this study investigates the potential moderating role of UK corporate governance reforms in EM reduction. In particular, to the best of the authors’ knowledge, this study assesses for the first time the moderating effect of audit committee mechanisms on the ACD Q and EM nexus.

Innovation is critical for businesses to stay competitive in today's world, as it allows them to constantly look for new ways to differentiate their products or services from their competitors as well as improve cost-effectiveness. This study explore the role of strategic human resource practices in developing organizations' competitive capabilities-differentiation and cost-effectiveness, which, improves their innovation performance to create a competitive advantage.

The authors collected data from 387 employees from 25 knowledge-intensive information technology organizations in India through a questionnaire-based survey. After checking for biases, reliability and validity, the hypothesized relationships were tested by structural equational modeling using AMOS 26.

Strategic HR practices have a significant and positive effect on innovation performance and both competitive capabilities-differentiation and cost-effectiveness. While the differentiation capability had a strong positive effect on innovation performance, cost-effectiveness capability was not significantly related to innovation performance. The differentiation capability mediates the relationship between strategic HR practices and innovation performance link, whereas the cost-effectiveness capability did not have a mediating effect.

This study provides practical insights to HR and knowledge managers to focus on development of human capital and invest in hiring, training, development, strategic performance management practices to enhance employees' knowledge behaviors, which, stimulates innovation performance.

The paper adds to the strategic HRM paradigm by clarifying the underlying process of how strategic HR practices leads to higher innovation. It affirms the vitality of choosing appropriate competitive capabilities, and supporting organizational factor for business's success. It fills an important research gap by providing original empirical evidence from knowledge intensive information technology organizations in the emerging economy of India.

Turnover in high-tech companies has long been a concern for managers and executives. Recent meta-analyses from the general turnover literature consistently show that job satisfaction is a major attitudinal antecedent to turnover intention and turnover behavior. Additionally, the available research on information technology (IT) employees focuses primarily on turnover intentions and not on a risky decision-making perspective and actual turnover (turnover behavior). The paper aim is to focus on that.

This study uses hierarchical ordinary least squares, process (Preacher and Hayes, 2004) and logistic regression.

The main predictor of actual turnover is risky decision-making, whereas job satisfaction is the main predictor of turnover intention.

The joint effects of risk and job satisfaction on turnover intention and behavior have not been studied in the IT domain. Hence, this study extends our understanding of turnover in general and particularly among IT employees by studying the combined effect of risk and job satisfaction on turnover intentions and turnover behavior. The study’s theoretical and practical implications are likewise discussed.

Organizational exploration has recently emerged in the literature as an essential aspect of contemporary organizations. However, little is known about its antecedents and, specifically, the role of contemporary leadership styles. The present study investigates the relationship between empowering leadership and organizational exploration. In addressing this relationship, we examine preoccupation with failure and leader gender as a mediator and a moderator, respectively.

We collected data from a sample of 326 US employees in March 2022. To test the present hypotheses, we used the PROCESS SPSS macro.

Our results supported our moderated mediation model, demonstrating that the indirect relationship of empowering leadership with organizational exploration via preoccupation with failure is stronger for male leaders than for female counterparts.

Concerning the practical implications of this study, organizations should be cognizant of empowering leaders’ impact on desirable outcomes. Additionally, organizations should promote preoccupation with failure to ameliorate organizational exploration. Preoccupation with failure can be achieved when error reporting is encouraged by organizations and supervisors and when a culture that promotes constructive feedback is established.

The present study offers novel insights into the underlying mechanisms and boundary conditions through which empowering leadership relates to organizational exploration. Additionally, it fills a gap in the literature concerning the relationship between empowering leadership and preoccupation with failure. Moreover, it adds to prior research regarding the outcomes of preoccupation with failure, filling the gap regarding the relationship between preoccupation with failure and organizational exploration. Lastly, it expands limited research focused on leader gender as a condition under which the effect of contemporary leadership styles could be enhanced or mitigated.

The purpose of this study is to review literature on the relationship between leadership and workplace learning, to critically analyze and discuss findings and to suggest future research paths based on the synthesis.

This study applied a refined literature review process leading to a selection of 40 articles, which originated from 14 internationally acclaimed journals.

When explaining leadership influence regarding individual and team learning, the concepts of role modeling behavior, relational support and negotiation of meaning is significant. If leaders provide support, show exemplary behavior and negotiate individual arrangements with employees, workplace learning development is positively affected.

Future studies should focus on empirical cases further illustrating how the leader–employee relationship is formed in practice, to further understand differences in leadership influence on employee workplace learning.

The gathered knowledge implicates that carefully designed leadership training programs and personalized work arrangements between leader and employees are beneficial for leader’s ability to influence employee workplace learning.

The reviewed studies were solely published in top management journals, which resulted in an original literature selection. This study also discusses implicit or articulated assumptions about the view of learning in the selected studies, offering additional understanding about the underlying learning views in leadership–workplace learning research.

The use of mindfulness interventions (MIs) as means to manage unwanted or undesirable affect and behaviour has increased in popularity recently. This has resulted in the trial of MIs as a means to benefit well-being within prisons, with some intention of reducing recidivism. This study aims to examine current research regarding the use of MIs within prisons.

A total of 14 studies were manually selected for review inclusion according to their determined eligibility. All studies were required to have taken place in a prison and to include an explicit mindfulness intervention, including mindfulness theory and practice.

Most interventions reviewed demonstrated success, particularly when tailored to the unique needs of a prison environment. Positive changes reported included improvements in participant mental health symptoms, as well as reduced stress and increased mindfulness skills. Some preliminary evidence was provided to indicate the potential longevity of some of these benefits. This review further highlighted some significant questions regarding the generalisability of the proposed suitability of MIs within prison environments including practical delivery constraints and the lack of acknowledgment of the unique challenges and circumstances faced by prisoners.

The findings of this review show positive potential for the use of MIs within prison populations, where these are well-linked to mindfulness theory and to the needs of inmates. The review also suggest that MIs should be investigated thoroughly, examining potential negative implications alongside positive changes. There needs to be further review of the role of MIs within prison populations to ensure their suitability in the custodial environment.

MIs are somewhat inflated in terms of predicted outcomes and sometimes applied to potentially unsuitable groups. A significant gap within the literature also persists regarding potentially negative implications associated with MIs, particularly within unique prison populations. Prison treatment programmes should be developed with careful consideration of unique prisoner needs in comparison to a general population.