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Christmas markets have more recently become important tourist attractions in Europe. The purpose of this study is to understand how does this recurring event impact local businesses and residents. The research focuses on the city of Cluj-Napoca, Romania.

This study used both quantitative and qualitative methods. First, a survey was conducted with local residents to evaluate the impact of the Christmas market on the local community. Residents’ perception of social impacts was ascertained by using a five-point Likert scale. The data collected was then processed using the SPSS software. Second, to assess the impact of the Christmas market on the businesses located in the city’s historic central square, semi-structured interviews with managers and front-line employees were conducted. In total, 21 people were interviewed for this study. The interviews were then transcribed, and the content analysis was applied to the textual data.

The study found that both residents and local businesses have a positive attitude toward the Christmas market. The only negative impact, identified by a segment of the population and some companies, was crowding of public spaces (including parking problems and traffic jams).

This study is novel in that, with one exception, there are no studies on the community impacts of Christmas markets. Moreover, to the best of the authors’ knowledge, this is the first study on Christmas markets in Romania and one of the very few in Eastern Europe.

Using data from 184 employed Hispanic‐American and Anglo‐American participants in the United States, the present study examined the relations between four cultural values (i.e., collectivism, power distance, familism, present time orientation) and job choice preferences. Results revealed that (1) collectivism was positively related to the importance of coworkers and working in a diverse organization, (2) familism was related to preferences for jobs with personal time off, and (3) power distance was related to the importance of organizational reputation and promotion opportunities. In addition, the findings revealed that, relative to Anglo‐Americans, Hispanic Americans felt that organizational reputation, flexible work hours, bonuses, and diversity were more important job choice factors. Implications are offered for conducting future research on job choice and developing recruitment practices in multicultural organizations in the United States.

Tests the reliability of an empirical model designed by Szapocznik et al to measure acculturation levels of first‐generation immigrants. Applies model to a demographically diverse sample group of first‐generation Asian‐Indian immigrants in three cities near New York (USA) to establish levels of cultural and behavioural acculturation, and the relevance of demographic variables, such as gender, marital status, religion and occupation. Establishes a series of statistically significant correlations between the variables examined; compares these results with findings of other studies involving different immigrant groups. Asserts that the model provides a reliable basis for assessing acculturation characteristics of immigrants; concludes that the findings of this study provide an objective basis for the development of social and public policy aimed at accommodating acculturation needs of this particular immigrant group.

Examines critically the bulk of cross‐cultural research involving the constructs of individualism and collectivism. Highlights some of the main conceptual and methodological shortcomings in the use of these constructs and the need for refinement and synthesis in definition and measurement. Suggests a research strategy that integrates previous empirical findings in a theory‐driven approach. Proposes multiple group confirmatory factor analysis as a technique for confirming a 2‐2 factor structure for individualism and collectivism and for testing the equivalence of their measures across culturally diverse groups.

Conceptually examines the effect of individualism/collectivism on the tenets of equity theory. It is the view of the authors that the equality principle of reward allocation in collectivistic cultures is not a separate method of distribution, but a subset of the theoretically grounded equity principle appropriately integrating the cross‐cultural individualism/collectivism value. To support this position, the authors reduce equity theory to its fundamental elements and illustrate how in dividualism/collectivism separately affects each component. The derived model and subsequent discussion should provide researchers with a theoretical frame work for future empirical studies.

Due to the increasing trend of global competitiveness, lean manufacturing has received much attention in the international literature. Although previous studies have indicated the positive effects of lean manufacturing on the performance of the manufacturing firms, the impact of lean practices on two aspects of “job”, namely, characteristics and satisfaction, as of yet remains unclear. As a result, this study aims to evaluate job characteristics to understand the effects of lean manufacturing on job satisfaction.

Data from a survey of 206 employees in lean manufacturing companies were gathered and analysed using the partial least squares technique.

The results indicate that customer relationship, human resources and product design practices had positive indirect effects on job satisfaction through job characteristics, whereas, process and equipment practices had a negative indirect effect.

The findings of the study will be useful for the companies that implement lean manufacturing practices. Companies could either adjust their lean initiatives or make a trade-off amongst job characteristics.

This study contributes to the advancement of knowledge on the effects of lean manufacturing practices on job satisfaction through job characteristics.

Previous research, at once more abstract and more concrete, has neglected the intermediate level of interorganizational coordination (IOC): coordination structures. This theory of IOC identifies coordination structures, ranging from the liaison to markets and interorganizational networks, at various levels of organizational generality and complexity. Coordination structures invoke informal and formal links, based on hierarchy (command), market (exchange), or association‐solidarity (trust). IOC and its related coordination structures are the result of organizations' perceiving their interdependence. IOC cases in environmental management illustrate the theory and its implications for organizational analysis and institutional design.

Organizational happiness has received exponential attention in recent years. To offer an over-view for future research gap, this article produces a comprehensive review by combining bibliometric analysis and interviews to key authors in the field. The main objective of this paper is to show the state of research regarding the environment in the management of happiness in organizations: the evolution of scientific activity, current trends in authorship, topics and future setting research agenda.

The methodological process focuses on a mixed method. A systematic review of the relevant literature; bibliometric analysis and network mapping in the Web of Science and Scopus data-bases; bibliometric network analysis of authorship, citation and co-occurrence of key words in scientific publications.

The results reveal that happiness management is gaining importance and, moreover, more than half of the publications about happiness management are related to the environment in which the organizations are immersed. Therefore, the study provides some research directions and insists on role of environment to better understand the theoretical and practical perspectives. Likewise, bibliometric analysis and interviews allow to measure quality, impact, productivity and scientific evolution which are increasingly valued in order to identify the main concepts and topics that are considered key, drivers of research and those gaps that should be addressed in future research work for the conceptual framework of happiness management in organizations.

Conclusions are drawn that promoting corporate social responsibility strategies, aimed at fostering sustainability and care for the environment result in the well-being of organizations and the performance of their workers are highlighted.

Purpose: There have been continuous developments in the production industry to meet the increasing customer demand from the past to the present. At this point, supply chain management (SCM) systems emerge as an important topic. SCM is a set of systems that manages the entire process from the production of a product to its delivery to the end user. Industry 4.0 aims to improve the production industry by increasing the quality, efficiency, and performance of the production process. Therefore, in this chapter, the authors highlight the challenges, benefits, and future trends of the combination of Industry 4.0 and SCM systems.

Methodology: In this chapter, the integration of Industry 4.0 and SCM systems was investigated. For this purpose, the Industry 4.0 position of the countries and the current status of SCM systems have been examined. In addition, the key technologies in the Industry 4.0 transformation, the possible problems encountered in the transformation, the deficiencies encountered in SCM systems, and how these deficiencies can be solved with Industry 4.0 were investigated.

Findings: The results of this study show that companies that use an SCM system can separate themselves from their competitors by using Industry 4.0 technologies.

Significance: This can allow them to achieve their strategic goals and to ensure the maintenance of their competitive advantage.