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This study aims to develop a framework for applying performance management principles to implementing a pluralistic model of scholarly impact in business schools to increase the value and relevance scholarly research to multiple stakeholder groups.

Performance management principles were studied with case study data of scholarly impact that included bibliographic measures and altmetrics. An analytical model was built for a focal business school that provided benchmarks for managing scholarly impact by using data from three peer schools.

Bibliographic, scholarly output measures and altmetrics were consistent across the focal school and peer schools, thereby providing a solid foundation for establishing performance benchmarks for annual performance reviews, promotion and tenure decisions and organizational impact goals.

This paper provides guidance for designing, building and implementing performance management systems to foster scholarly impact.

This paper integrates pluralistic impact models and performance management systems to build faculty expertise and align it with multiple impact domains.

The purpose of this paper is to empirically assess conceptually based arguments that the three-component model (TCM) is not a model of commitment but rather of employee turnover, and that the mindsets that comprise the TCM do not form a unified construct.

A survey design was used that was comprised of 223 staff nurses located in a large, urban hospital in the USA. Data were analyzed using dominance analysis, a variant of multiple linear regression that provides more accurate estimates of the strength of relationships between predictor and criterion variables when multicolinearity among predictors is present.

Results from OLS regression and dominance analysis provided no support for concerns about the viability of the TCM. First, there was no evidence that the continuance and normative mindsets were associated only with employee turnover, and there was strong support that this was not the case. Second, our overall patterns of results indicated that the mindsets that comprise the TCM operated as a unified construct that is consistent with the theory and research underpinning the TCM.

This study indicates that work commitment is multidimensional and must be managed accordingly so that it is important to be mindful of the development and implications of different constellations of work commitment.

Conceptually grounded criticisms of the TCM have not been tested empirically leading to uncertainty about the nature of work commitment. This study adds an empirical perspective that is augmented by an advanced application of multiple regression analysis.

The purpose of this paper is to investigate profiles of employee well-being using multiple components to better understand how well-being is experienced in organizations.

A survey design with 579 health care workers in the USA was administered. Latent profile analysis (LPA) was used to identify well-being profile groups.

Six well-being profile groups based on the relative levels of work stress, carry-over stress and job satisfaction were identified. Profile groups differed with respect to intention to remain in the organization and occupation, and job search behavior.

Models of well-being at work have generated consistently disappointing results that have not enhanced the development of programs to increase well-being at work. By identifying patterns of well-being, this study offers insights into how well-being is experienced so that more targeted programs to promote it can be implemented.

Although there is increased interest in the person-centered model in organizational research, it has not been applied to psychological well-being at work. This study represents an initial attempt to study configurations of well-being based on its components. Results indicate that distinct patterns of well-being are present, and those patterns are useful in gaining a greater understanding of how well-being is experienced and in how it can be more effectively managed.

The purpose of this paper is to explore parallels between scientific management and the new scientific management to gain insight into applications of machine learning and artificial intelligence (AI) to human resource management and employee assessment.

Analysis of Taylor’s work and its interpretation by scholars is contrasted with modern analysis of human resource analytics to demonstrate conceptual and methodological commonalities between the old and the new forms of scientific management.

The analysis demonstrates how the epistemology, ethos and cultural trajectory of scientific management has resulted in a mindset that has influenced the implementation and objectives of the new scientific management with respect to human resources analytics.

This paper offers an alternative to the view that machine learning and AI as applied to work and employees are beneficial and points out why important challenges have been overlooked and how they can be addressed.

Commonalties between Taylorism and the new scientific management have been overlooked so that attempts to gain an understanding of how machine learning is likely to influence work, employees and work organizations are incomplete. This paper provides a new perspective that can be used to address challenges associated with applications of machine learning to work design and employee rights.

An original computer‐based tool, dubbed CyberInteractor, is described. CyberInteractor is designed to facilitate immediate student feedback to an instructor and to other students in a classroom setting or via the World Wide Web. Feedback is saved in a database for educational research purposes. Students view a question that can include pictures, diagrams, a movie or sound clip, random numbers, and calculations involving the random numbers. After responding, they receive feedback showing how other students in the same class have responded. Newsgroups enable students to explain their reasoning. Instructors can give pre‐tests and post‐tests, and collect the answers and student discussions in files that can be analyzed later, thus facilitating the collection and processing of data from large numbers of students.

Immediately following a merger, there is a period of anxiety, confusion and upheaval. Employee reactions during this period have been fairly well documented, and are centred on what will happen to their jobs and their careers. Following this period of confusion, there is a transition phase during which management is faced with the task of integrating the human resources of the merged firm. Not much is known about this process or about how employees respond to mergers over the longer term. To gain some insights, a survey of employee attitudes was conducted approximately two years after a merger. The study indicated that acting consistently with emergent organisational values and integrating members of the target are particularly important during transition.

Scholarly research on e-procurement has been limited and, like e-government, e-procurement has been researched primarily from the perspective of adoption/non-adoption. This paper aims to focus on public administration employees’ perceptions of the quality of národní elektronický nástroj (NEN) – the Czech national e-procurement tool they are required to use.

The paper is based primarily on statistical analysis of data obtained through two questionnaire surveys addressed to contacts from of all Czech central state administration bodies using NEN; 175 completed questionnaires were gathered in 2020 and 128 in 2022 and subjected to statistical analysis in SPSS.

NEN was launched as fully operational in August 2015. The research indicates that in 2022 there were still important gaps in the quality of NEN as perceived by public employees.

The paper has important practical implications for e-procurement policymakers. It shows that making the e-procurement system compulsory is not sufficient. The government needs to guarantee that it would be competitive with tools that would otherwise be preferred. Otherwise, the application of the digital-by-default principle may lead to institutionalisation of services that are not user-friendly. This has important implications for e-government/e-procurement management and change management.

Little is known about public employees’ perceptions of the quality of e-government and e-procurement. Although e-procurement is an area where the digital-by-default principle was implemented rather early, the quality of e-procurement has still received limited attention in research.

The purpose of this paper is to compare knowledge of business concepts acquired at the end of undergraduate studies of management in France and the USA.

Mind maps were used to examine what knowledge students retained toward the end of their undergraduate studies in business and management. Data were collected from two groups of students, one in France and one in the USA and they analyzed on computer software.

The results indicate that the learning process may be influenced not only by the structure and content of the program but also by the environment in which such content is assimilated. This study provides examples of how culture can influence the way we learn and represent core business knowledge.

The research was based on a number of undergraduate students and cannot therefore be generalized to other subjects or other levels of studies at the present time.

The paper moves away from traditional manners of collecting data through questionnaires and surveys in order to study the impact of management education and what students learn at undergraduate level.

Research on employee mobility has proliferated in the past four decades across four research traditions: Economics, sociology, management, and organizational behavior/human resource management. Despite significant overlap in interest and focus, these four streams of research have evolved independent from each other, resulting in a structural divide. We provide a detailed account of the research on employee mobility and the structural divide across disciplines. We document that the payoff from this profusion of research and increasing interest has been disappointing, as reflected in the limited number of cross-disciplinary citations, even among common topics of interest. However, our analysis also provides some encouraging signs in the form of specific journals and individuals who provide a bridge for cross-disciplinary fertilization.