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The author tests the hypothesis that the effects of evening and night employment on working parents’ work-to-family conflict and life satisfaction depend on the reasons that individuals name for their schedules. Regression models are fitted to data from an original sample of 589 employed US parents. Partnered (married and cohabiting) fathers who work partially in the evening or night experience less work-to-family conflict if they report personal motives, but schedule motivation does not affect work-to-family conflict among partnered or single mothers. Partnered mothers who work primarily in the evening or at night report higher life satisfaction if they do so for personal reasons, but this effect is not found for single mothers or partnered fathers. Specifically seeing their schedules as facilitating family care matters for partnered mothers, but not fathers. Although nonstandard employment schedules have been linked to poor well-being among working parents, this is the first quantitative study to assess the role of worker motivation to the author’s knowledge. The results are suggestive because they are based on a nonprobability sample of modest size. However, they demonstrate the need for future studies of employment scheduling to collect information on worker motivations. Most night workers in the United States do not select their shifts for personal reasons, putting them at risk for work-to-family conflict and reduced life satisfaction. They deserve extra support in exchange for laboring while others sleep or spend time with family.

This chapter builds on previous research that conceptualized organizational politics as an organizational stressor. After reviewing the studies that integrated the occupational stress literature with the organizational politics literature, it discusses the negative implications of the use of intimidation and pressure by supervisors, implications that have generally been overlooked. Specifically, the chapter presents a conceptual model positing that the use of intimidation and pressure by supervisors creates stress in their subordinates. This stress, in turn, affects subordinates’ well-being, evident in higher levels of job dissatisfaction, job burnout, and turnover intentions. The stress also reduces the effectiveness of the organization, reflected in a high absenteeism rate, poorer task performance, and a decline in organizational citizenship behavior. The model also maintains that individual differences in emotional intelligence and political skill mitigate the stress experienced by subordinates, resulting from the use of intimidation and pressure by their supervisors. In acknowledging the destructive implications of such behavior in terms of employees’ well-being and the productivity of the organization, the chapter raises doubts about the wisdom of using it, and advises supervisors to rethink its use as a motivational tool. Implications of this chapter, as well as future research directions, are discussed.

This paper explores the relationship between gender and the origins and implementation of federal welfare aims in the U.S. territory of Puerto Rico. It is argued that women's groups played a significantly less direct role in the establishment of federal social insurance and social assistance programs in Puerto Rico than on the U.S. mainland. Early 20th century Puerto Rican feminist and other groups dedicated to the welfare of women and children were subsumed in political parties and their conflicts about the Depression-era quest for economic relief and later U.S.-supported economic developmentalism.

This paper aims to deepen the extant theoretical and empirical knowledge on the mechanisms by which organizational culture and HR practices interact to promote innovative capability in organizations.

The data for this study were collected from a sample of 75 companies in two phases. First, the HR managers of those companies responded to a survey that measures organizational culture, HR practices and innovative capability. Second, we obtained additional data from department managers of 36 of those 75 companies. The research model and hypotheses were tested using structured equation modeling (SEM).

The results indicate that cultural traits have direct and significant effects on promoting innovative capability and that they have also a strong effect on the effectiveness of implemented HR practices, the latter having a mediation role. The importance of considering both generic and specific (innovation focused) HR practices to obtain a synergistic effect in the promotion of innovation was also demonstrated.

The data were collected using a questionnaire at a single point in time, and thus, not allowing cause–effect inferences.

The results of this study provide evidence for HRM professionals interested in designing a system of HR practices that contributes to enhance organizational innovative capability.

This study advances our understanding of the mechanisms through which HR practices have an incremental effect over organizational culture on organizations' innovative capability, specifically offering a list of innovation-targeted practices. Moreover, it suggests that decision-makers will benefit from combining a range of generic and innovation-focused HR practices, which will display greater effect when embedded on highly effective culture contexts.

Research vitality addresses the perseverance that faculty members in the organization sciences experience in maintaining their research quantity and quality over an extended period of time. The purpose of this paper is to offer a theoretical model of research vitality.

The authors propose a model consisting of individual and situational factors which influence the motivation and commitment of a professor to continue to conduct quality research over an extended period of time. Additionally, the authors identify benefits that may accrue when faculty members possess research vitality and discuss human resource management implications for schools engaged in hiring, tenuring, promoting, and socializing faculty members. A set of propositions about research vitality and contextual factors that influence this construct are presented and discussed.

An individual‐level construct that represents a time related measure of the quality and quantity of individual contributions to the scholarly discipline of management is developed. Every individual in the organizational sciences field has the capability to contribute in a meaningful way.

The model presented has a number of personal implications and departmental implications such as how to predict research vitality in junior faculty members.

The framework should be used for understanding one element of success in the organizational sciences.

The paper develops a model of research vitality to explain why some faculty continue to be productive, even in the face of a challenging research process.

Government agencies are trying to develop strategies to improve their innovative activities. However, due to many challenges and obstacles, employees are reluctant to perform innovatively in such agencies. Human resource management (HRM) practises and an appropriate culture can help to improve service innovation. However, empirical evidence to prove this relationship is insufficient particularly in the government sector. Thus, this study aims to empirically analyses the effect of HRM practises and innovation culture on service innovation of the United Arab Emirates (UAE)’s Government agencies.

The data were collected from government entities in the UAE. Structural equation modelling through partial least squares modelling was used to test the proposed hypotheses. SPSS was also used to conduct preliminary analysis.

Statistical results provide strong evidence that HRM practises and innovation culture positively affected service innovation of UAE’s Government agencies.

Further details and valuable implications are discussed throughout the study. Results have many practical and theoretical implications. Results can help government agencies develop their services innovation by tailoring HRM practises and establishing proper innovation culture in their agencies.

Although several contributions indicated that culture is a key determinant of innovation and a mediator in the link between HRM practises and service innovation, the literature lacks empirical studies investigating this link. Accordingly, this study seeks to bridge this gap and delivers evidence supporting them. In addition, this study is one of the unique studies that use these variables in government agencies in the UAE.

The purpose of this paper is to profile the prizewinners of the most prestigious award in Mexico, the National Prize for Sciences and the Arts and the Emeritus Professorship awarded by the National University of Mexico.

The paper draws upon data retrieved from the Web of Science (1995‐2006).

The 68 laureates published 1,175 papers and received a total of 13,443 citations. The most productive scientists were in the age group 65‐69, while those over 75 years of age were the least productive as well as the less cited. Most prizewinners have at least 35 years' experience scientists, who have been active as researchers for 30‐39 years, were the most productive and the most cited.

Results presented in this paper could complement other indicators of research performance used to determine the visibility of Mexican science, research institutions and individuals and whether resources and influence should be distributed more equitably. The operationalization of the Matthew effect could be minimized if awards committees were to correlate bibliometrics with the peer review process in order to reward the most creative researchers.

The paper focuses on research performance of Mexican academics.

Google Scholar Citations (GSC) provides an institutional affiliation link which groups together authors who belong to the same institution. The purpose of this paper is to ascertain whether this feature is able to identify and normalize all the institutions entered by the authors, and whether it is able to assign all researchers to their own institution correctly.

Systematic queries to GSC’s internal search box were performed under two different forms (institution name and institutional e-mail web domain) in September 2015. The whole Spanish academic system (82 institutions) was used as a test. Additionally, specific searches to companies (Google) and world-class universities were performed to identify and classify potential errors in the functioning of the feature.

Although the affiliation tool works well for most institutions, it is unable to detect all existing institutions in the database, and it is not always able to create a unique standardized entry for each institution. Additionally, it also fails to group all the authors who belong to the same institution. A wide variety of errors have been identified and classified.

Even though the analyzed sample is good enough to empirically answer the research questions initially proposed, a more comprehensive study should be performed to calibrate the real volume of the errors.

The discovered affiliation link errors prevent institutions from being able to access the profiles of all their respective authors using the institutions lists offered by GSC. Additionally, it introduces a shortcoming in the navigation features of Google Scholar which may impair web user experience.

Some institutions (mainly universities) are under-represented in the affiliation feature provided by GSC. This fact might jeopardize the visibility of institutions as well as the use of this feature in bibliometric or webometric analyses.

This work proves inconsistencies in the affiliation feature provided by GSC. A whole national university system is systematically analyzed and several queries have been used to reveal errors in its functioning. The completeness of the errors identified and the empirical data examined are the most exhaustive to date regarding this topic. Finally, some recommendations about how to correctly fill in the affiliation data (both for authors and institutions) and how to improve this feature are provided as well.