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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.

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.

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.

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.

This study aims to examining how tourists’ activities condition the relationship between destination image, satisfaction and loyalty.

This study used a constructive replication design (CRD) to investigate the alleged critical role of tourism activities in impacting the tourism experience dimensions of image, satisfaction and loyalty. The CRD approach does not include new concepts or original relationships. However, what is new in the established relationship between image, satisfaction and loyalty is discerning the role of tourism activities as a moderator conditioning the relationship between the three dimensions. The purpose is to establish the external validity of previous studies’ findings through a more stringent test of the findings’ replicability. The analysis used partial least square modeling to examine the relationship between activities, dimensions and multigroup analysis to estimate potential significant differences in group-specific parameters, which are not often used in destination analysis, ensuring rigor in the data analysis and model. The number and type of activities practiced moderate the relationships between these constructs.

The results indicate that tourists’ type and several destination activities moderate the relationship between tourists’ satisfaction, perceived image and loyalty. The results also suggest that the more destination activities tourists practice, the greater is their satisfaction. These two theoretical propositions put activities at the center of destination management and marketing and identify potential experiential consumption spheres. The analysis of activities’ central role is a productive research field.

This study made several recommendations to destination managers to increase activities participation such as strategic marketing opportunities, expansion of the activities portfolio with sports, wellness, nature based and life observation wildlife, voluntary and educational activities, revamping of the UNESCO heritage site and festivals. This study also recommended a strategic use of technology for information dissemination, the design of a daily activity agenda based on the identified segments’ activity patterns and a destination one-stop online travel shopping.

To the best of the authors’ knowledge, this study is the first to apply the tourism activity-based approach to examine actual tourist behavior regarding their engaged activities instead of their experience or perceptions with those activities in a small island destination. Another contribution lies in examining if tourists’ type and activity engagement moderate the relationship between tourists’ satisfaction, perceived image and loyalty. This paper requires researchers to consider tourism activities’ impact on tourists’ image, satisfaction and loyalty.

小型海岛旅游目的地的旅游活动, 形象, 和旅客的满意度和忠诚度

本案例研究考察了旅游活动如何影响目的地形象、游客满意度和忠诚度之间的关系。

本研究采用建设性复制设计 (CRD) 来分析旅游活动在影响目的地形象、游客满意度和忠诚度等三个旅游体验维度起到的关键作用。 CRD 方法并没有引进新概念或关系。然而, 本研究新颖的地方在于认证旅游活动在目的地形象、游客满意度和忠诚度三个维度之间建立的调节关系。该研究通过严格测试研究结果的可复制来建立先前研究的外部有效性。该分析使用 PLS建模 和多组分析（MGA）来检验旅游活动和旅游体验的多维度之间的关系和估计特定组参数的潜在显著差异。 这些参数在目的地研究中不常使用, 从而确保我们数据分析和模型的严谨性。该研究结果表明旅游活动的数量和类型调节了这些旅游体验维度的关系。

研究结果表明游客的类型和某些旅游活动调节了游客满意度、目的地形象和忠诚度之间的关系。结果还表明, 游客参与的活动越多, 他们的满意度就越高。这两个研究结果确定了旅游活动在目的地管理和营销的中心地位, 同时也指出了潜在体验消费的范围。研究目的地活动的核心作用将会是一个富有成效的领域。

本研究首次应用基于旅游活动的理论方法 (TAB) 来检查旅客在小型海岛旅游目的地的实际行为, 而不是他们的体验或看法。本研究的另一个贡献在于检验游客的类型和活动参与是否会调节他们满意度、感知目的地形象和忠诚度之间的关系。该论文结果表明未来的研究需要考虑旅游活动对目的地形象、游客满意度和忠诚度的影响。

本研究向目的地管理人员提出了几项建议以提高旅游活动的参与度, 例如战略营销机会、扩大运动、康养、大自然和野生动物观摩的活动组合、志愿和教育活动、和改善联合国教科文组织遗产地和节日。该研究还建议战略性地使用技术进行信息传播, 根据确定的细分市场活动模式设计游客日常活动议程, 以及目的地一站式在线旅游购物。

Este caso de estudio examina cómo las actividades de los turistas condicionan la relación existente entre la imagen del destino, la satisfacción y la fidelidad.

El estudio empleó una replicación constructiva para investigar el supuesto papel crítico de las actividades turísticas en el efecto de la imagen, satisfacción y lealtad de los turistas en su experiencia turística. El enfoque usado no incluye nuevos conceptos ni relaciones originales. Sin embargo, lo novedoso de la relación establecida entre imagen, satisfacción y fidelidad es discernir el papel de las actividades turísticas como moderadoras condicionando la relación entre las tres dimensiones. El propósito es establecer la validez externa de los resultados de estudios previos a través de una prueba más estricta sobre la replicabilidad de dichos resultados. El análisis utilizó un modelo PLS para examinar la relación entre las actividades, las dimensiones mencionadas y el análisis multigrupo con el objetivo de estimar las posibles diferencias significativas entre los parámetros de cada grupo, método no se utiliza con frecuencia en el análisis de destinos turísticos, lo que garantiza el rigor de nuestro análisis y del modelo. El número y tipo de actividades practicadas moderan las relaciones entre los constructos.

Los resultados indican que el tipo de turistas y las diversas actividades del destino moderan la relación entre la satisfacción, la imagen percibida y la lealtad de los turistas. Los resultados también sugieren que cuantas más actividades del destino sean practicadas por los turistas, mayor es su satisfacción. Estas dos propuestas teóricas sitúan las actividades en el centro de la gestión y el marketing de destinos e identifican esferas potenciales de consumo experiencial. El análisis del papel central de las actividades es un campo de investigación en auge.

Este estudio es el primero en aplicar el enfoque basado en actividades turísticas para analizar el comportamiento del turista con respecto a las actividades realizadas en relación con su experiencia o percepciones con esas actividades en un destino insular pequeño. Otra contribución radica en estudiar si el tipo de turista y su compromiso con la actividad moderan la relación entre la satisfacción de los turistas, la imagen percibida y la fidelidad. El estudio sugiere que los investigadores deben considerar el impacto de las actividades turísticas en la imagen, satisfacción y fidelidad de los turistas.

El estudio realiza varias recomendaciones a los administradores de destinos para aumentar la participación en actividades, como oportunidades de marketing estratégico, expansión de la cartera de actividades con deportes, bienestar, observación de la vida y la naturaleza basada en la naturaleza, actividades voluntarias y educativas, renovación del sitio del patrimonio de la UNESCO y festivales. El estudio también recomendó un uso estratégico de la tecnología para la difusión de información, el diseño de una agenda de actividades diarias basada en los patrones de actividad de los segmentos identificados y una ventanilla única de viajes en línea.

The innovative mentality, it has been found that it is poorly addressed, which in turn does not provide clear delineations in academic literature. The innovative mentality is an opposition to the traditional innovative culture and that this is observed indirectly through the new forms of action of the younger generations. The purpose of this study aims to seek to provide answers by analyzing how the innovative mentality of leaders 40 years of age and under impacts the transformational or transactional leadership styles. Second, this research analyzes whether the leadership style used in the “40 Under 40” impacts an innovative organizational behavior that positively drives toward organizational success.

The partial least squares structural equations method (PLS-SEM) is used to analyze a set of hypotheses to 103 professionals awarded the 40 under 40 of Caribbean Business Magazine in Puerto Rico between 2012 and 2016. The unit of analysis were young professionals recognized as the “40 Under 40” by the Caribbean Business Magazine in Puerto Rico between 2012 and 2016.

The study results contribute a novel theory about a new style of leadership, based on innovative mentality as a central axis, when combining different leadership styles. The second study examined whether there are significant differences between male and female gender through the proposed research model. The results reflect when the organizational innovative behavior is analyzed, the transactional leadership role used by women is highlighted.

This study distinguishes the “40 Under 40” from other leaders and has allowed their enterprises to be successful is their innovative leadership style, which is executed through their innovative mentality.

This paper aims to examine the mediation effect of organizational learning on the link between human resource management (HRM) practices and organizational performance in some Big4 financial services companies.

The quantitative methodology was chosen for this research, using resource theory and knowledge-based approach to explain the relationship between latent variables. A sample of 403 HR employees and managers of the companies under study in France was selected in 2022. Structural equations modeling was used based on the Spss-Amos program to test the research hypotheses.

The results revealed that organizational learning played a mediating role between HRM practices (hiring, training, motivation and decision-making) and organizational performance and that learning enabled the performance of workers to improve and achieve competitive advantages in this field.

The sample was based on four international companies working in the field of financial services and consulting and providing their services within France, which may affect the generalisability of the results and limit them to the studied sector.

The contribution of the study is to improve the awareness of administrators, decision makers and company employees of the importance of organizational learning for companies, and to stimulate motivation to learn and exchange knowledge in a constructive way that enhances organizational performance. Working on organizational culture change through HRM-practices-based learning as an effective mechanism for organizational performance improvement is one implication. These practises influence cadres' attitudes toward their work, which improves their performance.

Working on organizational culture change through HRM-practices-based learning as an effective mechanism for organizational performance improvement is one implication. These practises influence cadres' attitudes toward their work, which improves their performance.

This study seeks to provide cadres and executives with an in-depth analysis of HRM and organizational learning, which, through its integration of these attributes, can contribute to the earning of knowledge-based competitive advantage and achieve superior and sustainable performance.

Partial least squares structural equation modeling (PLS-SEM) has attracted much attention from both methodological and applied researchers in various disciplines – also in hospitality management research. As PLS-SEM is relatively new compared to other multivariate analysis techniques, there are still numerous open questions and uncertainties in its application. This study aims to address this important issue by offering guidance regarding its use in contexts with which researchers struggle.

The authors examine the most prominent questions and answers posed in a well-known PLS-SEM discussion forum. The authors do so by using a text analysis technique to identify the most salient topics.

The data analysis identifies three salient PLS-SEM topics (i.e. bootstrapping and significance testing, higher-order constructs and moderation).

The results allow us to address the PLS-SEM community’s main methodological issues. The authors discuss each area separately and provide explanations and guidelines.

The guidelines on the most important PLS-SEM topics provide decision-making and application aids. In this way, the authors make a decisive contribution to clarifying ambiguities when applying the PLS-SEM method in hospitality management research and other disciplines.

There has as yet been no systematic analysis of this kind in the field of PLS-SEM; the authors, therefore, present the first research results. The findings and recommendations provide guidance for PLS-SEM applications in hospitality research and practice.