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The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

Pressures from non-profit sport organizations’ (NPSOs) external environment influence governance structures and processes. Thus, this study explores the impact of external factors on NPSO board decision making.

Using a sample of six NPSO boards (two national, four provincial/territorial), data were collected via 36 observations, 18 interviews, and over 900 documents. A thematic analysis was conducted via NVivo 12.

Results identified two external factors impacting NPSO board decision making: the sport system structure and general environment conditions. External factors impacted NPSO board decision making in terms of duration, flow, interaction, and scrutiny.

Results demonstrate the need for NPSO boards to engage in boundary-spanning activities whereby external information sources from stakeholders are incorporated to make informed decisions. Practically, NPSO boards should harness virtual meetings to continue their operations while incorporating risk management analyses to assess threats and opportunities.

This paper aims to point out a way to overcome the circumstances that arose out of the global neoliberal system. It is argued that this is possible when all relevant actors in society cooperate and that a change in a way of thinking in the private sector needs to come from within.

The paper searches the alternative to neoliberalism in the social economy and responsibility paradigms by examining their theoretical and normative standpoints linking them to practical views.

The paper argues that the solution to the hegemonic neoliberalism is the new model of social economy which can be put in force only by simultaneous cooperation of all key actors in a society, and especially a driving force behind the existing economic system – the for‐profit sector. Lately it seems that its actors have, indeed, more actively take over their role within social economy, acknowledging the importance of the socially responsible behaviour.

The paper introduces a four‐leaf clover model of social economy actors and integrates the social economy paradigm with the notion of social responsibility of the for‐profit sector.

To review and address current approaches and limitations to modeling change over time in social entrepreneurship research.

The article provides a narrative review of different practices used to assess change over time. It also shows how different research questions require different methodologies for assessing changes over time. Finally, it presents worked examples for modeling these changes.

Our review suggests that there is a lack of research in social entrepreneurship that takes into account the many different considerations for addressing how time influences outcomes.

This chapter introduces an analytic technique to social entrepreneurship that effectively models changes in predictors and outcomes even when data are non-normal or nested across time or levels of analysis.

The purpose of this paper is to present the argument that in principle any company can become a good company by adopting certain characteristics which define the good in enterprise affairs and affirm and reinforce everyone with a stake in the company – managers, workers, suppliers, customers, and communities where it operates – in addition to its owners.

To identify the characteristics of the good company the paper turns to Catholic social teaching, with its traditional emphasis on the importance of practising virtue in worldly affairs. In this regard, the paper relies heavily on the writings and public statements of Pope John Paul II, who addressed these matters with great clarity and insight.

In its research the paper finds eight characteristics by which the good company can be identified and which, if embraced by the leadership of a willing and committed enterprise, can help to transform it into a good company. Each of the eight is addressed in some detail.

The paper examines a vast body of writings that, according to Catholic social teaching, identify the good in enterprise affairs. One of the eight characteristics, personalist capital, advances the proposal that the good company routinely maximizes virtue among its stakeholders and thereby enhances its own profitability because the virtuous person is the more effective economic agent.

The purpose of this study was to analyze the moderating role of micro-events on the relationship between the three Dark Triad dimensions and counterproductive work-brehaviors. The social exchange theory and the person–situation interactionist model supported this study’s model that analyzed whether micro-events at work would moderate the relationship between the three dimensions of the dark triad personality (Machiavellianism, psychopathy and narcissism) and specific types of counterproductive work behaviors (CWB; toward the organization, and the individual).

To achieve this goal, this study used a sample of 241 currently employed participants.

The results showed that individuals who scored higher on their dark triad traits engaged more frequently in CWB; however, when they experienced more daily uplifts than daily hassles, their CWBs significantly decreased.

The cross-sectional design should be regarded as a limitation, and the authors assessed all the variables through self-reported measures.

Such results proved to be fundamental for a better understanding of employees’ behavior, as well as the impact of micro-events in the organizational settings.

We review the state of the literature concerning work–family conflict in the military, focusing on service members’ parenting roles and overall family and child well-being. This includes recognition that for many women service members, parenting considerations often arise long before a child is born, thereby further complicating work–family conflict considerations in regard to gender-specific conflict factors such as pregnancy, childbirth, postpartum, and breastfeeding. Subsequently, we consider more gender-invariant conflict factors, such as the nature of the work itself as causing conflict for the service member as parent (e.g., nontraditional hours, long separations, and child care challenges) as well as for the child (e.g., irregular contact with parent, fear for parent’s safety, and frequent relocations), and the ramifications of such conflict on service member and child well-being. Finally, we review formalized support resources that are in place to mitigate negative effects of such conflict, and make recommendations to facilitate progress in research and practice moving forward.

This paper presents analytical and computational models of adhesive joints constructed from anisotropic conducting materials. Such materials are becoming increasingly important in the construction of fine pitch interconnection, for example the assembly of surface mounted components to printed circuit boards, and are likely to find considerable application in silicon die attach as alternatives to current ‘flip chip’ technologies. The paper presents design models of the mechanical and low frequency electrical behaviour of typical materials and relates these models to manufacturing process parameters.