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This conceptual, multi-voiced paper aims to collectively explore and theorize family entrepreneuring, which is a research stream dedicated to investigating the emergence and becoming of entrepreneurial phenomena in business families and family firms.

Because of the novelty of this research stream, the authors asked 20 scholars in entrepreneurship and family business to reflect on topics, methods and issues that should be addressed to move this field forward.

Authors highlight key challenges and point to new research directions for understanding family entrepreneuring in relation to issues such as agency, processualism and context.

This study offers a compilation of multiple perspectives and leverage recent developments in the fields of entrepreneurship and family business to advance research on family entrepreneuring.

Confronting the unveiled sophisticated structural and physical characteristics of permanent magnets, notably the samarium–cobalt (Sm-Co) alloy, This work aims to introduce a simulation scheme that can link physics-based micromagnetics on the nanostructures and magnetostatic homogenization on the mesoscale polycrystalline structures.

The simulation scheme is arranged in a multiscale fashion. The magnetization behaviors on the nanostructures examined with various orientations are surrogated as the micromagnetic-informed hysterons. The hysteresis behavior of the mesoscale polycrystalline structures with micromagnetic-informed hysterons is then evaluated by computational magnetostatic homogenization.

The micromagnetic-informed hysterons can emulate the magnetization reversal of the parameterized Sm-Co nanostructures as the local hysteresis behavior on the mesostructures. The simulation results of the mesoscale polycrystal demonstrate that the demagnetization process starts from the grain with the largest orientation angle (a) and then propagates to the surrounding grains.

The presented scheme depicts the demand for integrating data-driven methods, as the parameters of the surrogate hysteron intrinsically depend on the nanostructure and its orientation. Further hysteron parameters that help the surrogate hysteron emulate the micromagnetic-simulated magnetization reversal should be examined.

This work provides a novel multiscale scheme for simulating the polycrystalline permanent magnets’ hysteresis while recapitulating the nanoscale mechanisms, such as the nucleation of domains, and domain wall migration and pinning. This scheme can be further extended to simulate the part-level hysteresis considering the mesoscale features.

This method will become a new development trend in subgrade structure design for high speed railways.

This paper summarizes the structural types and design methods of subgrade bed for high speed railways in China, Japan, France, Germany, the United States and other countries based on the study and analysis of existing literature and combined with the research results and practices of high speed railway subgrade engineering at home and abroad.

It is found that in foreign countries, the layered reinforced structure is generally adopted for the subgrade bed of high speed railways, and the unified double-layer or multi-layer structure is adopted for the surface layer of subgrade bed, while the simple structure is adopted in China; in foreign countries, different inspection parameters are adopted to evaluate the compaction state of fillers according to their respective understanding and practice, while in China, compaction coefficient, subsoil coefficient and dynamic deformation modulus are adopted for such evaluation; in foreign countries, the subgrade top deformation control method, the subgrade bottom deformation control method, the subsurface fill strength control method are mainly adopted in subgrade bed structure design of high speed railways, while in China, dynamic deformation control of subgrade surface and dynamic strain control of subgrade bed bottom layer is adopted in the design. However, the cumulative deformation of subgrade caused by train cyclic vibration load is not considered in the existing design methods.

This paper introduces a new subgrade structure design method based on whole-process dynamics analysis that meets subgrade functional requirements and is established on the basis of the existing research at home and abroad on prediction methods for cumulative deformation of subgrade soil.

Besides diversity's positive effects, groups of “we” against “them” may form in accordance with social categorization theory, showing diversity's negative consequences. The authors aim to reconcile these results and examine their boundary conditions.

The authors studied 584 working professionals from five contexts (transnational companies dealing with multicultural interactions) and analyzed data using moderated-mediation procedures.

A leader-promoting diversity climate plays a crucial role in moderating the negative relationship between perceived dissimilarity and group identification, which is mediated by value dissimilarity.

This study mainly contributes by treating dissimilarity as a multicomponent construct, emphasizing the crucial differences embodied in various conceptualizations of dissimilarity – namely visible and value dissimilarity. For dissimilarity to result in group identification, the results highlight leaders' crucial role, beyond that of organizations and individuals, in stimulating a diversity-embracing climate in work units.

Social media (SoMe) influencer marketing is a popular practice. The current study examines the interplays between SoMe influencers' source credibility, Millennial users' attitudes and intention to travel. It further investigates the moderating role of SoMe influencer following behavior on the aforementioned relationships.

A total of 212 useable responses were collected through an online survey. Structural equation modeling and hierarchical multiple regressions were employed for hypotheses testing.

Results indicated that source credibility had a significantly positive influence on the SoMe users' attitudes, which in turn was positively associated with the intention to visit the endorsed destination. Moreover, both relationships were strengthened for SoMe influencer followers than for nonfollowers.

The study expanded the source credibility theory to the use of SoMe influencer marketing on travel destinations among Millennial SoMe users. In addition, the research applied the self-determination theory to fill the gap in literature by examining the moderating role of SoMe influencer following behavior.

Highly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development (HRD) practices and employee engagement with organizational commitment as a mediating variable.

Data were collected from 760 employees of 13 star-rated hotels comprising 5 (five-star) and 8 (four-star). The data supported the hypothesized relationships. Structural equation modeling was used to evaluate the proposed model and hypotheses. Construct validity and reliability were established through confirmatory factor analysis.

The results indicate that HRD practices and affective commitment are significantly associated. HRD practices and continuance commitment were shown to be non-significantly associated. HRD practices and normative commitment were shown to be non-significantly associated. Employee engagement and organizational commitment are significantly associated. The results further show that organizational commitment mediates the association between HRD practices and employee engagement.

The generalizability of the findings will be constrained due to the research's hotel industry focus and cross sectional data.

The study's findings will serve as valuable pointers for stakeholders and policymakers of the hotel industry in the adoption, design and implementation of proactive HRD interventions to keep highly engaged and committed employees for organizational competitiveness and sustainability.

By evidencing empirically that organizational commitment mediates the nexus between HRD practices and employee engagement, the study extends the literature.