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This study investigated the crossover of work–family conflict (WFC) from supervisors to subordinates employed in conventional work settings. The authors hypothesized that the supervisor’s WFC would impact the subordinate’s level of WFC, and the level of crossover would vary with relationship quality or LMX.

The authors surveyed a matched set of 150 supervisors and 193 subordinates from several services organizations who were recruited using a snowballing technique. Data were analysed using hierarchical regression analyses and moderation testing.

Results confirmed a significant direct crossover path. Further, the crossover was found to be lowered in the event of higher LMX quality.

The findings provide significant insights into the conditions under which transmission of WFC takes place by broadening crossover research in the work–family area. Future studies must explore the crossover of work–family enrichment and the role of leadership styles, empathy and perspective taking of subordinates in the crossover.

Supervisors must endeavour to reduce the level of WFC of subordinates by trying to build high-quality LMX by regularly interacting with them and by providing them a supportive climate. Employees in turn must support supervisors in various means, which will help them gaining manager’s trust and support.

Examination of the potential mitigating effect of high-quality LMX in the crossover of WFC in supervisor–subordinate dyads has rarely been investigated in the past.

The purpose of this paper is to study the applicability of a crossover model of work–family conflict (WFC) in the work setting among supervisor–subordinate dyads. It examines the positive association between supervisor’s WFC and subordinate’s WFC and analyses the moderating effect of subordinate’s susceptibility to emotional contagion (SEC).

Data were gathered using a questionnaire survey method and tested in 193 matched supervisor–subordinate dyads from select organisations representing the services sector in India.

The authors found a significant direct crossover path from the supervisor to his/her subordinate’s WFC. The effect of supervisor reported WFC on subordinate reported WFC was found to be strong when the subordinate displayed higher SEC with his/her supervisor.

Examining the crossover of WFC contributes to theory by broadening crossover research to include transmission of negative experiences in the work context. This study significantly adds to emotional contagion theory by substantiating the existence of WFC contagion in supervisor–subordinate dyads. Given the constraints of cross-sectional research design, future research should replicate these findings using a larger sample in other cultural contexts as well to generalise the results. Future research should consider using longitudinal data and including information from both the supervisor and the subordinates collected at different points in time. Crossover of positive work–family experiences (e.g. work–family enrichment) and the role of other individual difference variables such as the personality of the subordinates, empathy, etc., could also be considered.

Supervisors should be advised of the potential adverse effects of their WFC and organisations should be made cognizance of the impact that the WFC of employees can have on their job outcomes. Organisations should provide the required formal and informal support to their employees to deal with their WFC efficiently.

This study has attempted to examine the crossover of WFC in supervisor–subordinate dyads and the potential effect of one of the individual difference variables namely SEC. To the best of the authors knowledge, it has rarely been examined earlier.

The purpose was to evaluate the effectiveness of Google (as an international search engine) as well as of Parsijoo, Rismoon, and Yooz (as Persian search engines).

In this research, Google search engine as an international search engine, and three local ones, Parsijoo, Rismoon, and Yooz, were selected for evaluation. Likewise, 32 subject headings were selected from the Persian Subject Headings List, and then simulated work tasks were assigned based on them. A total of 192 students from Ferdowsi University of Mashhad were asked to search for the information needed for simulated work tasks in the selected search engines, and then to copy the relevant website URLs in the search form.

The findings indicated that Google, Parsijoo, Rismoon, and Yooz had a significant difference in the precision, recall, and normalized discounted cumulative gain. There was also a significant difference in the effectiveness (average of precision, recall, and NDCG) of these four search engines in the retrieval of the Persian resources.

Users using an efficient search engine will attain more relevant documents, and Google search engine was more efficient in retrieving the Persian resources. It is recommended to use Google as it has a more efficient search.

In this research, for the first time, Google has been compared with local Persian search engines considering the new approach (simulated work tasks).

The purpose of this paper is to present a review on the use of the recall metric for evaluating information retrieval systems, especially search engines.

This paper investigates different researchers’ views about recall metrics.

Five different definitions for recall were identified. For the first group, recall refers to completeness, but it does not specify where all the relevant documents are located. For the second group, recall refers to retrieving all the relevant documents from the collection. However, it seems that the term “collection” is ambiguous. For the third group (first approach), collection means the index of search engines and, for the fourth group (second approach), collection refers to the Web. For the fifth group (third approach), ranking of the retrieved documents should also be accounted for in calculating recall.

It can be said that in the first, second and third approaches, the components of the retrieval algorithm, the retrieval algorithm and crawler, and the retrieval algorithm and crawler and ranker, respectively, are evaluated. To determine the effectiveness of search engines for the use of users, it is better to use the third approach in recall measurement.

The value of this paper is to collect, identify and analyse literature that is used in recall. In addition, different views of researchers about recall are identified.

Innovative behavior is a microfoundation of an organization’s innovation. Knowledge workers are the main creators of innovations. With the boundaries between work and family becoming increasingly ambiguous, the purpose of this study is to explore how the work–family conflict affects knowledge workers’ innovative behavior and when such a conflict arises.

To test the theoretical model, this study collected data from a time-lagged matched sample of 214 dual-career couples. The data were analyzed with the bias-corrected bootstrapping method.

The results of this study showed that work-to-family conflict had not only a direct negative effect on knowledge workers’ innovative behavior but also an indirect effect through spouses’ within-family emotional exhaustion and knowledge workers’ family-to-work conflict. If wives’ gender role perceptions are traditional, then the indirect serial mediating effect is weakened, but if such perceptions are egalitarian, then the mentioned effect is aggravated.

In terms of organizational implications, managers could alter their approach by reducing detrimental factors such as work–family conflict to improve knowledge workers’ innovative behavior. Emotional assistance programs for both knowledge workers and their spouses can be used to prevent the detrimental effect of work–family conflict on innovative behavior. As to social implications, placing dual-career couples into a community of likeminded individuals and promoting their agreement on gender role identity will greatly reduce the negative effects of work–family conflict.

Starting from the perspective of the behavior outcome of knowledge management, this study advances the existing knowledge management literature by enriching the antecedents of knowledge workers’ innovative behavior, illuminating a spillover–crossover–spillover effect of work–family conflict on knowledge workers’ innovative behavior and identifying the boundary condition of this transmission process.

In artificial intelligence, the optical character recognition (OCR) is an active research area based on famous applications such as automation and transformation of printed documents into machine-readable text document. The major purpose of OCR in academia and banks is to achieve a significant performance to save storage space.

A novel technique is proposed for automated OCR based on multi-properties features fusion and selection. The features are fused using serially formulation and output passed to partial least square (PLS) based selection method. The selection is done based on the entropy fitness function. The final features are classified by an ensemble classifier.

The presented method was extensively tested on two datasets such as the authors proposed and Chars74k benchmark and achieved an accuracy of 91.2 and 99.9%. Comparing the results with existing techniques, it is found that the proposed method gives improved performance.

The technique presented in this work will help for license plate recognition and text conversion from a printed document to machine-readable.