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This article investigates whether selected features of the Canada Assistance Plan and various economic, demographic, and political factors have had any significant effect on the social assistance participation rates in Canadian provinces. The first section reviews the background to the cuirent social assistance programme in Canada and draws attention to some questions of major interest. The second section describes a reduced form model that was used for ordinary least squares estimation with pooled cross‐section, time‐series data drawn from post‐Plan experience (i.e., 1968–75). The third section presents the results of that estimation while the fourth section presents an analysis of them. The fifth and final section tentatively concludes that “Plan variables” were of less importance than “Non‐Plan variables” in determining provincial social assistance participation rates.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

This qualitative study researches the concept of entrepreneurship in an indigenous population by assessing the external and internal challenges entrepreneurs face, discusses the various types of support offered, and compiles recommendations for partners to understand the Diné entrepreneur. This research interviewed nine enrolled members of the Navajo Nation tribe who have either created businesses on the reservations, managed non-profits aimed at supporting entrepreneurs, or possessed a wealth of entrepreneurial experiences working both on or off the Navajo Nation Reservation. This text builds upon the themes of economic development, cultural-match, and indigenous sovereignty by analyzing the concept, action, and future of Diné entrepreneurship.

The purpose of this paper is to test whether self-verification striving serves as an individual difference antecedent of emotional labor and explore whether various emotional labor tactics acted as mediating mechanisms through which self-verification striving relates to employee outcomes.

The sample used in this paper consisted of supervisor–subordinate dyads working in six hotels in South Korea and used multi-level analyses and the Monte Carlo method to test the research hypotheses presented in this paper.

Self-verification striving was positively and directly related to job performance as well as two out of three forms of emotional labor (i.e. the expression of naturally felt emotions and deep acting). Self-verification striving also indirectly related to job satisfaction through the expression of naturally felt emotions and indirectly related to job performance through deep acting.

The findings of this paper suggest that organizations should consider self-verification striving as an employment selection criterion and provide training programs to help their customer service employees engage in appropriate types of emotional labor.

This paper is the first to explore the underlying mechanisms through which self-verification striving relates to employee outcomes. It also empirically bolsters the notion that expressing naturally felt emotions is an important means of authentic self-expression that positively contributes to job satisfaction. Further, the authors found that self-verification striving positively relates to job performance partially through deep acting. Moreover, they have shown that self-verification striving, as an individual differences variable, is an antecedent of different types of emotional labor.

The purpose of this paper is to investigate the extent to which supervisor behavior is associated with employees’ job neglect.

The paper investigates the extent to which supervisor behavior is associated with employees’ job neglect.

Results from hierarchical regression analyses support the hypothesis that both positive and negative supervisor behaviors have significant effects on job neglect. Negative supervisor behavior was more strongly associated with job neglect than positive supervisor behavior.

Changing the style of supervision might help to reduce job neglect of employees, benefitting the organization by reducing the associated costs of job neglect and counterproductive behavior.

The findings provide additional evidence for the important effects supervisors can have on employees. They also indicate that – in addition to studying abusive supervision – there is a need to consider the effects of a broad spectrum of supervisor behavior.

The purpose of this study is to examine the relationship between perceived supervisor support (PSS), work–life balance (WLB) and employee well-being (EW) of millennial employees. More specifically, the study explores the mediation impact of WLB in the relationship between PSS and EW.

Data were collected from 235 full-time millennial employees working for the financial sector in Turkey. The aforesaid relationships were assessed through structural equation modeling and the bootstrapping procedure.

The results indicate that PSS positively influenced WLB which, in turn, impacted EW.

Since this is a cross-sectional research study, causal inferences cannot be inferred from the research outcomes.

The findings show that supervisors play a critical role in enhancing employees’ ability to maintain a balance between work and personal obligations which improves their well-being. This implies that the supervisor’s actions impact the well-being of employees, which, in turn, influences how an employee perceives the organization. So employers need to formulate policies and programs that encourage work–life balance in the workplace so as to improve EW beyond the workplace, as improving EW and supporting employees can help create a healthy workforce helping organizations to avoid unnecessary health costs.

Only a few research efforts have been conducted toward exploring the mediation role of WLB between PSS and EW. The findings advance the understanding of how PSS could enhance EW in a mediation model.

In the continuing endeavour to work towards ever better management, experience plays a crucial role. We learn from success, but we can learn much more from failure. Further, it is far better and cheaper when we learn from other people′s failures rather than our own. This monograph assesses the requirements of project management in relation to industrial projects, illustrating the factors that can result in failure by means of a series of case studies of completed and abandoned projects worldwide that have failed in one way or another. The key roles played by project planning and project cost control in meeting and overcoming the practical problems in the management of industrial projects are examined in detail. In conclusion the lessons that can be learned are evaluated and presented, so that we may listen and learn – if only we will.