Purpose: Organizations that offer services based on knowledge and innovation consider their recruitment process as strategic. The purpose of this paper is to consider that organizational lifecycle is related with the management styles through innovation climate and human dimension of recruitment.Design/methodology/approach: The authors utilized two methods proposed by Adizes (1976, 1979, 2004). The first one is an inductive, exploratory method with a quantitative approach. The second one utilizes a qualitative approach through semi-structured interviews. The quantitative approach was performed with a questionnaire via internet. The target was executive managers from organizations with more than ten employees, which are offering professional, scientific and technical services. The authors obtained 170 responses.Findings: Results show that the majority of organizations balance open innovation and control, trending to the first one. During the first stages of the organizational lifecycle, decision-making principally relays on the founder’s open innovation strategies, whereas in the last stages administrative-based control is predominant.Research limitations/implications: The authors must highlight that this study has been performed for the case of services companies placed only in Mexico. Then, the extrapolation and generalization of results should be dealt carefully.Practical implications: The authors consider the questionnaire very useful for the introduction of open innovation strategies for human resources managers, since it takes into account organizational lifecycle in their human dimension of recruitment processes, it helps to design training and retention programs for employees, and avoids premature aging of the company.Social implications: Given that today, knowledge management and innovation have become strategic assets of companies, it is necessary a change of mentality in many organizations that facilitates a new perception on the development of innovation. This will only be possible with the firm support of the management of the company and the involvement of all employees in this new task.Originality/value: Several studies analyze management styles in each stage of organization lifecycle, although they do not link the obtained information to open innovation and human dimension of the recruitment process. The authors work applies the questionnaire of Adizes (1976, 1979, 2004), which relates the organizational life cycle and the management style and discloses the proper management styles with recruiting, training and retention programs to keep flexibility above control to nurture open innovation.

El concepto de Inteligencia Emocional se ha convertido en uno de los tópicos más analizados tanto por académicos como por profesionales de recursos humanos y dirección de empresas. Esto se debe al impacto que tiene en los logros personales y profesionales. La importancia de poseer las adecuadas competencias personales y profesionales suele conllevar mayores garantías de éxito en el ámbito laboral. Este artículo realiza una revisión de este concepto y detalla los principales modelos de competencias, así como las principales teorías, instrumentos de medición y efectos que puede tener en la vida profesional la inteligencia emocional. Por último, se esbozan un conjunto de conclusiones y líneas de investigación relacionadas con este tema.

Objective: To determine the influence of hygiene and motivation factors as predictors of job satisfaction and the interest in remaining in a manufacturing company in Mexico. Theoretical Framework: The study is based on Herzberg's Two-Factor Theory, which posits that job satisfaction is influenced by two types of factors: hygienic and motivational. Hygienic factors, such as salary, working conditions, and job security, do not generate satisfaction on their own, but their absence causes dissatisfaction. Method: Ex-post-facto, observational, cross-sectional, and explanatory study was conducted using a Structural Equation Model (SEM) with the maximum likelihood method. The Inventory of Motivational and Hygiene Factors was applied to 346 employees Results and Discussion: The findings indicate that hygiene factors have a greater influence on job satisfaction than motivational factors, partially contradicting Herzberg's theory. Research Implications: Companies should prioritize improving hygienic factors, such as job stability and benefits, to increase employee satisfaction and their interest in staying with the organization. Additionally, they should complement these efforts with professional development programs that promote talent retention and enhance productivity. Originality/Value: The study's originality lies in analyzing the relationship between satisfaction and the interest in remaining based on these variables in a manufacturing environment

Amid the backdrop of the COVID-19 pandemic, the living conditions of the population were dramatically altered, with social distancing measures and the looming threat to public health leaving a profound impact on people’s lives. This study aims to assess the influence of COVID-19 on subjective well-being and overall quality of life in Mexico. A structural model with latent variables was used. Data were extracted from the National Self-Reported Well-being Survey (SWLS) from October 2020 and January 2021, featuring a robust sample size of 3615 residents from urban areas in Mexico, all aged 18 and above. Findings revealed that around 38% of the variance in overall life satisfaction in October 2020 and January 2021 could be attributed to Personal well-being (0.231), Personal satisfaction (0.320), Satisfaction with the environment (0.076), and Negative emotional states (−0.116). In comparison, October 2019 to January 2020 saw a lower 20% explained variance, primarily associated with Personal well-being (0.184), Personal satisfaction (0.270), and Satisfaction with the environment (0.052). Reliability assessments, including Cronbach’s Alpha coefficients, Rho_a, and Composite Reliability, all surpassed 0.70 for each subscale. In addition, our study confirmed convergent validity, as the Average Variance Extracted (AVE) consistently exceeded 0.50 across all subscales, while the discriminant coefficient exceeded 0.70.

The main focus of the chapter is to define directions and magnitudes of causality of the pension systems, labor force, and hours worked for selected OECD (Organization for Economic Co-operation and Development) countries through a pool data analysis. The information is examined within basic, intermediate, and advanced statistical analyses by regional comparison of the OECD countries. Main results include: (a) a positive impact of Labor Force size on Pension Systems, (b) a negative effect of the Average Hours Worked on Pension Systems, (c) when introducing cross-section and time series heterogeneity, relations are sustained from both global and regional inquiry, (d) an insightful and meticulous investigation can be performed using public and open databases if depuration of the information is well conducted.

The objective was to determine the influence of the subscales of Subjective Well-being (BIARE) on overall life satisfaction for the current year, 2023, compared to the previous year, 2022. This was achieved by comparing the states of the Mexican Republic ranked among the top 10 with those among the bottom 10 in the Human Development Index (HDI), using a structural path modeling with latent variables through the Partial Least Squares (PLS) method. The following findings are presented: Positive Emotional Balance had a higher mean score in the states of the Mexican Republic ranked in the top positions of the Human Development Index. Negative Emotional Balance had a higher mean score in the states ranked in the lower positions of the HDI. Eudaimonia showed a higher mean score in the top-ranked states on the HDI list. Personal Satisfaction also exhibited a higher mean score among states in the top HDI rankings. Satisfaction with the Environment had a higher mean score in states ranking in the higher HDI positions. There were no significant differences in general life satisfaction for the current year among Mexican states based on HDI ranking. Likewise, no significant differences were found for overall life satisfaction in the previous year among these states. Only Eudaimonia (0.41383) and Personal Satisfaction (0.2758) significantly and directly influenced general life satisfaction for the current year, explaining approximately 40% of its variance according to the R-Squared value.