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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).

It has been discovered that some results published in studies may not be correct because different researchers using the same dataset and analytical methods were unable to create the same results. This dilemma is called the reproducibility crisis. Currently, there has not been a comprehensive examination of the possible existence of this crisis in the field of autism spectrum research. This chapter does not answer the question, ‘Is there a reproducibility crisis occurring in the field of autism spectrum research?’ Rather, it contains an outline of this crisis, explains some of the most influential factors that have contributed to its development and how scholars who study the autism spectrum can change their research practices so that this crisis does not develop.

The original contribution that this chapter makes to autism spectrum research is to explain how some solutions to the reproducibility crisis can be implemented into the field of autism spectrum research.

Brain and behavioral research is a hallmark of knowledge and understanding within modern society and has taken on greater importance in the commercial context; as this area unfolds, the intersection of the science, technology and marketing is an important and topical area for exploration.

This work tracks the parallel history of the technologies and science of the brain because it grows in relevance for the study of marketing and consumer behavior. It is an historical review of the usage of technologies to measure brain activity and behavior, parallel to the development of psychological theories created to account for human decision-making from the 1940s until the present.

This essay presents a new conception of “closure” and “momentum,” as envisioned by social construction of technology and technological momentum theories, arriving at a new concept for inclusion called “convergence” which offers a multifactor explanation for the acceptance, technical implementation and its commercial application.

It is an original adaptation of theories from across several fields that yields insight into the integration of science, technology, society and business.

This paper was inspired by an Association of College and Research Libraries Biennial Conference 2017 roundtable that aimed to transform existing notions about statistical literacy in information literacy instruction.

In Baltimore, the authors facilitated an in-person discussion and synchronous virtual dialogue via Twitter and Periscope about teaching basic statistical concepts (such as mean vs median) and the real implications of “statistical significance”.

A recording of the roundtable is available here: http://bit.ly/StatLit.

The goal of the StatLit roundtable was to inspire transformational thinking for teaching basic statistical reasoning to students within a library context.

The purpose of this paper is to offer a panoramic view at the credibility issues that exist within social sciences research.

The central argument of this paper is that a joint effort between blockchain and other technologies such as artificial intelligence (AI) and deep learning and how they can prevent scientific data manipulation or data forgery as a way to make science more decentralized and anti-fragile, without losing data integrity or reputation as a trade-off. The authors address it by proposing an online research platform for use in social and behavioral science that guarantees data integrity through a combination of modern institutional economics and blockchain technology.

The benefits are mainly twofold: On the one hand, social science scholars get paired with the right target audience for their studies. On the other hand, a snapshot of the gathered data at the time of creation is taken so that researchers can prove that they used the original data set to peers in the future while maintaining full control of their data.

The proposed combination of behavioral economics with new technologies such as blockchain and AI is novel and translated into a cutting-edge tool to be implemented.

This research assessed the interactive effects of employee passion and ego-resilience (ER) on relevant work outcomes, including job satisfaction, citizenship behavior, job tension, and emotional exhaustion. The authors hypothesize that higher work passion is associated with less positive work outcomes when employees are low in ER.

The authors collected data from three unique samples (N's = 175, 141, 164) to evaluate the moderating effect across outcomes. The authors conducted analyses with and without demographic controls and affectivity (e.g. negative and positive). The authors used a time-separated data collection approach in Sample 3. The authors also empirically assess the potential for non-linear passion and ER main effect relationships to emerge.

Findings across samples confirm that high passion employees with elevated levels of ER report positive attitudinal, behavioral, and well-being outcomes. Conversely, high passion employees do not experience comparable effects when reporting low levels of ER. Results were broadly consistent when considering demographics and affectivity.

Despite the single-source nature of the three data collections, The authors took steps to minimize common method bias concerns (e.g. time separation and including affectivity). Future research will benefit from multiple data sources collected longitudinally and examining a more comprehensive range of occupational contexts.

Passion is something that organizations want in all employees. However, the authors' results show that passion may not be enough to lead to favorable outcomes without considering factors that support its efficacy. Also, results show that moderate levels of passion may offer little benefit compared to low levels and may be detrimental.

As a focal research topic, work passion research is still in early development. Studies exploring factors that support or derail expected favorable effects of work passion are needed to establish a foundation for subsequent analyses. Moreover, the authors comment on the assumed “more is better” phenomenon. The authors argue for reconsidering the linear approach to predicting behavior in science and practice.

The purpose of this paper is to investigate the drivers of visitation intention, including demographic, psychographic (animosity, national attachment and consumer ethnocentrism) and image factors on tourist decision-making in a situation of bilateral conflict between the destination country and the source country, that is, the USA and Russia, respectively.

The data were collected at two different points in time from two different samples but analyzed with the same research question in mind. To increase the robustness and validity of findings, three analytical approaches from the repertoire of statistics and data mining techniques such as hierarchical linear regression, logistic regression and decision tree analysis were applied to two independent samples of tourists with different demographic profiles. This multiple methods research employs a complementary design, as methods used have equal importance and are applied concurrently.

The paper obtained generally consistent results across methods and samples: general animosity, destination image and country image are the most influential factors in the tourists’ decision-making to visit a destination country with which their own country has strained bilateral relations.

Destination image is highly important in all analyses and is more favorable than country image. It indicates some degree of separation of the two images in the respondents’ mind, which indicates that marketing a country as a tourist destination on a not-so-friendly tourism market may still be effective. Results also tentatively indicate that for young adults, patriotic feelings matter more in their decision-making, while for more mature tourists, ethnocentric tendencies play a more important role.

The paper examines the influence of general and situational animosity, national attachment, and consumer ethnocentrism on visitation intentions in a situation of conflict between the two nations and, thus, expands the empirical evidence accumulated to date on tourist behavior in conflict. The paper acts on the premise that if a connection between any two variables truly exists, it should be able to withstand variations in samples, timing of data collection and measurement, thus, leading to more robust findings.

This research examines how perceived supervisor political support (SPS) moderates the relationship between perceived supervisor narcissistic rage (SNR) and relevant employee work outcomes.

Across three studies (Study 1: 604 student-recruited working adults; Study 2: 156 practicing lawyers: Study 3: 161 municipality employees), employees provided ratings for SPS, SNR and ratings of their job satisfaction, organizational citizenship behavior (OCB), depressed work mood and work neglect.

Results supported the authors’ argument that SPS moderates the relationship between SNR and work outcomes. Specifically, SNR was associated with unfavorable outcomes only when SPS was low. When SPS was high, SNR had little effect on job satisfaction, OCBs, depressed mood and neglect.

Results affirm that supervisor characteristics considered toxic do not always provoke adverse reactions when considering other leader features simultaneously.

Supervisors capable of offering political support can positively influence subordinate attitudes, behaviors and well-being even when other aspects of their personality potentially initiate antagonism.

This study is the first to examine SNR features and informal support activities concurrently.