PurposeThis paper explores the impact of high-performance human resource practices (HPHRPs) on the research performance and career success of academics.Design/methodology/approachSurvey data was collected from 586 faculty members in the five largest public universities in Saudi Arabia.FindingsThe findings suggest that the HPHRPs of internal mobility and recognition had a strong impact on faculty members' career success and that these relationships were mediated by research performance. In addition, the study also found that the HPHRPs of training and recognition positively influenced research performance, while, surprisingly, the HPHRPs of participation in decision-making were found to have a negative effect on faculty members' research performance.Originality/valueThis study is original in combining research in human resource management (HRM) and career studies to develop a model that explains academic research performance and career success from the lens of HR practices. The results also provide leaders in Saudi Arabia's public higher education sector with empirical data on the impact of HPHRPs on academic research performance and career success.

In this study, we investigated the effect of entrepreneurial competencies (ECs) on entrepreneurial mindset (EM), entrepreneurial intention (EI), and entrepreneurial motives (EMTs) among female Saudi Arabian university students. We applied a quantitative approach and collected the data through a survey questionnaire by using convenience sampling to trace the respondents. Finally, the results of this study were based on 388 samples. By using a structural equation model (SEM), the findings demonstrate that ECs have positive and significant effects on EM, EI, and EMTs. In addition, there are positive and significant relationships between EM and EI as well as between EMTs and EI. Finally, EM and EMTs mediate the connection between ECs and EI. The findings of this study could support policymakers at different levels in developing their financial models, plans, and suggestions for entrepreneurial development. In addition, the findings should inspire well motivated people to engage in entrepreneurial activities and to aspire to become entrepreneurs. Finally, the originality and value of this research contribute to the existing literature, by demonstrating among Saudi Arabian female university students, the effects of ECs on EM, EI, and EMTs.

A stylised fact in bibliometric research is that in the field of management studies, half or more of the papers published are never cited. If true, this implies that efforts and resources are considerably wasted because half of the academic work is not considered worthy by the same community that developed them. We studied a sample of 2777 papers published in 20 journals and representing different levels of quality. Of these, only 191 papers, representing 6.5% of the sample, were never cited, suggesting that the aforementioned stylised fact is a myth. We identified the factors that contribute to the level of citations, including the ranking of the journal in the quality list, time since last citation, and number of authors. The implications discussed suggest a need for reflection regarding the relevance of the factors that predict future citations.

This paper critically reviews and observes the nature of contemporary careers and the orientation in which careers research has advanced over the past decade. The contemporary concept of career refers to an individual’s pursuit of career advancement without being restricted to a single job in a single company. Specifically, career concepts that appeared in the 1990s, including the protean and boundaryless career frameworks, and the next generation of career concept, including integrative frameworks, hybrid careers, and the kaleidoscope career model, are discussed. These models and theories all focus on the change in the concept of career management for individuals. This change occurred because of the developments taking place in this era, including economic aspects, globalization, and technology. This review aims to improve our understanding of careers in today’s dynamic work environment, especially after the COVID-19 pandemic and the rapid changes that Saudi Arabia is witnessing at all levels. The challenges facing individuals in career advancement during this period are different from previous ones, so researchers should study the effects of the pandemic on changing the behavior of individuals towards the concept of career management. This review provides a comprehensive discussion of current theories and offers major questions for future research.