Purpose This study aims to explore the relationship between transformational leadership and employees’ innovative work behaviour (IWB), additionally examining the mediating effect of psychological empowerment. Design/methodology/approach The study is based on a cross-sectional design, data being collected from 139 employees through the following structured questionnaires: Multifactor Leadership Questionnaire, IWB and psychological empowerment instrument. Findings The findings revealed a positive and significant relationship between transformational leadership and both IWB and psychological empowerment, as well as the fact that transformational leadership, through psychological empowerment, fosters IWB. Research limitations/implications One of the main weaknesses of this study is the use of a cross-sectional design, which does not allow for an assessment of the cause–effect relation. Also, using a self-reported questionnaire might have brought common method bias. Practical implications The paper shows that, by creating a greater sense of empowerment, leaders could have a higher positive effect on employee’s levels of IWB. Moreover, empowerment acts as one of the most important and effective processes within the transformational leadership framework in fostering innovation among followers. Originality/value This study extends the empirical research on transformational leadership and its influence on employees’ work attitudes. Given the scant research on the role of the psychological empowerment, the results of this study confirm not only its mediating role but also the need for further studies in this direction.

Knowledge management developed in the last decades as a dynamic symbiosis between science and art with significant implications on business and business education. Knowledge management operates within the organizational management, but it focuses on intangible resources, which are distinguished from the tangible ones as a result of their abstraction, metaphorical semantic, and nonlinearity. The purpose of the present paper is to explore the impact of knowledge management on business education through the mediation of academic curriculum and the influence of the business environment. The methodology is based on both qualitative and quantitative research methods. The qualitative phase focuses on a critical literature search and a semantic analysis of the main concepts and ideas, which allowed us to construct the research model and design a questionnaire addressed to business students and professors. The quantitative approach uses the statistical software packages SPSS 26.0 version, including the PROCESS macro for SPSS version 3.5 and the known reliability, validation, and interpretation criteria. Findings show that knowledge management impacts business education through the mediation of the academic curriculum and the influence of the business environment. The originality of the present research comes from the dynamics between knowledge management and business education and the research model’s design.

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Game-thinking, more specific gamification, serious games and play, has beginning to get more attention and to be appear in a variety of non-game contexts, including organizational settings. In a recent survey of HR practitioners, 75% of the participants indicated that they would consider using gamification as part of their future screening and selection strategy (Povah, Riley, & Routledge, 2017). In this respect, current paper aim to investigate and to present the advantages and disadvantages of using gamification in two of the most important areas of organizational life, namely personnel recruitment and selection. Defined as the organizational activities that influence the number and types of applicants who apply for a position and affect whether a job offer is accepted (Breaugh, 1992), recruitment can benefit from gamification through the process of finding the best fit between potential applicants and the recruiting organization and to enhance the recruitment process itself (Gangadharbatla & Davis, 2016). In the selection area, usually, organizations provide to applicants a series of psychological assessments in order to later predict job performance and to support shortlisting and eventually, hiring decisions. In this area, game-based assessment represents a well-established methodology used to increase the fairness perception of the selection process, reduce anxiety, and to better assess knowledge, skills, abilities and other characteristics of job candidates. The future of game-thinking, especially of GBA is further discussed, with a clear accent on both its limitations and true potential.

This study aimed at examining the interrelation between family functioning and children's mental health in families with a brain injured parent. The first goal of this study was to investigate the predictive power of family functioning for children's psychological well-being. Second, differential sub-dimensions of family functioning were examined in respect of their predictive power for children's psychological adaptation. Third, coping strategies on the family system level were differentiated in terms of their predictive power both for family functioning and for children's psychosocial adjustment. 58 families were included in the current study. The following instruments were used: Youth Self Report, Family Crisis Oriented Personal Scales, and Family Assessment Device. Family dysfunction as a whole positively correlates with psychological symptoms of adolescents; four sub-dimensions of family functioning predicted children's problems, namely affective responsiveness, affective involvement, roles, and communication. This research is all the more informative as the studies on the subject are nearly inexistent, and since it focuses on a category of utmost value-children.

Game-based ratings have received a lot of media attention and managed to capture the interests of many organizations (eg Unilever, AXA Group, Deloitte etc.). In a recent study of human resources practitioners, 75% of participants indicated that they would consider using gamification as part of their own recruitment and selection strategy in the near future. Following the methodological approach already used in educational environment, two approaches to building and using GBA in the organizational environment can be distinguished: gamified assessment-by gamifying (already existing) psychometric test; psychometric play-use of a game to gather evaluation data. It is well accepted that, the basis of the success of any company is due to the human capital, which is the combination of people's capabilities and skills. Therefore, the fundamental job of any recruiter is sourcing talent and engaging employees in the organization. For this, they have to ensure that the candidate's skills match well with the organization's requirement and culture. Previous studies highlighted that those applying for a job are eager to use game-based assessment for self-evaluation, especially when these games are available for free. Game-based assessments can also help maintain a high commitment during the evaluation, which reduces the likelihood of some candidates dropping out in the process and also increases the amount of time that data can be collected. Current paper aim at presenting the preliminary efforts made to gamify two psychometric tests, namely spatial and verbal reasoning.

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There are several displays commonly labeled as body modifications, including body piercings, scarification, tattoos, cutting, etc. In this study, we were focused on one distinct form of body modification, namely tattoos. The current exploratory study investigated the connection between body modifications (BM) and Dark Triad personality for a sample of 77 university students with BM, compared to a control group of 77 non-BM individuals. Three self-administrated questionnaires were used to collect the data: Self-Report Psychopathy Scale-Short Form, Mach-IV scale, and Narcissistic Personality Inventory. The findings suggest that subclinical psychopathy is most strongly connected to body modifications. An increased number of tattoos was also significantly correlated with a higher level of anti-sociality. Participants with visible body modifications had significantly higher affective callousness and overall self-reported subclinical psychopathy levels, compared with individuals with non-visible alterations.