Purpose The purpose of this paper is to know the implications that COVID-19 has presented in the workplace to develop research strategies related to issues of human and organizational behavior on the business perspective. Design/methodology/approach Quantitative, exploratory based on primary and secondary sources, an online questionnaire was designed and applied with 33 items that was applied in the Mexican work environment, during the period from March 7 to 16, that is, in the same week as WHO made the pandemic declaration for COVID-19, obtaining a total of 332 responses. Findings With the descriptive analyzes carried out, it was possible to know the perception that people have of various aspects related to COVID-19, and subsequently the corresponding reliability tests were carried out, obtaining Cronbach’s alpha indexes greater than 0.8. At the beginning of the declaration of pandemic by COVID-19, a relationship was shown between stress and the aspects related to the arrival of COVID-19, showing evidence of its impact on the workforce. Research limitations/implications This work has contributed ideas for academics, managers and areas of human resources that can promote the growth and development of people with the aim of achieving comprehensive well-being in the workplace, generating better working conditions owing to the proposal to make remote work a successful strategy in the function of human resources in the workplace and in the improvement of society in general. Originality/value This research, in addition to being carried out with information obtained in the first weeks of March 2020, presents a model with ideas and themes to design future research projects and to analyze the post-COVID-19 effects in the workplace, with a business perspective, human behavior and organization.

Purpose -Using information and communication technologies to deliver human resource services (also known as e-HRM) has become an important strategy for firms seeking to achieve a competitive advantage. A case-based study was carried out with the purpose of investigating how four of the most competitive Mexican firms are implementing their e-HRM strategy. Design/methodology/approach -Literature from e-HRM and human resource management in Latin America is reviewed and integrated. Four case studies developed in Mexican firms are depicted. Findings -Evidence suggests that, to fully understand the way e-HRM is used in firms from emerging economies, it is important to take into consideration local idiosyncrasies. Originality/value -This study integrates Latin American dimensions of HR management in the study of e-HRM, a budding research stream that is under-investigated in emerging countries.

Deportations from the Unites States (US) to Mexico increased substantially during the last decade. Considering deportation as a stressful event with potential consequences on mental health, we aimed to (1) estimate the prevalence of common mental disorders (CMD) among deported migrants; and (2) explore the association between migratory experience, social support and psychological variables, and CMD in this group. In repatriation points along the border, a probability sample of deportees responded to the Self Reporting Questionnaire (SRQ). The prevalence of CMD was 16.0% (95% CI 12.3, 20.6). There was a U-shaped association between time in the US and SRQ score. Times returned to Mexico, having a spouse in the US, number of persons in household, less social support, anxiety as a personality trait, and avoidant coping style were directly associated with SRQ score. Public health policies should address the need for mental health care among deported migrants.

This study provides a public policy framework for the governance of energy democracy toward meeting the United Nation's SDGs, and proposes guidelines for policymakers on designing partnerships that promote renewable energy. An increasing number of multinational enterprises (MNEs) and public organizations are prioritizing energy democracy and decarbonization strategies by investing in renewable energy. However, I argue that energy democracy is not ''just'' about opening up the energy sector to large-scale renewable energy investments. I explore the challenges facing the implementation of energy democracy through a qualitative study conducted from 2013 to 2020 of wind-energy investments at the Isthmus of Tehuantepec, Mexico. A key challenge preventing energy democracy and renewable energy partnerships with indigenous communities at the Isthmus of Tehuantepec is the lack of good governance-corruption, poor accountability, and limited access to information about energy and the environment. Wind-energy investments implemented under the understanding of Partnerships for the Goals may offer sustainable alternatives for reaching the goal of Energy for All and mitigating climate change according to the 2030 Agenda for Sustainable Development.

This paper presents a study on the emergence of human resource management (HRM) systems in a narco-terrorism context based on a mixed-method approach. We conducted 40 interviews at 24 firms in Mexico to explore emerging HRM systems in narco-terrorism environments. The interviews were complemented with a quantitative content analysis of 204 news stories to explore the direct and indirect impacts of narco-terrorism on firms. Our analysis of firms' responses with respect to HRM systems, which is supported by our quantitative analysis on the impacts of narco-terrorism, indicates that trust appears to shape HRM systems. We identified an adaptation strategy to design HRM systems based on a combination of strict employee's screening and control an emphasis on humanistic practices such as soft-skills training and development, and a flexible work schedule, which appears to facilitate the development of trust in narco-terrorism environments. Identifying the ADD RUNNING HEAD HERE 3 3 similarities of objects and issues in the narco-terrorism context can help develop an understanding of this local phenomenon, with implications for the HRM and terrorism literatures on a global scale. Our findings highlight the importance of reinforcing values such as trust, openness, involvement and participation to develop a strong HRM system to adapt to narco-terrorism environments.