Our model of emergent organizational capacity for compassion proposes that orga nizations can develop the capacity for compassion without formal direction. Relying on a framework from complexity science, we describe how the system conditions of agent diversity, interdependent roles, and social interactions enhance the likelihood of self-organizing around an individual response to a pain trigger. When agents then modify their roles to incorporate compassionate responding, their interactions amplify responses, changing the system, and a new order emerges: organizational capacity for compassion. In this new order the organization's structure, culture, routines, and scanning mechanisms incorporate compassionate responding and can influence fu ture responses to pain triggers. We shall draw from the heart of suffering itself the means of inspiration and survival (Churchill, 1941: 275). We all experience tragedies in our lives at some point, whether in the form of financial woes, the death of a family member, or a severe illness, among many others. Although these tragedies are personal, the suffering they cause spills over into our professional lives as well, making tragedy and suffering unavoidable re alities of organizational life (Frost et al., 2006). Compassion, defined as an empathetic action undertaken to alleviate another's pain (Frost,

ethics, ethical ideologies, corporate social responsibility, CSR, materialism, relativism, idealism, Forsyth,

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Purpose – This paper aims to explore the relationships among perceived organizational support, positive relationships at work and intent to turnover through a social exchange theory lens. The main contribution of this paper is the investigation of different types of positive workplace relationships on employee withdrawal behaviors. Design/methodology/approach – A 49-item survey was developed through a review of literature related to positive workplace relationships and intent to turnover. Surveys were made available to 200 healthcare employees; 73 surveys were accurately completed and used to test a mediated model of positive relationships at work. Findings – Positive relationships at work were found to have a mediating effect between perceived organizational support and intent to turnover. Additionally, perceived organizational support was found to have direct and indirect effects on intent to turnover. Practical implications – Managers can affect employees’ intentions to turnover by improving practices that provide support to employees and encouraging positive relationships with coworkers. Additional literature related to our variables of interest suggests that employees perceive more support when their organizations offer commensurate rewards, opportunities for growth and participation in decision making. Originality/value – This study speaks to those researchers and managers interested in employees’ motivations for staying in or leaving from their organizations. Turnover and related withdrawal behaviors are expensive for organizations, so discovering the factors that members value offers organizations the ability to affect their members’ intentions to turnover. Additionally, the exploration of relationships between perceived organizational support and positive relationships at work suggests that different support mechanisms play different roles in affecting organizational and individual outcomes.

Research design is a central element of empirical research, and thus, an important consideration for entrepreneurship researchers and anyone interested in entrepreneurship-related research findings. Yet, many years have past since the last thorough review of research design and construct measurement practices. Thus, it is unknown whether there is a gap between what is currently being done versus what needs to be done. In this article, authors use a two-study approach involving a content analysis of published empirical research and a survey of experts within the field to assess the current state of practices. Their findings indicate that, in general, research design and construct measurement practices continue to improve; however, there are some issues that still need to be resolved. Authors lay out key implications and provide several suggestions to help resolve these issues.

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Construct measurement practices lay at the foundation of empirical research. They are central considerations for entrepreneurship researchers and for consumers of entrepreneurship-related research findings. Yet, little is known about the extent to which entrepreneurship researchers currently take into account these considerations. In this study, we assess the current state of measurement practices in entrepreneurship by content analyzing recent empirical research published in several leading journals. Our findings indicate that, in general, extant research relies far too heavily on measures that do not allow for the assessment of reliability. We offer important implications and provide ways to help surmount these challenges.Keywords Construct measurement . Statistical power . Review "We [entrepreneurship researchers] still have some distance to go if we are to advance the field to the point where we can identify with some confidence and make normative recommendations regarding the exact nature of the varied and complex relationships studied under the umbrella of entrepreneurship research" (Chandler and Lyon 2001: 112).

This study tests a social exchange theory model that links firm family members' transactional and relational psychological contract obligations to firm performance. Evidence supports the hypotheses that organisational obligations are antecedents of individual contributions to firm performance in the psychological contract model. When family firms meet the employees' perceived obligations to their employees, the employees meet their perceived obligations to their employers. Participative decision-making and succession planning are of particular importance to maintain transgenerational control and evidence is found to support succession planning as fully mediating the relationship between participative decision-making and firm performance.