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The Internet of Things (IoT) as an emerging technology has widely been discussed in the literature in recent years. There are also bibliometric analyses in this regard that illustrate the current status of IoT research. The bibliometric analyses have been used widely by researchers to provide insights into current topics and identify emerging and future research in different fields. As there are challenges or barriers to the use of IoT, it is necessary for researchers to focus on this area. Various studies have discussed IoT challenges/barriers; however, a picture from such research is not accessible in terms of bibliometrics. This research, therefore, conducts a bibliometric analysis on publications that discuss IoT challenges/barriers to identify challenges most discussed in the literature. Results show that challenges/barriers to IoT usually discussed in the literature include security, privacy, trust, standards, architecture, and energy. [ABSTRACT FROM AUTHOR]

Finding the right experts for data gathering through interview serves as a key for particular research works. However, most expert finding methods in the literature require great deals of technical knowledge, making them somewhat impracticable for business researchers without deep technical knowledge. Accordingly, there is a need for an expert finding solution for researchers without a deep technical background. As business researchers may have knowledge about business intelligence and its tools, the use of business intelligence tools can be used to solve such issue. The present paper discusses the process of using business intelligence tools to find potential experts for example topics. Subsequently, based on a literature review, criteria are presented for distinguishing different experts. Finally, the analytic hierarchy process is discussed for assigning weights to both selection criteria and potential experts. The audience of this paper is researchers who are familiar with business intelligence tools or would like to learn how to work with them. [ABSTRACT FROM AUTHOR]

In recent years, identity theft has been growing in the academic world. Cybercriminals create fake profiles for prominent scientists in attempts to manipulate the review and publishing process. Without permission, some fraudulent journals use the names of standout researchers on their editorial boards in the effort to look legitimate. This opinion piece, highlights some of the usual types of identity theft and their role in spreading junk science. Some general guidelines that editors and researchers can use against such attacks are presented. [ABSTRACT FROM AUTHOR]

Researchers know about the computer programmes used by most journals to manage their submission process. Current journal management systems work as standalones, leading to many problems for both authors and editors. In this essay, we propose our recommended conceptual architecture for creating journal management systems that include information systems. We believe these systems will be advantageous, saving time for editors and authors alike. [ABSTRACT FROM AUTHOR]

The purpose of this qualitative study is to explore the perception of managers and talents of perceived retention factors in the textile industry in Yazd province, Iran. In this regard, phenomenography is used to map the different perceptions of both talents and their managers. Data were collected through semi-structured interviews with 22 talented individuals who were selected according to an object-exclusive approach. Similarly, managers were chosen from eight different organizations. Data were transcribed and imported into MAXQDA10 software for analysis from which the identification of codes and descriptive categories were generated. The results of perception analysis of talents revealed 4 influential levels in talent retention that are individual, job, group, and organizational levels. Also, different perceptions of talents are categorized into 17 descriptive categories. The obtained results from the analysis of perceptions of managers depicted three influential levels that are individual, group, and organizational levels and their perceptions are categorized into 13 descriptive categories. The main difference between talents and managers' perception is in factors affecting retention in jobs characteristics. Talented individuals consider autonomy, nature and feedback as desirable characteristics of their job. According to these levels and descriptive categories, two different "outcome spaces" are mapped. [ABSTRACT FROM AUTHOR]

Nowadays, belief in the criteria and conditions of interactions with an organization to promote customer relationships is somehow tied to the organizational performance, and its final goal is of great importance. In the literature on organizational behavior, this belief is defined as the "psychological contract". The intention of this mixed research is to identify and discover the contents of psychological contracts within "relationship marketing" between customers and banks. In the first phase, qualitative research with a phenomenological approach was applied to study customers' experiences about psychological contracts. In this phase, the psychological contracts within relationship marketing were assessed through a questionnaire. Next, the data from the questionnaires were "factor analyzed" by Lisrel. We noted a fundamental understanding of the types of psychological contracts in the context of a relationship between a bank and its customers. Marketing policies with regard to the terms extracted from a certain kind of psychological contract in the study provided local and advanced results. [ABSTRACT FROM AUTHOR]

Followership is a developing paradigm in organizational behavior which focuses mainly on followers. The goal of this study is to explore follower's implicit followership theories (IFTs) which entail an analysis of follower's views and perception about followership. For this purpose, based on a phenomenological approach, semi-structured interviews with employees of large public and private organizations, in Mashhad were analyzed by exploratory content analysis. A total of 25 categories of implicit theories were detected in 5 prototypes and 5 antiprototypes. Followership prototypes consist of constructive perception of work, job competencies, mighty arm of leader, moral virtues and initiation pattern; five antiprototypes were named as role deviances including destructive behaviors, obedience, incompetency, indifference and blue color. Reflecting on the findings, a 5 dimensional model was identified, with each dimension having its prototypes and anti-prototypes. Results showed that follower's IFTs differ from leader's follower's implicit followership theories. [ABSTRACT FROM AUTHOR]