Global Business and Organizational Excellence最新文献

The transition from primary sustainable goals to crisis management exemplifies a new era of corporate social responsibility, sustainable business models, corporate sustainability, and stakeholder theory. This study examines the varied dynamics of corporate social responsibilities (CSR) during COVID-19, as well as its potential and limitations, in order to gain a better understanding of CSR. The results expand upon the instrumental version of CSR and the application of stakeholder theory during COVID-19. It reflects on the necessity for a wider integration of societal issues in CSR's driving philosophy as well as the underlying need to study diverse sectors of governance across the globe due to the increased potential for exploitation of the weak, particularly during times of crisis. This study examines the theoretical foundations of the themes and the lines of divergence between CSR's past and present by reviewing the social, intellectual, and conceptual structure of the literature. It emphasizes the importance of post-COVID-19 policies that prioritize job creation by implementing stronger labor market standards. Governments should eliminate barriers and implement pro-SME laws and programs. A sustainable fiscal policy takes future generations into account. Sustainable corporate finance incorporates long-term financial goals and social values into stakeholder theory.

The emerging competitiveness in the external environment and persistent need for adaptation have led organizations to recognize the essence of successful readiness to change. While individual and organizational outcomes of readiness to change have been discussed in the existing literature, a lack of clarity exists regarding how individuals embrace readiness for change. Using the social exchange theory, this empirical research examines the impact of perceived organizational support and human relations climate on individual readiness for change. The research also incorporates the intervening role of employee participation and leadership excellence for understanding the indirect effects. Hypotheses regarding the relationship between the key variables were tested through a structural equation model on a sample consisting of 284 respondents from managerial-level employees in organizations from Pakistan. The findings suggested a positive impact of human relations climate on readiness to change. In addition to the direct effects, indirect effects via employee participation and leadership excellence were found to be significant on readiness to change. Based on the findings, theoretical and practical implications of the study along with suggestions for improvement are also elaborated.

COVID-19 pandemic brought novel challenges for society and businesses. Along with psychological impact on humans, COVID-19 led to significant changes in business processes. Managerial competencies, which positively impact performance of both the employees and businesses, are influenced by changing social and business context. In this milieu, there is a call for research to understand the impact of recent changes on managerial competencies to make them future-ready. Further, in light of prior studies that present opposing findings, a related question worth exploring is—does the importance of managerial competencies differ across countries? By answering these questions, key competencies, that can boost both employee performance and business profitability, can be assessed and nurtured for a positive global impact.

This paper presents theoretical background, methodology, findings and implications from a two-part study that was conducted to answer above questions. Phase 1, which included literature review, analysis of US Government's O*NET database and expert validation, yielded a unique 9 × 51 Managerial Competencies Framework. Using quantitative methodology, that involved primary survey of Indian experts and hypothesis testing on matching data-sets, Phase 2 of this cross-country study reports a broad agreement amongst US and Indian experts on the importance of key managerial competencies. Study offers many theoretical and practical implications, along with directions for future research.

This study sought to analyze the role female entrepreneurship plays in the internationalization and innovation process of firms. Additionally, this study aims to contribute to a better understanding of how the countries of Europe and Central Asia are grouped in terms of female entrepreneurship. Our analysis used secondary data collected from the Enterprise Surveys—The World Bank database to which multivariate statistical analysis were applied. The results suggest a non-significant statistical relationship between female entrepreneurship and internationalization, which may be explained by high capital access constraints female entrepreneurs face. There are cultural and social barriers that affect the decision of women entrepreneurs to internationalize. Our results also show interdependence between internationalization and innovation. The results also suggest that the countries of Europe and Central Asia can be divided into two clusters. The difference between the two clusters can be justified by the role of women in the countries concerned. The originality of this article is related to the analysis of the possible contribution of women entrepreneurship to the internationalization of firms, which is still an understudied area, because of the exclusion of women entrepreneurs from the market due to the male norms that dominate the socioeconomic contexts. Additionally, the findings of this research can contribute to the implementation of a strategic policy framework to encourage female entrepreneurship.

Employing the sensemaking perspective, this paper aims to study the relationship between social innovation and resilience. The study highlights how sensemaking of social innovation is a process that takes place within existing social and economic representations. This study has a qualitative nature and is based on multiple case studies, which is the methodology best suited to highlight the drivers of social phenomena in specific socioeconomic contexts and which characteristics they manifest. The paper contributes to the literature along three different lines. First, it describes social innovation as the resilient outcome of sensemaking or the result of a capacity for collective reorganization following environmental, political, economic, and social disruptions. Second, it provides policymakers with a model to use to establish the intensity of social pressure and the openness of baseline social representations to change. Third, it allows policymakers to jointly observe and analyze the relationship between social representation and economic representation, highlighting the central role of firms in achieving social innovation. Although this paper presents the findings of a wide theoretical analysis, the developed model needs to be empirically tested by firms and policymakers.

As the world experiences unprecedented changes driven by groundbreaking technological advancements, increasing competitive pressures, shifting demographics, evolving societal expectations, and ongoing global crises or mega-disruptions, the nature of work is evolving at an accelerated pace. This editorial introduces The Workforce Revolution, a critical movement that aims to reimagine work, workers, and workplaces for the future to harness these transformations effectively. As businesses and organizations adapt to new realities, innovative leadership and human resource management strategies become indispensable to ensure long-term success and sustainability. This issue of Global Business and Organizational Excellence explores the latest research, trends, and insights on the topic, providing valuable guidance to leaders and managers as they shape the future of work. Articles within this issue cover a range of topics, including employee expectation-organizational performance gaps, positive and negative workplace behaviors, toxic and responsible leadership, traditional and transformational roles of human resources, and the future of work in the new normal. By equipping leaders and managers with the knowledge to navigate these complexities, the journal aims to foster a more resilient and adaptable workforce, poised to thrive in the dynamic landscape of the future.

Entrepreneurship as a field of study has many sub-dimensions due to its usefulness in society, which makes it difficult to gain a holistic understanding of its key elements. The aim of this article is to explore how to define entrepreneurship by focusing on different areas of entrepreneurship in terms of definitions and research opportunities in order to challenge conventional practices. Each area of entrepreneurship is discussed with the goal of exploring new research questions and methodological approaches that are currently lacking in the entrepreneurship discourse and can be refined through future research activity. This enables future research directions to be identified regarding entrepreneurship in general and specific types of entrepreneurship thereby contributing to research and practice about the importance of entrepreneurship in society.

We studied the impact of leaders’ political skill on employee support for organizational change and the effect of the latter on change fatigue and change outcomes. Drawing from the theoretical characterization of the political skill construct domain proposed by Ferris et al. (2007), we posited that leaders’ political skill during organizational change plays an important role in garnering employee support for change and, ultimately, in achieving positive change outcomes. To conduct the study, we used survey data collected through SurveyMonkey on 197 participants working in Canadian organizations and used structural equation modeling techniques to analyze the data. We found that two dimensions of leaders’ political skill—their networking ability and apparent sincerity—positively affected employee support for change, which, in turn, positively affected change outcomes. However, neither of the other two dimensions examined (interpersonal influence and social astuteness) had a significant relationship with employee support for change. We also found that employee support for change and change fatigue were not significantly related, although change fatigue itself negatively affected change outcomes. From a theoretical perspective, this study is among the first to empirically test and confirm the impact of different dimensions of leaders’ political skill on employees’ change support. We also contribute theoretical knowledge by showing the detrimental effect of change fatigue on change outcomes. From a practical perspective, our findings imply that change leadership roles should be assigned to people who exhibit networking skills and apparent sincerity. Moreover, change leaders should prioritize seeking and securing employees’ support for change.

This study aims to analyse and compare the perception and the knowledge of financial literacy of the Portuguese with training in Economics, Management, Finance, and/or Accounting. It is used a quantitative methodology based on a questionnaire that studies the perception of financial literacy and assesses financial literacy knowledge. The sample is formed by 395 Portuguese individuals with training in Economics, Management, Finance, and/or Accounting. The obtained results show that the scale of financial literacy perception presents a structure with three factors: 1–2 year financial goals and planning, long-term saving, and taste for numerical calculations. The results also show that the Portuguese individuals present greater levels of financial literacy perception compared to their actual knowledge of financial literacy. The originality of this study shows that the utilized instrument was adequate to measure the financial literacy perception of the Portuguese individuals with training in the areas of Economics, Management, Finance, and Accounting. The difference between the perception and the actual knowledge of financial literacy among people trained in these areas should encourage a revision of the curriculums of these degrees, to shorten that gap.