Global Business and Organizational Excellence最新文献

Few studies have focused on de-internationalization. In this study, partial and full de-internationalization are considered as export responses in the context of firms in a highly opaque field that were pursuant to a policy that would not serve their intended goals. With intellectual property rights (IPRs) serving as a coercive policy defining the domain of inquiry and compliance as the driver for firm responses, the institutional logic of national interest, firm orientation (interests, decisions), firm maneuvering (intentional-reactive, involuntary-proactive), and firm response (partial and full de-internationalization) was unpacked alongside associated institutional complexities through the lens of organizational institutionalism. Noteworthily, the organizational institutionalism theory of de-internationalization suggests that (1) partial de-internationalization characterized by intentional-reactive maneuvering across three variants of means-ends decoupling involving balancing, pacifying, and bargaining, and (2) full de-internationalization involving involuntary-proactive maneuvering in exiting or withdrawing from the international market may occur in response to (3) institutional constraints such as IPRs in favor of national interest. Thus, this study sheds light on the asymmetry between institutional logic and institutional complexity and the firm responses to such institutional arrangements, thereby delineating the manner in which the aforementioned concepts could relate to each other to enrich our understanding of de-internationalization in international business.

In the competitive global marketplace, it is becoming important for organizations to empower employees for productivity reasons. One of the organizational empowerment models with greater support and consistency in the various studies in which it has been used is Spreitzer's Model of Psychological Empowerment in the Workplace, published in 1995. The model is composed of four dimensions that allow the measurement of the components of meaning, competence, self-determination and the impact of work on individual empowerment. The present study aims to evaluate the psychometric properties, in the Portuguese context, of the referred model. After the translation and adaptation of the psychological empowerment scale, the questionnaire was applied to a sample of 545 workers from Portuguese industrial organizations. The results of the application of structural equation modeling allow identifying the same components defined by the Spreitzer model, so it can be considered a reliable and valid instrument to measure organizational empowerment in the Portuguese context. However, we consider that complementary studies are necessary to analyze the psychometric properties of the scale and to further advance the research. The results obtained allow us to affirm that empowerment will be a basic strategy to improve the organizational transformations that companies constantly face. It is therefore important for Portuguese organizations to analyze the level of psychological empowerment of their employees, in order to find solutions to problems such as turnover, talent attraction, performance, work demotivation and improve human resource management practices. This is particularly important following the COVID-19 pandemic in which the psychology of employees was tested due to working from home and social distancing requirements.

Over the last two decades, human resource (HR) professionals have been practicing traditional human resource processes in their organizations. However, a good number of HR professionals are struggling to implement a strategic impact on their businesses. They are laboring to shift from old-fashioned traditional HR practices to transformational processes. This research paper aims to determine the traditional and transformational roles of HR that deliver value to the business when we bridge the gap between them. This study conducts a systematic literature review of articles and books. The study primarily analyzed secondary data, including the previous data derived from prior research studies that the researcher extensively reviewed to understand the traditional and transformational HR roles. This study shows that for HR to deliver business value, the core functions of HR need to integrate and align with the transformational roles of HR, which include HR leadership, HR business partner (HRBP), employee champion, and change agent. Here, a conceptual framework of traditional and transformational HR roles is presented, explaining the linkage between them that build successful HR professionals. The study contributes to the development of the literature on HR.

When entering foreign markets, effective advertising appeals are usually employed in advertising to convey local consumers how the products and services will satisfy their wants or needs. The purpose of this cross-cultural study is to investigate the consumers’ differences between a developed economy (USA) and an emerging economy (Thailand) based on Hofstede's cultural dimensions and the advertising appeal in green advertisements. This study investigates the role played by cultural and economic differences on liking advertising appeals in green advertisements which provides new insight into the literature on cross-cultural studies as well as managerial implications for marketers, especially in Thailand. Using Hofstede's cultural dimensions as a basis for distinguishing cultures, 40 green global advertisements were presented to 40 consumers in Thailand and 40 consumers in the United States. A combination of quantitative and visual content analysis was also used to examine green advertisements and determine the liking of the appeals. Cultural differences in Hofstede's dimensions reflect in advertising appeals preferences. The results indicate that the USA and Thailand preferred similar appeals but in different ranking; these appeals are corporate image, eye-catching graphic, exaggerated, imaginative, informative, interesting, meaningful, natural, and sad. Possible explanations and implications of the findings are discussed as well as demonstrating the significance of culture on advertisement effectiveness.

To cope with global crises, organizations go through various internal changes and adopt different survival strategies. Several researchers and practitioners have highlighted that employees are the key factors in implementing such changes. However, organizations often face difficulties in managing manpower effectively due to the complexities and ambiguities related to the said changes. To address this challenge, the present study proposes a comprehensive model to manage organizational change to effectively respond to global crises. This study highlights that “employee change-championing behavior” (ECB) – also known as effective change-supportive behavior of employees – is the key to successfully implementing the necessary organizational changes to tackle global crises. Utilizing the 3-Stage Lewin's Model of Change as the foundation for analysis, this study proposes for “transformational leadership style” to substitute the “unfreezing stage,” “trust in leadership and work engagement” to substitute the “moving stage,” and “employee change championing behavior” to substitute the “refreezing stage.” Additionally, this study found that transformational leadership (TL) influences employee change-championing behavior, while employee trust in leadership (ETL) influences employee work engagement (EWE). Moreover, trust in leadership and work engagement individually and sequentially mediate the relationship between TL and employee change-championing behavior. This study offers a unique perspective for business leaders on how to manage organizational changes during global crises.

The purpose of this study is to highlight the role of various antecedents influencing the level of entrepreneurial intention by developing an integrated intention model that is based on social cognitive theory (SCT) and social cognitive career theory (SCCT). The hypotheses are validated by applying a meta-analytic method to 94 primary studies that were published between 2004 and 2021. The findings provide empirical evidence and confirm that entrepreneurial passion is the strongest indicator to predict self-efficacy and the willingness of entrepreneurs toward self-employment. Role models and entrepreneurship education play a critical role as predictors of entrepreneurial perceptions and beliefs in driving entrepreneurial intention. In addition, age, gender, and work experience significantly moderate the relationship between entrepreneurial passion, role models, entrepreneurship education, self-efficacy, and entrepreneurial intention, indicating that men are reported to be more skilled than women at discovering new business opportunities and turning them into actual companies. In particular, older women are often more successful than young women when they start businesses since they possess more entrepreneurial knowledge, and individuals with extensive prior experience have a strong belief in their abilities, which contributes to the formation of entrepreneurial intention. These findings are critical to understanding the antecedents of entrepreneurship-related phenomena by reference to a particular set of demographic moderators when a meta-analytic technique is adopted.

In the South Asian context, characteristics of corporate culture relate to owners (seths). A scarcity of accountability instruments, transparency measures, and meritocracy is witnessed in the Pakistani corporate sector. Pakistan's textile industry is struggling to meet global standards of social and regulatory compliance majorly because of seth leadership. “Seth leadership”, a concept idiosyncratic to Pakistani organizations as a “socially constructed phenomenon” has been underrepresented in the academic literature. Particularly, little is known about the characteristics of seth leadership. Correspondingly, this study aims to explore the characteristics of seth-leadership through the insider views and nuanced perspectives of social actors (i.e., employees) in seth-culture textile organizations of Pakistan. Rooted in the social-constructionism worldview and qualitative methodology 50 exploratory in-depth interviews with senior managers and young professionals were conducted. The study explored 12 dominant characteristics of seth-leadership, namely, informational politics, unwritten leadership, Informality, paternalism, favoritism, prioritizing seniority, resistance to change, control over information, quasi delegation of authorities, micromanagement, inefficient bureaucracy, and blame gaming. Results imply that the prevailing seth-leadership requires special attention from state regulators, moreover legal and democratic norms must be introduced for employees associated with seth-culture organizations. This study extends the extant literature merely discovering two attributes, and hence strives to contribute to the limited understanding of seth-leadership characteristics in the leadership literature. Directions for future research and theoretical development are suggested.

As a methodology (i.e., process) and a product (i.e., outcome) of an investigation on a topic such as an issue (e.g., challenge or opportunity) or a phenomenon (e.g., an event or a trend), research advances knowledge through the development and validation of ideas that contribute to theory and practice (Lim et al., 2022).

Anyone can do research (e.g., Google, Google Scholar) and publish their research findings (e.g., traditional and social media), but not everyone can do so for premier journals, which are essentially the sentinels of good science (Lim, 2018, 2021) that only publish research that has been established as convincing, valuable, rigorous, and well presented (Lim, 2022a) following detailed scrutiny and multiple rounds of revision as a result of peer review by internationally-recognized disciplinary and methodological experts in the field (Lim, 2022b).1

The starting point of doing research is choosing a topic for the research itself—without a topic, there is no direction on what to research about. While this action is easy to understand, it is often challenging to implement. Most manuscripts submitted to premier journals are rejected (LaPlaca et al., 2018), with the novelty of the manuscript's topic, and by extension, contribution, often singled out as a reason for rejection, which suggests that the research does not contribute enough to new knowledge, be it from a theoretical perspective or a practical standpoint (Lim, 2022b). This could happen for various reasons, for example, when the topic chosen has been previously researched and the decision to research that topic again has not been adequately and convincingly justified (e.g., necessity, importance, relevance, and urgency—see Lim, 2022a; Lim et al., 2022).

Given that research aiming for publication in premier journals is increasingly (urgency) competitive (e.g., agility in publication; countless studies but limited publication space) and resource intensive (e.g., lots of effort, energy, money, time, and sacrifice) (necessity), it is important to choose a good research topic to enhance the chances of getting published in premier journals (importance), which is the hallmark of leading researchers and research-intensive universities (relevance) (Aguinis et al., 2020; Lim, 2018). Therefore, this article endeavors to curates a set of actionable guidelines (how) based on the current author's experience as an author, editor, and reviewer for premier journals (triangulated source of credibility and rigor) that future authors can rely on to choose a good research topic (what) so that they can improve their prospects of publishing in premier journals (so what).

A research topic encapsulates the essence of the research problem(s), research question(s), research objective(s), and res

De-internationalization is a novel phenomenon that is gaining significant attention because of its proliferation in international business. However, unlike internationalization, literature on de-internationalization remains opaque and scarce, whereby the acts that characterize de-internationalization and the characters of those acts have remain largely underexplored. To address this knowledge gap and contribute to the body of knowledge on international business, this article aims to shed light on the acts and characters of acts defining de-internationalization. To do so, this article adopts a taxonomic method to conceptual development. In doing so, this article explains that (1) the act of de-internationalization can manifest as a firm's decision to adapt and stay or withdraw and exit an international market (what is happening), which can occur through (2) decoupling or psychic distance (how it is happening) due to (3) a means-ends or a needs-ends reason (why it is happening), respectively. Taken collectively, this article makes a seminal contribution by establishing a general theory of de-internationalization.

The business world is changing at an accelerated rate, and the key driver of this change is technology. Technologies largely dominate social networking and knowledge sharing activities in organizations through social media (SM). As SM is used in organizations for both work-related and social-related purposes, understanding its impact on job performance and employee retention is important. Hence, through the lens of organizational commitment theory and by analyzing a sample of 426 IT employees, this study attempted to explore the influence of SM usage on job performance and employee retention through knowledge sharing and organizational commitment. The significant outcomes of this study are as follows: (1) both work-related and social-related SM usage positively influence organizational commitment through knowledge sharing; (2) social media usage positively impacts job performance and employee retention by enhancing employee knowledge sharing capability and organizational commitment. Implications of this study provide meaningful insights for both academics and practitioners.