Asian Business & Management最新文献

Mergers and Acquisitions (M&As) have long been a strategically important corporate strategy for growth and global expansion. Research on M&As in Asian contexts is linked to the relevant countries' phenomenal business growth, economic transformation, and institutional development. To consolidate and synthesise the existing body of knowledge related to the 'East-Meets-West' notion, this paper will present an examination of the characteristics of M&As both in and out of Asia from an international perspective, with a geographical focus on China, Japan, and South Korea. We investigated the influencing factors related to the distinctiveness and commonalities of M&As in and out of Asia. Our findings suggest that the divergence in Asian M&As may be driven by industrial characteristics and national environments, while their convergence may be due to human aspects. Our study contributes to the divergence and convergence debate in the context of in and out of Asia M&As in relation to the East-Meets-West concept.

From the perspective of gender roles, this study uses social capital as the intermediary variable to study female entrepreneurs' willingness to choose external financing. We combine social and behavioral sciences and financing theory to explore interactions between gender roles, social capital, and willingness to choose external financing. We elaborate on the intermediary role of social capital between gender roles and external financing. We find differences in gender role types among female entrepreneurs that significantly impact their willingness to choose external financing. Further, the differences among gender role types of female entrepreneurs significantly impact their social capital, which in turn is a significant but not sole factor that mediates their willingness to choose external financing.

In the gig economy era, job characteristics that affect employees' job satisfaction have undergone significant changes. However, this has not been studied adequately in the context of Asia. This study applies the job demand-resource model to understand the effect of job autonomy and work-family interference on the job satisfaction of full-time and part-time employees in China, while considering the role of demographics. A total of 415 respondents were analyzed through fuzzy set qualitative comparative analysis. The results show that the employees' demographics have a corrective effect on the impact of job characteristics and job satisfaction. This study also identifies six causal conditions for the high job satisfaction of full-time employees and three causal conditions for part-time employees. Our research finds that full-time employees need high job autonomy, while part-time employees need low work-family interference. The results provide guidelines for managers to redesign jobs in the era of the gig economy.

In this paper, we respond to the calls for context-specific scholarship and research on human resource management (HRM) in Asia. We provide an overview of and key insights into HRM in five Asian countries, representing five key regions: China (East Asia), India (South Asia), Kazakhstan (Central Asia), United Arab Emirates (West Asia), and Vietnam (Southeast Asia). Based on our comprehensive, pan-Asian review, we develop a reflective, comparative, and relational understanding of HRM practices. In doing so, we group the myriad contextual influences on the shaping of HRM practices at three broad levels: macro-, meso-, and microlevel influences. Specifically, we propose that influences from regionalization of economies, national business systems, industry, multinational enterprises, and individual-level predispositions collectively shape and variously influence the nature and extent of HRM practices. By considering the findings of prior research on convergence and divergence, we offer a nuanced perspective wherein each country and region in Asia possesses a distinct amalgam of national business systems, and where HRM practices respond to multilevel influences in varied ways.

Asia differs from other regions of the world with respect to its unique and longstanding cultural, social, economic, and technological attributes, all of which have eluded systematic exploration by entrepreneurship scholars, representing a unique entrepreneurial context. However, such uniqueness should not be restricted to assertions about (among other things) institutional voids, increased difficulty financing new ventures, underdeveloped technology transfer, or undertrained entrepreneurs. This special issue takes up this thread and explores several key attributes-culture, social structure, economic policy, and technology-that represent parts of the broader domains that provide insights for future theory development. Philosophically, it is a perfect Being with its otherness, floated in either East or West, soaked up into itself, that is essential for us to clinch and to get some light on truth.

This century has been proclaimed the Asian century, as industrialised countries such as Japan, Singapore, and South Korea, along with rapidly emerging nations such China and India, have contributed to worldwide economic growth. In response, research has analysed the reasons why Asian business and management have found such success. Based on a bibliometric analysis of Asian Business & Management (ABM), a premier journal devoted to Asian management, here we examine the performance of the research constituents, social structure, and intellectual structure of 331 scholarly papers, which sheds light on the growing influence of ABM through six major knowledge clusters: corporate social responsibility; business management in emerging markets; corporate governance; internationalization; political and business ties; and organization culture and performance. Temporal analysis reveals the emergence of strategy and human resource management as a distinct knowledge cluster and the increasing importance of China as a research context and producer. Based on this analysis, we propose future research directions.