Journal of World Business最新文献

This study distinguishes heterogeneity and inequality by exploring how nationality diversity influences leadership perceptions in multinational teams. Using two studies that assessed 105 (Study 1) and 40 (Study 2) teams comprising 4,120 and 2,180 dyads respectively, we find that nationality-based status influences leadership perceptions directly and indirectly through competence perceptions of higher-status peers. Nationality-based identity had no direct effect, but some evidence suggests an indirect effect on leadership that was mediated by warmth perceptions of culturally similar peers. These findings highlight nationality as a source of inequality beyond heterogeneity, elucidating the social perceptual paths that shape leadership in multinational contexts.

The study applies multiple logics based on institutional theory to explain how state ownership influences Chinese firms’ outward foreign direct investment (OFDI). A sample of Chinese listed private firms is used to understand which logic dominates the relationship between Chinese private firms’ state ownership and their OFDI in developed economies (OFDI-in-DE). We find that state ownership depresses Chinese private firms’ OFDI-in-DE, supporting the institution-(in)compatible logic, and that government subsidies weaken this negative effect, while negative media coverage of these firms strengthens it. The findings imply that the institution-incompatible logic dominates the influence of state ownership on Chinese private firms’ OFDI-in-DE.

Promoting women's empowerment in institutionally fragile contexts has been overlooked in global value chain (GVC) analysis, despite the recognition of its importance by UN SDG 5. Building on GVC governance and feminist institutional theories, we evaluate three aspects of an intervention led by an international non-governmental organization to empower women within socially and economically fragile environments. Using a unique dataset collected between 2018 and 2020 from 2,143 individuals in artisanal mining communities, our findings show that the intervention that promotes economic incentives and facilitates female leadership is positively related to women's inclusion and some empowerment indicators, yet its self-sustainability remains difficult within these challenging contexts.

This study applies a recruitment lens to examine how the proactive internationalization of new ventures might influence job seeker perceptions of organizational attractiveness. Using signaling theory and person-environment fit theory to develop our hypotheses, we employ a metric conjoint experiment with 209 job seekers (making 3344 decisions). Our multilevel regression results suggest that the international new venture (INV) strategy of proactive internationalization presents an ambivalent recruiting signal to job seekers. However, this effect is positively moderated by job seekers’ personal initiative and international experience. We offer implications for signaling theory in international entrepreneurship, and practical implications for staffing INVs.

Our study addresses an inconsistency in the literature on whether a lack of knowledge in early internationalizing firms is an obstacle or an advantage. We integrate learning, capabilities, and improvisation literature to reveal how case firms from New Zealand and Finland internationalize early under uncertainty and time pressure. We develop a process model and propositions to show how firms develop improvisation capabilities and subsequently rapidly acquire the international business knowledge that can explain early internationalization. Improvisation and the associated rapid learning complement the learning advantage of newness with an alternative explanation for early internationalization.

Over the past decade, a consensus has crystallized recognizing the significance of family firm internationalization in international business (IB) research. This recognition comes with substantial opportunities, yet it also presents challenges, such as the pressing need for a more cohesive integration of the family business and IB domains. In this article, we (re)emphasize the relevance of family firm internationalization for IB research considering three IB grand challenges and two important aspects of internationalization where family firms can particularly contribute. We also propose several theoretical and methodological avenues for future studies to help further increase the understanding of family firm internationalization and of IB theories. Finally, we provide an overview of the core insights from the articles included in the related special issue and develop integrative conclusions about the research.

We compare migrant professionals’ experiences of language-based discrimination across physical and virtual spaces. The minority status of these professionals stems from their foreign origin and lack of proficiency in the local language of their new country of residence. We conducted a case study of a multinational corporation after a shift to remote work triggered by COVID-19. Our findings indicate that while language-based discrimination takes more interpersonal and overt forms in physical spaces, it becomes more organizational and subtle in virtual spaces. We shed light on how technology dependency and dispersion affect the forms and experiences of language-based discrimination in different spaces. Our contribution lies in defining language-based discrimination as a construct of modern discrimination, which has received scant attention in previous research.

Organizational unlearning occurs when organizations cast-off knowledge, beliefs, or routines. A key assumption is that the discarded information inhibits organizational performance. This view ignores the possibility that organizations may intentionally unlearn practices that are useful for some stakeholders. Using qualitative methods over eight years, we studied the processes by which a subsidiary of a French multinational company (MNC) unlearned diversity management when it was sold to a Polish state owner. This case enables us to understand the processes by which organizations unlearn, the power of the institutional environment in shaping the abandonment of diversity management, once a subsidiary changes ownership.

The purpose of this editorial, and the special issue, is to initiate a dialogue about the role of time in international business (IB) scholarship. While time is inherent in IB phenomena, it has, to date, received limited attention in IB research and theorizing. When IB scholars do account for time, they generally adhere to assumptions representing time as linear and objective. We discuss the importance of time in the philosophical, conceptual, and methodological domains of IB, defining each of these three interconnected domains, problematizing their dominant assumptions about time, and suggesting potential avenues for rethinking time in IB.

Existing empirical studies of cross-border acquisition completion by emerging market multinational enterprises remain highly contextual, yielding inconsistent evidence regarding the determinants of deal success or failure. We apply machine learning to expose underlying complexities. The learning results of LightGBM, from data on 24,693 cross-border acquisition deals involving 29 emerging countries, unveil a comprehensive picture of the relative importance and impact patterns of 59 predictors that were fragmentally, inconsistently, or not at all presented in the extant literature. Our findings offer fresh insights into the deal completion of cross-border acquisitions by emerging market multinational enterprises, suggesting novel future research priorities.