Business Perspectives and Research, Ahead of Print.
This study describes the process and elements presented in a value co-creation process between non-profits and donors, as well as the outcomes of this interaction. The study includes semi-structured interviews with managers and donors, as well as first-hand observation and notes from the telemarketing department of two health-related non-profits (NPOs). To represent the interaction between actors, the Yin and Yang model of value co-creation is proposed. In relation to the outcomes of this relationship, despite the elements of co-creation value that are highlighted in the literature, that is, dialog and transparency, other relevant components stood out more in this context, such as trust and reputation. This research broadens the literature in the field of NPOs, since most researches on value co-creation are centered on the private sector and focus the analysis on the end user, which in the non-profit sector of health care would be the patient. Otherwise, this research focuses on a resource integrator actor, that is, the donor. Managerial contributions and future research directions are also presented.
A planned behavior theory-based explanatory model of protective behavior against COVID-19, with an age perspective
High-speed rail and urban innovation: based on the perspective of labor mobility
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A conceptual competencies-based framework to enhance the innovation capacity of fourth industrial revolution entrepreneurs
The International Journal of Entrepreneurship and Innovation, Ahead of Print.
Entrepreneurship scholars have focused their research on compiling a list of competencies that enhance entrepreneurial behaviour. Yet, these efforts might be redundant as new competencies are necessary in the Fourth Industrial Revolution (4IR). Furthermore, previous research investigated entrepreneurial competencies (ECs) from a developed country perspective. This paper follows two phases in identifying ECs for the 4IR in a developing country context. During phase 1, a Delphi study is employed, whereby 12 participants provide 108 ECs (round 1) and 87 ECs (round 2) required for the 4IR. Based on an extensive literature review, a concept matrix is conducted in phase 2, in which 136 competencies are listed. After phase 2 has been conducted, 87 ECs are identified, of which 33 have resulted as the most cited in the literature. By utilizing this multi-dimensional holistic approach, we can distinguish the ECs necessary to increase entrepreneurs’ capacity to innovate. The final analyses indicate 12 ECs, presented in a conceptual framework and categorized into four domains: cognitive (knowledge), functional (skills), social (attitudes and behaviours) and meta (facilitating learning). The findings illustrate the demand for specific ECs, although no additional ECs such as technology skills are identified for the 4IR within a developing country context.
Entrepreneurship scholars have focused their research on compiling a list of competencies that enhance entrepreneurial behaviour. Yet, these efforts might be redundant as new competencies are necessary in the Fourth Industrial Revolution (4IR). Furthermore, previous research investigated entrepreneurial competencies (ECs) from a developed country perspective. This paper follows two phases in identifying ECs for the 4IR in a developing country context. During phase 1, a Delphi study is employed, whereby 12 participants provide 108 ECs (round 1) and 87 ECs (round 2) required for the 4IR. Based on an extensive literature review, a concept matrix is conducted in phase 2, in which 136 competencies are listed. After phase 2 has been conducted, 87 ECs are identified, of which 33 have resulted as the most cited in the literature. By utilizing this multi-dimensional holistic approach, we can distinguish the ECs necessary to increase entrepreneurs’ capacity to innovate. The final analyses indicate 12 ECs, presented in a conceptual framework and categorized into four domains: cognitive (knowledge), functional (skills), social (attitudes and behaviours) and meta (facilitating learning). The findings illustrate the demand for specific ECs, although no additional ECs such as technology skills are identified for the 4IR within a developing country context.
Strategic responses of regional economic organizations to the Chinese Belt and Road Initiative: the cases of ASEAN, EAEU, and EU
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Exploring an HR Practitioner’s Perspective on Human Capital Development and Its Evolvement in the COVID-19 Context
South Asian Journal of Human Resources Management, Ahead of Print.
Kotak Mahindra Life Insurance Company Limited ((in short, Kotak Life) is one of India’s fastest-growing insurance companies in India. It is well regarded as a reputed, admired and sustainable company that believes in and practices the value of being ‘people-friendly’. Hence, the company invests significant time, effort and money in developing its employees. In this interview, we explore an HR practitioner’s perspective on human capital development and its evolvement in the COVID-19 context in India. Specifically, we interviewed the Senior Vice President Human Resources and Head Organisation Capability and Development and, DE&I of Kotak Life to understand the human capital development process at Kotak Life Insurance. Given that this interview was conducted during the second wave of the COVID-19 pandemic in India, we also explored how the human capital development process was impacted by the COVID-19 pandemic and, thus, appropriately modified through the medium of digitalisation.
Kotak Mahindra Life Insurance Company Limited ((in short, Kotak Life) is one of India’s fastest-growing insurance companies in India. It is well regarded as a reputed, admired and sustainable company that believes in and practices the value of being ‘people-friendly’. Hence, the company invests significant time, effort and money in developing its employees. In this interview, we explore an HR practitioner’s perspective on human capital development and its evolvement in the COVID-19 context in India. Specifically, we interviewed the Senior Vice President Human Resources and Head Organisation Capability and Development and, DE&I of Kotak Life to understand the human capital development process at Kotak Life Insurance. Given that this interview was conducted during the second wave of the COVID-19 pandemic in India, we also explored how the human capital development process was impacted by the COVID-19 pandemic and, thus, appropriately modified through the medium of digitalisation.
How Ambidextrous Human Resource System Affect Employee Creativity? A Study in the Pakistani Context
South Asian Journal of Human Resources Management, Volume 10, Issue 1, Page 36-63, June 2023.
Strategic human resource management scholars have devoted substantial research to determine the relationship between human resource management (HRM) and creativity. It has focused primarily on HRM architecture at the macro level: exploring the effect of the HRM system on performance related to capacity building, skills and competencies. In framing that HRM architecture, this macro focus informs organisations about how to promote creativity. However, literature on how a creativity-targeted HRM system, for instance, the ambidextrous HR system, influences employees’ perceptions and experiences to be more creative at the individual level is still limited. The multilevel perspective on how the HRM system can potentially promote the creativity of employees is still limited. The multilevel data from 100 HR heads and 400 faculty employees of public and private sector universities show that the top-down effect of the ambidextrous HR system on employee creativity is partially mediated by ambidextrous learning and organisation-based self-esteem. Based on the findings, the study offers practical and theoretical implications.
Strategic human resource management scholars have devoted substantial research to determine the relationship between human resource management (HRM) and creativity. It has focused primarily on HRM architecture at the macro level: exploring the effect of the HRM system on performance related to capacity building, skills and competencies. In framing that HRM architecture, this macro focus informs organisations about how to promote creativity. However, literature on how a creativity-targeted HRM system, for instance, the ambidextrous HR system, influences employees’ perceptions and experiences to be more creative at the individual level is still limited. The multilevel perspective on how the HRM system can potentially promote the creativity of employees is still limited. The multilevel data from 100 HR heads and 400 faculty employees of public and private sector universities show that the top-down effect of the ambidextrous HR system on employee creativity is partially mediated by ambidextrous learning and organisation-based self-esteem. Based on the findings, the study offers practical and theoretical implications.
Explicating Collective Technology Efficacy in Work from Home Context: Study of Employees with Positive Feelings
Business Perspectives and Research, Ahead of Print.
The COVID-19 pandemic and the lockdown forced business firms to undertake employee work from home (WFH). The pandemic situation created a general negative sentiment. Employees, while practicing WFH, worked remotely. They worked collectively using network technology in the virtual context and achieved job efficacy even in challenging times. Employees’ achievement of job efficacy helped achieve better results in terms of work performance at organizational team levels. Data were collected from Indian managers during COVID-19 unlock phase. Three hundred twenty-six managerial responses were collected and analyzed using structured equation modeling. The broaden-and-build theory of positive emotions was applied for the study. A theoretical model was developed with a positive feeling as an antecedent variable, effort as a mediating variable, and collective technology in virtual team efficacy as the dependent variable. The findings of the study adhered to the perspectives of broad and build theory.
The COVID-19 pandemic and the lockdown forced business firms to undertake employee work from home (WFH). The pandemic situation created a general negative sentiment. Employees, while practicing WFH, worked remotely. They worked collectively using network technology in the virtual context and achieved job efficacy even in challenging times. Employees’ achievement of job efficacy helped achieve better results in terms of work performance at organizational team levels. Data were collected from Indian managers during COVID-19 unlock phase. Three hundred twenty-six managerial responses were collected and analyzed using structured equation modeling. The broaden-and-build theory of positive emotions was applied for the study. A theoretical model was developed with a positive feeling as an antecedent variable, effort as a mediating variable, and collective technology in virtual team efficacy as the dependent variable. The findings of the study adhered to the perspectives of broad and build theory.
Exploring the Influence of Kinabalu Geopark Development on Community Well-being from the Perspective of Policymakers: A Preliminary Study
Business Perspectives and Research, Ahead of Print.
Kinabalu Geopark is located in Sabah, Malaysia, Borneo, and it will be the second Geopark landmark in Malaysia. The study aimed to explore the implications of the development of Kinabalu Geopark to community well-being. The central research question is: “How does Kinabalu Geopark development enhance and promote community well-being from the perspectives of policymakers?” This study employs a qualitative research approach guided by an interpretivist paradigm by interviewing 15 policymakers. Findings indicated three key themes of community well-being, (i) economic well-being, (ii) social well-being, and (iii) criticality of engagement initiatives. Economic well-being refers to how the development of Kinabalu Geopark would help to strengthen the local economy by providing more employment and business opportunities. Social well-being relates to how communities will benefit from the social stability and strong relationships formed by government sectors, local community leaders, and society. Then, engagement initiative by the policymakers is crucial to ensure the projects’ success, community leadership, and community-wide engagement activities are essential. As a result of efforts to maintain geological characteristics and natural resources, geopark development may not only give prospects for local economic and social growth, but it may also expand educational programs, research, and development for scientific and tourism objectives.
Kinabalu Geopark is located in Sabah, Malaysia, Borneo, and it will be the second Geopark landmark in Malaysia. The study aimed to explore the implications of the development of Kinabalu Geopark to community well-being. The central research question is: “How does Kinabalu Geopark development enhance and promote community well-being from the perspectives of policymakers?” This study employs a qualitative research approach guided by an interpretivist paradigm by interviewing 15 policymakers. Findings indicated three key themes of community well-being, (i) economic well-being, (ii) social well-being, and (iii) criticality of engagement initiatives. Economic well-being refers to how the development of Kinabalu Geopark would help to strengthen the local economy by providing more employment and business opportunities. Social well-being relates to how communities will benefit from the social stability and strong relationships formed by government sectors, local community leaders, and society. Then, engagement initiative by the policymakers is crucial to ensure the projects’ success, community leadership, and community-wide engagement activities are essential. As a result of efforts to maintain geological characteristics and natural resources, geopark development may not only give prospects for local economic and social growth, but it may also expand educational programs, research, and development for scientific and tourism objectives.
Are all cats grey in the dark? calling for a new taxonomy of internationalizing SMEs
The International Journal of Entrepreneurship and Innovation, Ahead of Print.
Although internationalizing small and medium enterprises (SMEs) have been extensively examined, the literature has mainly classified them based on size than on other factors disclosing different international dynamics, their diverse performance records, relevant strategies and support needs/expectations. This study examines internal and external barriers and key success factors of internationalizing companies, using data from 38 in-depth interviews of Australian SMEs conducted between 2016 and 2018. These cases were then categorized, using an inductive approach and text analysis software, along two dimensions of international experience and exposure, and product and/or service uniqueness and innovation. Moreover, internal and external liabilities and assets were diagnosed for each category. The resulting taxonomy, consisting of ‘prominent’, ‘performing’, ‘promising’, and ‘precluded’ sub-groups of SMEs, provides a useful categorization of exporting SMEs elucidating their differentiated needs and priorities. This research highlights that the current ‘catch-all’ category used in research and practice for internationalizing SMEs is not consistent and should instead be unpacked.
Although internationalizing small and medium enterprises (SMEs) have been extensively examined, the literature has mainly classified them based on size than on other factors disclosing different international dynamics, their diverse performance records, relevant strategies and support needs/expectations. This study examines internal and external barriers and key success factors of internationalizing companies, using data from 38 in-depth interviews of Australian SMEs conducted between 2016 and 2018. These cases were then categorized, using an inductive approach and text analysis software, along two dimensions of international experience and exposure, and product and/or service uniqueness and innovation. Moreover, internal and external liabilities and assets were diagnosed for each category. The resulting taxonomy, consisting of ‘prominent’, ‘performing’, ‘promising’, and ‘precluded’ sub-groups of SMEs, provides a useful categorization of exporting SMEs elucidating their differentiated needs and priorities. This research highlights that the current ‘catch-all’ category used in research and practice for internationalizing SMEs is not consistent and should instead be unpacked.