The Dynamics of Listed SMEs in China

We examine the dynamics of Chinese listed SMEs with respect to their post-market viability and growth after going public. The Kaplan–Meier estimation shows that SMEs are more likely to transition to a non-viable state than large firms. Further examination using the Cox model and the random effects model shows that SME dynamics are shaped by heterogeneous firm and industry characteristics, as well as the underlying financial and institutional environments. SME viability is distinguished by its ability to grow through learning along with age, aided by lower business risk, more focused business, easier access to equity finance, and less exposure to competition in remote regions. SME growth is constrained by a dispersed ownership structure, insufficient infrastructure to protect firms which are active in R&D, and the limited financing role of equity markets. The study also reveals that government initiatives in support of strategic development in the service industries and in the coastal regions are of importance in spurring SME growth.     

The Psychological Contract in Employment in Vietnam: Preliminary Empirical Evidence from an Economy in Transition

The psychological contract is defined as a set of mutual and promissory obligations perceived by employees and employers in their employment relationship. Although this concept had been extensively researched in the West, little empirical evidence in other contexts was available. This study operationalized the concept of psychological contract in Vietnam, an economy in transition. From a sample of 220 questionnaires of employees and their corresponding human resource managers, it found some distinct features of the psychological contract. Furthermore, this articles confirmed the congruence in the perceptions of employees and employers about contract obligations and fulfilments.     

Talent management in China and India: A comparison of management perceptions and human resource practices

This study investigates how the concept of talent is understood, what talent management practices are in place, and what talent-management challenges may be confronting firms in China and India through the perspectives of 178 non-HR managers. The study reveals the centrality of materialistic values in the evolving, contemporary employment relationships in the two countries. The findings shed light on the different needs of capacity-building for the HR institutions in each of the two countries, as well as the need to adopt a more particularistic (vs. a universalist) approach to conceptualizing and operationalizing talent management in the international context.     

Managing relational conflict in Korean social enterprises: The role of participatory HRM practices,diversity climate,and perceived social impact

Social enterprises are hybrid organizations that primarily pursue social missions while also seeking economic gains. Drawing on workplace diversity and conflict theories, this article addresses recent calls for further research to explore how employees within social enterprises experience internal conflicts arising from the organizational pursuit of dual, competing missions (i.e., social and economic), and how social enterprises manage, and potentially overcome, these challenges. In the context of Korean social enterprise, we conducted a quantitative study that built on an initial explorative qualitative study. Our research examined whether perceived participatory human resource management practices and diversity climate increase employees’ affective commitment by reducing their relational conflict. We further explored a boundary condition, perceived social impact, which strengthened this mediation relationship. Our results offer significant insights into social enterprise, business ethics, and broader management literature. Implications for future research and practice are also discussed.     

An Empirical Study of Environmental Awareness and Practices in SMEs

With increasing awareness of environmental issues, there has been rising demand for environmental-friendly business practices. Prior research has shown that the implementation of environmental management practices is influenced by existing and potential stakeholder groups in the form of external pressures from legislators, environmental groups, financial institutions and suppliers, as well as internally by employees and owner/manager attitudes and knowledge. However, it has been reported that despite business owner/managers having strong “green” attitudes, the level of implementation of environmental-friendly practices is low. In order to explore the connection between pressures for improved practices and the management actions taken, this article examines how influence from various stakeholders is related to awareness of environmental issues, and how this awareness relates to actions taken within the businesses to reduce the environmental impact of their operations. The results indicate that legislation does result in general environmental awareness, and that organizations are then willing to␣change their business processes and environmental strategies. However, despite their actions they have little awareness of the benefits that might arise from cost reductions from their environmental-friendly practices. Those influenced by their suppliers act to reduce waste, but do not put into place formal environmental management systems, or use environmental messages to market their goods or services. Nevertheless, it can be argued that they have a real commitment to environmental issues, as evidenced by a willingness to voluntarily contribute to environmental organizations.     

Determinants of the adoption of HRM practices in tourism SMEs in Spain: an exploratory study

This paper explores the relationship between the adoption of HRM practices in Small and Medium-sized Enterprises (SMEs) and the characteristics of the firm and the person responsible for HRM. We propose a conceptual model based on the resource-based view, which is tested with quantitative data from 164 tourism’s SMEs in Catalonia (Spain). As predicted, the adoption of HRM practices is positively associated with the presence of an HRM department. Also, SMEs in which the person responsible for HRM has previous experience in similar positions are greater adopters of HRM practices. Finally, SMEs which cooperate with other organizations are more likely to implement HRM practices.     

International entrepreneurial SMEs in the muslim world: The role of religion in the GCC countries

Recent studies examining the internationalisation of SMEs in emerging economies have observed that religion affects international market entry, which suggests that specific cultural aspects, such as religion, have not hitherto received enough attention. Hence, this study examines a theme that has seemingly escaped the research agenda: how does religion affect SMEs’ internationalisation? The study draws empirical evidence from 10 manufacturing SMEs located in the Gulf Cooperation Council (GCC) region. Through an embedded approach to case study research, the study queries the role of religion in the development of intra-Muslim internationalisation and contributes to the scant literature that examines the impact of Islamic values on international business activities. The findings show three dimensions of Islamic entrepreneurship, viz. regional rather than international networking orientation, risk aversion and proactiveness.     

Rhetorics and realities of management practices in Pakistan: Colonial,post-colonial and post-9/11 influences

This study explores how colonial laws and administrative practices shaped the evolution of employment management in Pakistan. It identifies important mechanisms used by the British Raj (the period of British rule of the subcontinent) to institutionalise legal and administrative frameworks: the legacies of these structures continue to influence contemporary management practices in government sector organisations. This article investigates the legacy of the Raj's ‘quota system’ in the civil services and the doctrine of the ‘martial race’ in military services, both of which offered enduring structural advantages in the labour market to designated groups. It further considers the implications of the study's findings for international HRM in particular, but also management theory, comparative HRM and comparative management in post-colonial societies.     

Indian and British personnel specialists' understanding of the dynamics of their function: an empirical study

This paper highlights the need for cross-national HRM comparisons from a cognitive perspective. It examines the perceptions of top Indian and British personnel specialists regarding their function. The influence of national culture, national institutions and dynamic business environment on HRM is evaluated. An interview based “visual cards sorting” technique is used to tap the comparative thinking of respondents. The research was conducted in 48 manufacturing (24 Indian and 24 British) firms. The sample firms were closely matched on a number of control variables. A number of differences and similarities were found in the thinking of Indian and British managers regarding their HRM functions. The impact of certain dimensions of national culture, different national institutions and some aspects of competitive business environment on Indian and British HRM practices and policies helps to highlight the context specific nature of HRM function. The findings of the study have both research and practical implications. The analysis opens avenues for future research.     

The role of spirituality in Islamic business networks: The case of internationalizing Turkish SMEs

This paper sets out to investigate the role of religion and spirituality in a business network context, with an empirical focus on the international business development of Turkish SMEs. By drawing on the concept of homophily and tie strength, we argue that, while religion can act as a bridge and thus create a multitude of weak ties within a business network, spirituality can deepen these ties and make them stronger through increased emotional intensity, intimacy and reciprocal service. The data were collected from participants in two Islamic business associations in Turkey. The results suggest that spirituality indeed drives members’ commitment to the network and the presence of spirituality has a distinctive effect on members’ contributions to and demands on the network. More specifically, members who treat their network membership as an extension of their spiritual practice tend to mainly benefit from intangible resources, while members who view their shared religion as an entry point into the network seem to benefit from both tangible and intangible network resources. The findings have several theoretical and practical implications, including the introduction of the spirituality concept into the discussion of homophily and tie strength in business networks, and the role of home networks in the internationalization of SMEs.     

SMEs international growth: The moderating role of experience on entrepreneurial and learning orientations

New and small firms operating in the high-tech environments need strong entrepreneurial (EO) and learning (LO) orientations to enhance international growth. Yet, the relationship between these two key strategic dimensions and foreign growth can be contingent to the entrepreneur’s individual characteristics. Bringing together elements from strategic management, organization and entrepreneurship literatures, we employ a dynamic temporal perspective considering two levels of analysis, the firm and the entrepreneur, and we apply a fixed effects pooled time-series regression on a sample of 170 firms in two periods of time (2005 and 2015). Our findings indicate that SMEs that possess greater EO and LO have higher international growth. However, previous entrepreneurial and industry-specific managerial experience of the founder/CEO positively exert their effect on these relationships. Our results have important theoretical and practical implications for entrepreneurs and policy makers operating in highly innovative sectors.     

中小企业如何走出财务困境

随着中小企业在我国国民经济发展中起到越来越重要的作用。研究中小企业经营中面临的问题,使之如何更好地解决财务困境问题,更好更快的发展,成为当今社会财务会计研究的一个重要课题。目前我国中小企业财务存在诸多困难,中美相关资料的比较说明了两国不同的处理方法。借鉴美国的经验,解决中小企业的财务困境问题,应从扩充企业筹资、融资渠道,提高中小企业的信用水平以及国家政府必要的支持等方面做起。     

Born-global: The case of four Vietnamese SMEs

Despite the fact that many firms in a wide range of industries in various countries internationalize at or near inception, research on factors leading to the formation of born-globals has been limited to firms from advanced, open economies. In order to give a voice to the phenomenon of Vietnamese founding born-globals, we conducted an exploratory, multiple-case study. Three findings of this study are: (1) the major driver to the formation of Vietnamese born-globals is the entrepreneurs’ leadership desire together with the need for short-term profits; (2) their choice of internationalization mode is influenced by market conditions as well as the internationalization degree of the industries in which they find their business opportunities; and (3) the reason why other motivators found in earlier studies do not apply lies in the peculiarity of the Vietnam context.

Post-entry internationalization speed of SMEs: The role of relational mechanisms and foreign market knowledge

Prior research shows that small and medium-sized enterprises (SMEs) can utilize domestic networks with internationally experienced partners to accelerate their internationalization process. Yet, there is a lack of clarity and limited empirical evidence regarding the role of relational mechanisms within these networks in driving post-entry internationalization speed (PIS) of SMEs. To address this gap, this study examines the relational mechanisms-PIS relationship by drawing insights from the relational view to argue that foreign market knowledge mediates the relationship between relational mechanisms and PIS. The hypothesized study model is tested using a structural equation modelling (SEM) technique on a sample of 394 UK based manufacturing SMEs. Our results show that foreign market knowledge acquisition from domestic networks fully mediates the relationship between relational mechanisms and PIS. Additionally, the linkage between foreign market knowledge acquisition and PIS is moderated by domestic environmental hostility, such that the relationship is strengthened when domestic environmental hostility increases. We discuss the contributions and implications of our results and suggest opportunities for future research.     

Entrepreneurial orientation, management commitment, and human capital: The internationalization of SMEs in India

Small- and medium-sized enterprises (SMEs) make sizeable contributions to the economic success of nations. Research concerning the internationalization of SMEs is available in the context of developed economies but less is can be found dealing specifically with the entrepreneurial behavior and international expansion of SMEs in emerging markets such as India. This research extends the literature addressing the relationships surrounding the internationalization of SMEs in India as related to entrepreneurial behavior, firm resources, and commitment to internationalization. Entrepreneurial orientation, a commitment to internationalization, and the ability to leverage human capital influence the international success of Indian SMEs, based on the analysis of data collected from 150 Indian SMEs.     

中小企业关系型融资的经济分析:一个简要的综述

从大量的关于中小企业关系型融资的经济管理学文献中理出理论发展的内在逻辑,阐述关系型融资的基本含义及其相关的影响因素,剖析经济管理学关于中小企业关系型融资的量化研究工具和分析范式,并适当介绍最新的理论和实证研究进展。     

Strategic human resource practices and innovation performance — The mediating role of knowledge management capacity

This study examines the role of knowledge management capacity in the relationship between strategic human resource practices and innovation performance from the knowledge-based view. This study uses regression analysis to test the hypotheses in a sample of 146 firms. The results indicate that strategic human resource practices are positively related to knowledge management capacity which, in turn, has a positive effect on innovation performance. The findings provide evidence that knowledge management capacity plays a mediating role between strategic human resource practices and innovation performance. Finally, this study discusses managerial implications and highlights future research directions.     

Managing E-Procurement Solutions Portfolio: Case Study of an Indian Steel Manufacturer

ABSTRACT

Increasingly firms are using e-solutions to fulfill their procurement needs. In the last few years, various forms of e-Procurement solutions have emerged. This case study looks into the evolution of e-Procurement solutions at an Indian steel manufacturer, Tata Iron and Steel Company (TISCO). This case study raises questions about the determinants of each solution type and its consequences. This study argues that rather than sticking to one solution, firms need to manage a portfolio of e-Procurement solutions to realize the full potential of the Internet.     

The European Union's aging population: Challenges for human resource management

The European Union (EU)'s aging population is leading to a workforce that is rapidly aging and gradually beginning to shrink. Businesses will have to prepare for an older workforce that will have different priorities compared to the historically younger workforce. In this article, we examine the aging population of the EU and analyze how organizations can best manage the transition to a workforce that is rapidly aging. We explain how the changing demographic outlook translates into challenges for acquiring and retaining talent, and how employers can best manage this transition. We provide examples of organizations that have implemented human resource policies to make their workplaces more elderly friendly and their workforces more efficient. We conclude by pointing out some steps that organizations can take to better integrate older workers and help make their aging workforces more productive.     

Innovation,quality and exports: The case of Italian SMEs

We test the hypothesis that innovating and targeting the upper-quality segment of markets increases Italian small and medium enterprises probability to export, providing empirical evidence that supports it. We observed a positive-quality effect and a strong impact of non-technological innovations over future exports. We also observed that larger and older firms operating in traditional sectors are more likely to export. The most interesting results came from the introduction of interaction terms. We found evidence of a ‘super-additive effects’, which delineate synergic linkages between product innovation activities and quality strategy.