Encouraging sustainable entrepreneurship in climate-threatened communities: a Samoan case study

South Pacific island states are at the forefront of climatic changes that have precipitated severe environmental events. These small countries also face economic and social challenges that require entrepreneurial solutions. We develop a model of how external factors and chance events impact on sustainable opportunity recognition and exploitation in this context. We assess the efficacy of this model in an in-depth study of Women in Business Development Incorporated, a non-governmental organization that helps women and families in Samoa to establish sustainable enterprises. Our findings make a significant contribution to the emerging literature on entrepreneurship, sustainability and resilience in at-risk communities by showing how key organizational capabilities are necessary for coping with exogenous shocks in this context. The findings have important implications for research, policy and practice.     

Politics,institutions, and outcomes: Electricity regulation in Argentina and Chile

Risk, whether market or political, is an important determinant of private investment decisions. One important risk, subject to control by the government, is the risk associated with the hold-up problem: governments can force utilities to shoulder burdensome taxes, to use input factors ineffectively, or to charge unprofitable rates for their service. To attract private investment governments must be able to make commitments to policies that are nonexpropriative (either to contracts that guarantee very high rates of return or to favorable regulatory policies). These commitments, of course, must be credible.

Judgments about the credibility of commitments to regulatoty policies are based upon two political factors: regulatory predictability and regime stability. Regulatory predictability implies that the regulatory process, in which prices and levels of service are set, is not arbitrary. If the condition of regulatory predictability holds, then investors can forecast their returns over time and hence can calculate the value of their investment. If there is regime stability, then there is minimal risk of wholesale changes in the way the government regulates the industry—the most extreme type of change being the denial of property rights, or expropriation. We argue that three characteristics of the regulatory process are, in turn, important determinants of regulatory predictability: agenda control, reversionary regulatory policy, and veto gates. Moreover, regime stability is also, in part, a function of these three characteristics. We examine our theory of political risk and regulatoty commitment by comparing the cases of Argentine and Chilean electricity investment and regulation.     

The under-utilization of human resources in industrial relations theory and practice

Industrial relations, as a theoretical and practical system of work arrangements between employees, unions, management and governments, have come under substantial pressure in recent decades, but neither theory nor practice has fully adjusted to the new circumstances. The article describes the changing conditions in relation to one aspect of the industrial relations (IR) system, namely influence and power sharing outside the sphere of collective bargaining. The analysis is based on two theoretical models derived from an accumulation of social science research evidence since the 1960s and further supported by recent comparative studies of countries with significant different IR philosophies.

The application of the human resources and motivated competence models to IR leads to the conclusion that long-term interests of employees and management as well as governments are best served by having a dual system of influence and power sharing, only one of which is adversarial.     

A model of rapid knowledge development: The smaller born-global firm

Existing models of the internationalization process have not captured the important phenomenon of accelerated international growth of born-global firms, which led Johanson and Vahlne (2003) to revise their model. However, the revised network model falls short of explaining rapid internationalization of firms. While they indicate a “specific relationship development process” used by born-global managers, Johanson and Vahlne (2003) still suggest the existence of an incremental learning and “responsive” model, which is based on pre-existing relationships. We extend current theory in arguing that born-global managers can use both pre-existing and newly formed relationships, to quickly and proactively develop new knowledge for rapid commercialization of their products. Proactive, advanced relationship-building capability is based around locating partners with technological knowledge with a view to ensuring ease of sharing knowledge. We explore the development of trust and inter-firm partnerships in established and newly formed networks and how these lead to tacit knowledge, absorptive capacity and new knowledge generation. While Johanson and Vahlne (2003) emphasize “market specific experience and operation experience” we emphasize “technological experience”. The reason that knowledge sharing is able to proceed quickly is that the shared “technological knowledge” allows rapid transfer and development of new knowledge and the drive to commercialize a product before a competitor, promotes the “mutual need” (co-dependency) to act quickly, characteristic of technology-based industries, which face rapid change. As an outcome of the born-global manager's ability to locate new partners through existing networks, new international links may be quickly developed, with internationalization being an outcome, but not necessarily a driver of behaviour in smaller born-global supply chains.     

Dual sources of support for dual roles: how mentoring and work–family culture influence work–family conflict and job attitudes

This study examines the influence of mentoring support and perceptions of a supportive work–family culture on the level of work–family conflict (WFC), job satisfaction and affective commitment reported by employees in a Fortune 100 professional services organization. Main effects and interaction effects between mentoring and work–family culture were explored. Results indicate that the presence of a mentor is significantly related to affective commitment while a supportive work–family culture was associated with less WFC – both family interference with work and work interference with family – and greater job satisfaction and affective commitment. For both job satisfaction and affective commitment, there is an interaction effect that suggests a synergy between direct and contextual support. Implications for practice and future research are discussed.