Anonymous and uninhibited: sexual encounters during the international sojourn

Previous research has focused on sex and romance tourism, but there has been little investigation into the relationships and sexual behaviour of international students, who constitute an important and growing segment of the international tourist population. This study used a narrative interview approach to explore international students’ sexual encounters during their sojourn. The findings show that participants made changes to their sexual behaviour and attitudes during the academic sojourn, which were understood to be temporary. Such change was encouraged by the group norms of the international friendship network and by the anonymity conferred by distance from the home culture. Of significance to participants was the challenge posed to gender roles: traditional conceptions of femininity were put aside for the duration of the year abroad.     

Who does what in enabling ambidexterity? Individual Actions and HRM practices

Abstract

In this paper, we explain how ambidexterity, the simultaneous pursuit of exploration and exploitation, is enabled at the individual level of analysis. Research on ambidexterity has been dominated by theoretical approaches focusing on the organisational level; however, we know little about how ambidexterity is enacted by employees. There is also limited work on the multilevel aspects of individual employee actions, for example, particular roles and specifically the level of seniority of the role. We address these gaps by asking: Which individual actions are undertaken by employees at particular levels of seniority in the organization to enable ambidexterity? In order to answer this question we draw on previous research to construct reliable measures of the individual actions that enable ambidexterity. The hypothesized mediation effect of these individual actions is confirmed on the basis of survey data from 212 employees from a UK-based Professional Service Firm. The findings indicate that senior employees are more likely to use ‘integration’, ‘role expansion’ and ‘tone setting’, whilst employees with specialist knowledge about their clients use ‘gap filling’ to enable ambidexterity. Finally, we draw together these findings with 35 interviews conducted to present the HRM practices which support ambidexterity.     

Greening the hospitality industry in the developing world: Analysis of the drivers and barriers

The implementation of sustainability agendas in the tourism and hospitality industry in developing countries has received little scholarly attention. Working to fill this gap, this paper provides a holistic analysis of the drivers of, and barriers to, sustainability initiatives in the Malawian hospitality industry. Drawing insights from the resource‐based view and institutional theory, it highlights that tensions between global and local norms and values are as important as tensions between internal organizational factors and the isomorphic forces within the organizational fields for implementing sustainability agendas. The paper further reveals the mediating role played by firm size and ownership. It, thus, makes a contribution to the understanding of the role of business in society by focusing on the complex dynamics associated with the adoption of sustainability agendas in an under‐researched context, and demonstrating how tensions between internal organizational factors and local societal expectations within the host countries can shape the nature and focus of the sustainability agenda itself.     

Why should I share my knowledge? A multiple foci of commitment perspective

Knowledge‐intensive firms need to leverage their individual knowledge assets via knowledge sharing to create collective knowledge resources. This process is, however, in the control of the knowledge worker. We explore this personal and emotive quality of knowledge sharing by asking: ‘How does employee commitment impact on knowledge sharing?’ We study professional service firms operating in cross‐boundary environments and examine the impact of commitment to the organisation, profession, team and client on knowledge sharing. The article contributes directly to our understanding of the interrelationship between (a) the types and foci of commitment and (b) bidirectional knowledge sharing.     

Who is an expat-preneur? Toward a better understanding of a key talent sector supporting international entrepreneurship

The conceptualization of immigrant entrepreneurs has recently expanded to consider some of them as a sub-type of self-initiated expatriates that move across national borders to engage in entrepreneurial activities and opportunities. Known as “expat-preneurs,” and in spite of their growing numbers, this segment of the immigrant entrepreneur population has received far less attention than other types of immigrants in the international and diaspora entrepreneurship literature, and even less attention in the self-initiated expatriate field of study. In this article, we seek to address the gap in empirical studies about expat-preneurs as an important, albeit under-researched, segment of the immigrant entrepreneur and self-initiated expatriate diaspora. While we acknowledge that there may be controversy as to how our entrepreneurship lens is accepted in the international entrepreneurship domain, we see particular value in engaging with the ongoing and emerging discussion within JIEN about what international entrepreneurship can be. To advance the study of expat-preneurs from a theoretical standpoint, we demonstrate empirically that aggregating various kinds of self-initiated expatriates without first ensuring that they are demographically comparable (i.e., that there can be different types) can potentially contribute to poor construct clarity and validity about this field of research in general. More importantly, it can diminish the important role of expat-preneurs in particular within the international entrepreneurship domain, for example, by ignoring that their motivation to engage in entrepreneurial activity differs from the majority of necessity-based diaspora entrepreneurs. To illustrate our point, we surveyed self-initiated expatriates in China, Hong Kong, and Singapore and compared personal characteristics. We found differences regarding their age, position, time in current job in the host location, time as an expatriate, and time in the host location overall to suggest that not all self-initiated expatriates are the same. While we found no intergroup differences for educational level, gender, or marital status, clear distinctions emerged showing that expat-preneurs are different from company-employed self-initiated expatriates. We discuss theoretical implications arising from these findings.     

Boards of Directors and the Adoption of a CEO Performance Evaluation Process: Agency — and Institutional — Theory Perspectives

Using both agency and institutional theories, we examined factors associated with the board's adoption of a formal process for evaluating the performance of the corporation's chief executive officer (CEO). Our sample was drawn from the hospital industry. Results show that an independent board chairperson, the level of market competition and the degree of managed care penetration were significant predictors of whether or not the board had adopted a formal CEO evaluation process. These findings imply that initiatives to improve governance effectiveness based on agency theory should take into account the institutional environment of corporate boards.     

Decomposing service exports adjustments along the intensive and extensive margin at the firm‐level

Using a panel data set of Austrian service exporting firms this paper examines the determinants of service exports at the firm/destination country level. We implement a random effects Heckman sample selection firm‐level gravity model as well as a fixed effects Poisson model. Expected firm‐level service exports are decomposed into the intensive and extensive margins of adjustment as a response to counterfactual changes. We find market demand to be a key determinant. Results also suggest high service export potentials due to regulatory reform in partner countries within the EU. Adjustments at the extensive margin only play a marginal role. Increases in firm size as well as changes in distance related costs are most effective in developing new export relationships in services.     

The direct employment effects of new businesses in Germany revisited: an empirical investigation for 1976–2004

Based on an improved and extended database, the Establishment History Panel, we extend the analysis of Fritsch and Weyh [Small Business Economics 27(2), 245–260 (2006)] by investigating the development of employment in German start-up cohorts for the period 1976 to 2004. We confirm the typical pattern found in start-up cohorts: an initial increasing number of employees that is soon followed by a decreasing number. We also provide some of the first evidence for the “liability of aging” phenomena in Germany. Older firms face a relatively high risk of exit. We find that most entries with relatively large initial employment grow substantially in the first two decades. However, these businesses suffer from a considerable employment decline after 25 years.