Higher education in flight: a new direction for international assignments research

This paper draws attention to the significant internationalisation of the higher education sector and role of international assignments in supporting and driving this. The paper then proceeds to identify the similarities and unique features of the sector in the context of international assignments which we argue, primarily revolve around alternative forms, namely international frequent flyers and short-term assignments. Finally, a model is proposed that may facilitate higher education institutes in more effective international assignment utilisation.     

Bounds for best response functions in binary games

This paper studies the identification of best response functions in binary games without making strong parametric assumptions about the payoffs. The best response function gives the utility maximizing response to a decision of the other players. This is analogous to the response function in the treatment-response literature, taking the decision of the other players as the treatment, except that the best response function has additional structure implied by the associated utility maximization problem. Further, the relationship between the data and the best response function is not the same as the relationship between the data and the response function in the treatment-response literature. We focus especially on the case of a complete information entry game with two firms. We also discuss the case of an entry game with many firms, non-entry games, and incomplete information. Our analysis of the entry game is based on the observation of realized entry decisions, which we then link to the best response functions under various assumptions including those concerning the level of rationality of the firms, including the assumption of Nash equilibrium play, the symmetry of the payoffs between firms, and whether mixed strategies are admitted.     

Knowledge, values and internationalisation—introduction to the special edition

Internationalisation is increasingly being seen as an organisational learning process. However, entrepreneurial enterprises tend to be smaller, more innovative and more agile than their larger counterparts. When they internationalise, entrepreneurial firms often expand at a rapid rate. The cultures of so-called ‘born global’ firms also appear to differ from firms that internationalise in a more gradual, stepwise fashion. This raises interesting questions about how entrepreneurial firms acquire and manage knowledge about markets, networks and capabilities in turbulent and uncertain environments and how the values embedded in organisational cultures might influence strategic choices. The following articles in this special edition of the Journal of International Entrepreneurship focus specifically on how innovative firms—particularly small and medium-sized enterprises—recognise and exploit market opportunities, how they learn from international market entry and penetration experiences to improve core capabilities and how values may influence supply chain management and start-up decisions.     

Charity shops on the high street: complementarity or unwanted neighbour?

Within the last ten years there has been substantial growth of the charity retailing sector. This increased retail presence and sophistication of marketing practices have led to the contention by mainstream retailers that charity shops, which enjoy specific fiscal arrangements, have an unfair competitive advantage. Utilising evidence from a range of town centre locations, this paper examines whether this allegation can be substantiated. Three sources of primary research are used: the profile of charity shops within a town centre context; the attitudes and perceptions of mainstream retailers and their organisational bodies; and finally, the perspective of town centre managers towards charity retailing. Analysis and subsequent discussion suggests that charity retailers can perform a complementary role within town centres, thus reducing the potential of conflict with mainstream retailing. Copyright © 2000 Henry Stewart Publications     

An institutional perspective of accountants' new roles – the interplay of contradictions and praxis

This paper critiques the public interest proclamations of accounting professions with particular reference to the role of disciplinary procedures in protecting these interests. It is argued that professions' widely declared concerns for the public interest, often conceptualized as encompassing a commitment to public accountability and transparency, are frequently used as a convenient mechanism for avoiding criticism and maintaining the power and privilege of delegated self-regulation. This argument is developed by examining the role played by disciplinary procedures, in particular the reporting of their results, in creating a perception that the profession acts in the public interest. The critique is supported with data derived from an investigation of the disciplinary procedures of one accounting body, the Institute of Chartered Accountants in Ireland (ICAI). The results of this examination indicate that the ICAI process appears deficient in terms of its accountability and transparency and further that there is little fairness or equity in terms of the penalties applied to members for offences committed. This tends to support prior research which suggests that disciplinary procedures (and the ethical codes they purportedly enforce) fulfil a ‘profession protection’ as opposed to a ‘society protection’ role aimed at insulating the profession from inspection and assessment from outside parties. Implications for the accounting profession and for future research are discussed.     

Inspirational leadership,positive mood,and team innovation: A moderated mediation investigation into the pivotal role of professional salience

Multidisciplinary teams are increasingly advocated for in healthcare policy consequent to their capacity to develop innovative solutions to seemingly intractable service and care challenges. Recent arguments that inspirational leadership styles may foster innovation in multidisciplinary teams point to their potential value in this effort. However, inconsistency in the capacity of such leaders to engender innovation highlights the need to understand the mechanisms and boundary conditions that determine when such leadership generates positive effects. We argue that follower positive mood acts to mediate the path between inspirational leadership and innovation and may account for its variable effects. By increasing positive team mood, inspirational leaders can potentially bring about more flexible thinking and enhance innovation but can also increase reliance on less effortful information processing, undermining innovative potential. In an effort to address the dilemma posed by these contrasting effects, we propose that professional salience acts as an important boundary condition of this relationship such that only when profession is salient do inspirational leaders enhance multidisciplinary team innovation through positive mood. An analysis of survey data from 60 UK‐based multidisciplinary healthcare teams, investigating the inspirational leadership of practice‐based innovation, supports our moderated mediation model. Finally, the implications for HRM are considered, specifically for leader development and work team design.     

Short reviews

Greater Manchester Low Pay Unit, 1991: The Good Employer: A Guide to Employing People. Available from 23 New Mount Street, Manchester M4 4DE, £5.00 paper.

Healey, P. 1990: From Shipyard to Housing Estate - the Transformation of the Hebburn Riverside 1979-1989. Department of Town and Country Planning, University of Newcastle, £8.50 paper.

Cameron, G., Moore, B., Nicholls, D., Rhodes, J. and Tyler, P. (eds) 1990: Cambridge Regional Economic Review, Department of Land Economy, University of Cambridge.     

A mediated model of the effects of human resource management policies and practices on the intention to promote women: An investigation of the theory of planned behaviour

This study investigates the role of supportive human resource management policies and practices in senior HR managers’ intention to promote women to senior management positions. Based on the theory of planned behaviour, we argue a model in which supportive HR policies and practices affect managers’ attitudes towards the promotion of women to senior positions and their perception of organisational norms and control over the decision. We employ partial least squares based structural equation modelling to investigate data from a sample of 183 firms in Bangladesh. Our results support the utility of the theory of planned behaviour in understanding the positive effects of HR practices on the intent of senior managers to promote women. Our findings suggest that the role of HR policies and practices is not only to eliminate opportunity for discrimination but also to encourage the development of deeper attitudinal and normative acceptance of women’s role in senior management.