Internetization as the necessary condition for internationalization in the newly emerging economy

The internationalization of entrepreneurship is becoming increasingly facilitated through the use of the internet. This article introduces the term “internetization” to refer to the process of increasing adoption, diffusion, and deployment of internet-based technologies and processes that increasingly serve as the back bone of internationalization, especially in the innovative entrepreneurial firms. This process may be compared to the firm’s adoption and use of the internet and the internet-based processes in transforming the firm to a hybrid network internally and externally within the firm’s home and international markets, especially when the members of its external network have already internationalized. Internationalization of the firm, which has been much studied in the international business literature may provide a parallel analogy for study of internetization. Based on these analogies and within the context of previous literature in internationalization, a brief examination of a typical rapidly-internationalizing firm through the use of the Internet, and the user-generated provisions of Web 2.0 in particular, points to the impact of internetization on internationalization. Various theoretical and research issues are highlighted and discussed, including the important interactions that exist between the processes of internetization and internationalization. Conclusion suggests that internetization may have become the necessary condition for internationalization. The paper calls upon the IE scholars to respond to the theoretical challenge of integrating internetization processes into internationalization, especially for the smaller, entrepreneurial and innovative firms.     

Encouraging knowledge sharing among employees: How job design matters

Job design is one of the most frequently researched practices in the Human Resource Management (HRM) literature, and knowledge sharing has become an important and heavily researched managerial practice. The links between these practices, however, have received little attention in the literature. We argue that job design matters to knowledge sharing for motivational reasons. Specifically, jobs contain characteristics that stimulate different kinds of motivation toward knowledge sharing, which have different effects on individual knowledge sharing behavior. We develop six hypotheses that unfold these ideas and test them on the basis of individual‐level data collected within a single firm. The hypotheses are tested in a LISREL model that confirms that job characteristics, such as autonomy, task identity, and feedback, determine different motivations to share knowledge, which in turn predict employees' knowledge sharing behaviors. © 2009 Wiley Periodicals, Inc.     

Growth to value: Option exercise and the cross section of equity returns

We propose a general equilibrium model to study the link between the cross section of expected returns and book-to-market characteristics. We model two primitive assets: value assets and growth assets that are options on assets in place. The cost of option exercise, which is endogenously determined in equilibrium, is highly procyclical and acts as a hedge against risks in assets in place. Consequently, growth options are less risky than value assets, and the model features a value premium. Our model incorporates long-run risks in aggregate consumption and replicates the empirical failure of the conditional capital asset pricing model (CAPM) prediction. The model also quantitatively accounts for the pattern in mean returns on book-to-market sorted portfolios, the magnitude of the CAPM-alphas, and other stylized features of the cross-sectional data.     

Pareto optima and equilibria when preferences are incompletely known

An exchange economy in which agents have convex incomplete preferences defined by families of concave utility functions is considered. Sufficient conditions for the set of efficient allocations and equilibria to coincide with the set of efficient allocations and equilibria that result when each agent has a utility in her family are provided. Welfare theorems in an incomplete preferences framework therefore hold under these conditions and efficient allocations and equilibria are characterized by first order conditions.     

The Role of Human Resource Management in Strategy Making

Among the strategy scholars, there is general consensus that responsive‐integrative strategy making is essential for ensuring a competitive advantage in contemporary dynamic environments. What is the role of HR in this process, and how can HR support responsive‐integrative strategy making? To answer these questions, we use illustrative experiences from Chr. Hansen, a global supplier of bioscience‐based ingredients to the food, health, and animal feed industries. We argue that HR's strategic role lies in providing support for both centralized and decentralized strategy making by offering aspirations for strategic decisions and by gathering various sources of inspiration for strategy discussions. © 2013 Wiley Periodicals, Inc.     

Discrepant Values and Measures of Negotiator Performance

The thesis of the paper is that measuring negotiator performance correctly is difficult because the values that those of us who measure negotiator performance think negotiators are maximizing may differ from the values negotiators are actually maximizing. When such discrepant values exist, using performance measures that do not account for them can lead easily to incorrect conclusions about negotiator performance. Indeed, good performance may be judged poor, and vice-versa. This paper explores several related literatures, including the experimental-bargaining, behavioral-decision-making, and procedural-justice literatures, to demonstrate that discrepant values exist. It then demonstrates that whenever performance measures are used as dependent variables in negotiation experiments, the existence of discrepant values can lead to both Type I and Type II construct-validity errors.     

Small Firms in Regional Clusters: Local Networks and Internationalization in the Southern Hemisphere

This paper reports on a three‐country comparative study examining the internationalization of family winemakers in distinct regional wine clusters of Argentina, Chile, and New Zealand. In‐depth interviews were conducted with owner–operators, to understand the drivers and barriers to internationalization of their businesses. Key findings reveal that while size and age are not determinants of the ability or propensity to export wine, the existence of an independent industry body has a positive impact and greatly speeds up the internationalization process, providing an effective route for small firms to establish their very often, relatively unknown brand(s) in lucrative foreign markets.     

Is the doctor in? A relational approach to job design and the coordination of work

When designing jobs, the degree of specialization is a key consideration. Though functional specialization allows workers to develop deep areas of expertise, it also increases the challenge of coordinating their work. In this article, we propose the concepts of stage‐ and site‐based specialization and posit that together they can counteract the divisive effects of functional specialization. Taking advantage of a natural experiment in physician job design at a Massachusetts hospital, we explore the impact of stage‐ and site‐based specialization on coordination and performance outcomes. Building on recent interest in relational approaches to job design, this study is the first to link relational job design to relational outcomes such as coordination. Our findings have practical implications for job design in professional service settings such as education, consulting, and health care. © 2008 Wiley Periodicals, Inc.     

Global talent management: Shaping the careers of internationally educated talents in developing markets

In the context of globalization, country‐level actions to manage global talent (e.g., development of immigrant‐friendly policies, policies to attract back skilled diaspora, or investment in the international education of youth) have been underresearched. The aim of this article is to analyze the impact of a country‐level global talent management practice on the careers and career success of its talents in the Republic of Kazakhstan, a developing country in Central Asia. Using qualitative methods, this study introduces new dimensions of career success evaluation for internationally educated talents in developing markets: use of knowledge acquired abroad and international aspect of the job. Based on these dimensions, it develops a model of career types. The career types predict the varying degrees of talents' career success and their involvement in sharing and capitalizing on knowledge, ideas, and international experience, which may have an impact on society. The study contributes to the field of global talent management and career success by providing empirical evidence on an underresearched topic in the underresearched context of developing markets.