Homeworks academic service

A critical comparison between the socio political economical and cultural aspects of turkey and swit

What characteristics of professional and business associations determine their organisational activities in the context of Russias stage of transition? While research on associations in management and non-profit literature remains undertheorised and fragmented, professional and business associations not only constitute a significant component of the Russian nonprofit sector, but also contribute to the institutional infrastructure of the emerging market economy.

This paper investigates the influence of organisational determinants on the relative importance of advocacy, community building, and service delivery within professional and business associations. Data for this study were collected from associations throughout Russia.

The study verifies multifunctional nature of associations and confirms that advocacy remains the highest priority activity for associations embedded in the transitional environment. Applying the Dirichlet regression, the study finds that organisational size and a specific agency type positively influence community building function. Moreover, our findings indicate that compulsory membership negatively affects service delivery and community building functions, whereas presence in social media has a positive effect on both of these functions fulfilled by Russian associations.

This paper aims to examine the relationship between board independence and the level of corporate social responsibility CSR disclosures and to check whether such a relationship is moderated by the existence of an assurance statement that increases the credibility and reliability of such information.

Using an international sample of companies from toas well as the GMM estimator methodology for panel data, our evidence supports the idea that independent directors show initial opposition to CSR disclosure practices, owing to concern for their career or reputation, because this reporting could lack credibility. However, the existence of an assurance statement moderates it in the sense that it protects directors from the reputation risks associated with potentially misleading CSR information.

Inderscience Publishers

CSR report; independent directors; reputation risks; assurance. Over the course of the last decade, talent management has attracted a great deal of attention in the academic literature. Even though the field has evolved, much scepticism continues to surround it, and many questions are still to be answered that may bridge existing gaps between science and practice. This article offers an alternative perspective on talent identification transparency, the practice of informing employees of their talent pool membership.

In line with the social exchange perspective, we propose that even though the reactions of those employees who are identified as talent and informed of their talent pool membership seem to be positive, the negative reactions of employees who are either identified as talent and informed of their talent pool membership, and whose expectations are not as well met, or employees who are not identified as talent which is arguably the majority of the employee population in most companies may outweigh the positive.

This article adds value to the existing research on talent management, promotes a dialogue, and encourages new directions in theoretical and empirical research within the field. We believe that a heightened understanding of the dark side of talent identification transparency may help organisational decision makers in better executing their strategic talent initiatives.

The main aim of this study is to investigate the influence of the individual characteristics and personality traits of the founder on the performance of family SMEs. To achieve this goal, a questionnaire was constructed, covering the socio-demographic individual characteristics of the entrepreneur and an individual's personality traits through five dimensions Big Five: To measure performance, an already validated scale was also used, including two fundamental dimensions: Results show that the individual characteristics age, gender and academic qualifications of the founder do not influence the performance of family SMEs.

As for the personality traits of the founder, only conscientiousness and openness to experience are found to have a positive influence on performance, while neuroticism has a negative influence on performance.

Some implications for theory and practice are also presented. We investigate the alignment of work groups of knowledge workers with organisational goals in two large Norwegian companies.

We explore whether negotiation processes are associated with positive organisational outcomes. We further explore whether clear management goals are necessary for successful negotiations. Finally, over and above goal clarity, we draw on past research to explore six antecedents of successful negotiation.

We observe that successful negotiation processes both within work groups and between groups and management are associated with positive organisational outcomes. We further note that while goal clarity is necessary, it is not a sufficient condition for successful negotiations. We find that while the six antecedents for successful negotiations identified by previous research are in evidence, the presence of all six is not essential to success.

Further, we find three antecedents not predicted by negotiation theory: Employees commitment to change is an important prerequisite for change management success. We test how direct managers transformational leadership and top management communication impact employees commitment to change and how, in a transnational organisation, these relationships are moderated by cultural distance. The results of the study in a German technology company employees, operating in 30 countries show that transformational leadership and top management communication are positively related to affective and normative commitment to change.

A critical comparison between the socio political economical and cultural aspects of turkey and swit distance positively moderates the direct managers transformational leadershipaffective commitment relationship and reduces the influence of top management communication on normative commitment to change. Local intermediaries and their organisational identification in a French subsidiary by Mette Zoelner Abstract: The paper explores identification processes among subsidiary employees who function as intermediaries between the subsidiary and headquarters thanks to their language competencies in the common corporate language.

The study is based on a qualitative in-depth case study and adopts a social constructionist approach to identification. The paper adds theoretically to the literature on languages in international business in three ways. First, it illustrates that fulfilling a role as local intermediary affects identification processes among subsidiary employees.

Second, the paper shows that the literature on organizational identification contributes in conceptualising local intermediaries motivation for identification in terms of self-enhancement and sense-making.

Third, the empirical analysis indicates that feelings of self-esteem and sense-making may derive from symbolic resources for constructing workplace-related identities that prevail within the societal context of the subsidiary.

In terms of managerial relevance, the study shows the importance of identifying the subsidiary employees that fulfil roles as local intermediaries in order to recognise their efforts and to foster organizational identification. When doing so, it might be relevant to consider prevailing symbolic resources in the local context, rather than the language.

Learning orientation as the decisive factor for translating social capital into organisational innovativeness and performance in Turkey by Maximilian Holtgrave, Dilek Zamantili Nayir, Ann-Marie Nienaber, Gerhard Schewe Abstract: The Turkish economy has been growing fast and Turkish organisations increasingly rival their Western competitors in terms of innovativeness.

While strategy scholars primarily focus on internal capabilities such as learning orientation, network scholars typically consider external network ties as determinants of organisational success. Building on both research streams, our study develops and empirically tests an integrative framework that incorporates the specific cultural context of Turkey.

Based on empirical data from organizations, we demonstrate that in Turkey organisational innovativeness results from learning orientation mediating the effect of network ties on innovativeness.

Thus, our study links external and internal explanations of what drives innovativeness and suggests that organisations in Turkey need to develop a network-enabled orientation towards learning. We make important recommendations for managers of Turkish organisations and those wishing to enter the Turkish market.

The main aim of this article is to present a theoretical model of applying HRM practices in the context of the self-employed SE. According to recent studies and labour market data, the share of the self-employed in total employment is increasing. This may result from changes in both the business environment and attitudes to work. Running ones own business or being a self-contractor has become a promising alternative to contract employment. More and more, both young and experienced people choose this form of occupational activity for the higher earnings, career development and the work-life balance it affords.

The article presents HRM as an important competency of the self-employed. That is followed by research designed to verify the interdependence between the level of HRM competency and business performance as well as SE employability.

This study examines whether the existence of a sustainability committee with independent directors facilitates the requirements of the Dow Jones Sustainability Index in order to include the company within the leading sustainable companies. The results evidence that the existence of a CSR committee, formed by independent directors with previous experience in socially responsible actions, orientates the board to lead the firm Keywords: Numerous frameworks have been proposed to describe the set of capabilities associated with multicultural competence.

Although overlaps between some frameworks have been discussed, a theory that reconciles conflicting views is still missing. A fundamental reason for the absence of such a theory is the scarcity of efforts devoted to contrasting frameworks and identifying generalisable features. Results indicate overlaps between the cognitive components of CQ and IS. Findings also show that personality traits work as antecedents for both frameworks.

Finally, results suggest that, when predicting behavioural adaptation, the variance of fine-grained competencies outperforms broad operationalisations of the general competence. The discussion section addresses the theoretical implications of results for future conceptualisations of intercultural competence and lists practical implications of findings.

Burnout and absence among hospital nurses: This study explores the role of contextual factors of significant relevance to hospitals and their impact on burnout. These include shiftwork rotation, stressful work units, and understaffing.

The efficacy of absence as a coping mechanism in managing nurse burnout is examined in both the most and least stressful work units under conditions of shiftwork rotation and understaffing, respectively. The sample consists of hospital nurses in Argentina. Hierarchical moderated regression analysis was employed to test the hypotheses. Results reveal that absence plays a complex and differential role in moderating the impact of shift work on nurse burnout.

Absence mitigates the impact of emotional exhaustion on diminished personal accomplishment among fixed shift nurses who work in the least stressful units. But the pattern is different in more stressful units. Absence buffers the impact of emotional exhaustion on diminished personal accomplishment in units that are substantially understaffed. But its role changes when it comes to buffering the impact of emotional exhaustion on depersonalisation across levels of understaffing.

Consequently, we argue that absence plays an attenuating role only when specific contextual factors cohere. Nurses who are aware of this contextual confluence manage their mental health better. We suggest that these findings have significant implications for healthcare management in Argentina. The role of exploitative and exploratory innovation in export performance: Innovation capabilities are important for firms to compete in the market. However, the literature has rarely examined how exploitative and exploratory innovation influences the export performance of small and medium-sized firms SMEs.

As exploitative and exploratory innovation plays different roles in sustaining SMEs competitive advantages, this article presents an analysis of how four specific firms innovation capabilities i. Moreover, this study analyses how exploitative and exploratory innovation capabilities mediate the relationship of the four firms internal innovation capabilities and export performance.

The results indicate that exploitative innovation positively influences SMEs export performance, but exploratory innovation does not. Another interesting finding is that strategy and manufacturing capabilities are important antecedents of both exploratory and exploitative innovation.

Furthermore, the results reveal that only manufacturing capabilities have a direct impact on export performance, whereas strategy and manufacturing capabilities are the antecedents that most influence exploitative innovation and export performance. SMEs; export performance; innovation capabilities; exploratory innovation; exploitative innovation.

  • Many of the pressures that internationally active enterprises have to face are related to social issues in management rather than the traditional business of international strategic management;
  • This paper investigates the influence of organisational determinants on the relative importance of advocacy, community building, and service delivery within professional and business associations;
  • The aim of this thematic issue is to deepen the current understanding of the negotiation process of strategic alliance negotiations through the application of a multi-lens approach in which selected theories and models were applied to specific cases to gain richer insights into the business case, the negotiation process and to identify lessons for future negotiators of strategic alliances;
  • Nevertheless, Turkey with its relative economic power would continue to attract movers from countries characterised by political and economic insecurities in the Middle East and beyond.

Backgrounds of the pioneer orientation: In this paper, we analyse the backgrounds of the pioneer orientation POfilling the theoretical and empirical gaps in the literature about first-mover advantages FMAs. The main aim of the study is to analyse how social capital SC moderates the effect of exploration and exploitation capabilities on the PO. The obtained results of this empirical study in the agrifood industry in Spain show that exploration and exploitation capabilities encourage the firms development of a PO.

However, as we hypothesise, SC has a divergent moderating effect on the relationship between each type of capacity and PO. While the social relations of the company reinforce the influence of the exploitation capabilities, they weaken the effect of the exploration capabilities. We also detected that an excess of SC discourages the development of PO.

We contribute to link theoretical perspectives of social capital, dynamic capabilities and FMAs to understand the backgrounds of the PO. The role of job embeddedness:

  1. Using an international sample of companies from to , as well as the GMM estimator methodology for panel data, our evidence supports the idea that independent directors show initial opposition to CSR disclosure practices, owing to concern for their career or reputation, because this reporting could lack credibility. Individual and organisational experiences of knowledge management KM take different forms, functions and foci.
  2. The grounded theory approach GTM within the contingency theory framework was used to explore the key contextual factors that influence segmentation and targeting. The discussion section addresses the theoretical implications of results for future conceptualisations of intercultural competence and lists practical implications of findings.
  3. The findings show that the characteristics of both the firms and the entrepreneurs are relevant to a new venture becoming international. Our results reveal substantial differences in the expatriation strategies of MNCs that depend not only on the international focus of the MNC but also on the differences in IR between the parent and subsidiarys environment.
  4. Theoretical and practical implications are discussed.
  5. Conceptual research methods are applied to conduct this research by reviewing the various related areas in the literature. IMI does not have an institutional view and does not aim to present one.