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Supply chain integration (SCI) has become a key strategy for hotels in facing their environment. The purpose of this study is to analyze the effects of the organizational culture on the three dimensions of SCI. The competing value framework divides the organizational culture into four types, namely, hierarchical, group, rational and developmental cultures.

A structural equations model was developed to test the hypotheses proposed. The data were collected by means of a questionnaire with a seven-point Likert-type rating scale that was distributed to managers and assistant managers of 114 four- or five-star hotels located in two Egyptian cities, Hurgada and Sharm El Sheikh.

The results of the structured model confirm the direct link between the organizational culture and SCI. The findings suggest that rational culture is the most appropriate for SCI because it is fully associated with SCI. In contrast, hierarchical culture and developmental culture are significantly related to internal and customer integration. Group culture only has a positive influence on internal integration.

This study is the first to analyze the impact of organizational culture on SCI in the hospitality sector. The results contribute to the literature by providing managers with practical knowledge about the significant influence of organizational culture on SCI.

This paper aims to examine the influence of the emotional intelligence (EI) of the human resources (HR) decision-maker on firm performance in small and medium-sized enterprises (SMEs), as well as the possible mediating role of the use of a system of HR practices in that relationship.

The research involves a sample of 157 managers responsible for HR in SMEs. SMEs are examined because in these firms, decisions are not usually adopted on a collegiate basis. It makes these firms an ideal context for studying the relationship between HR decision-maker’s EI and firm performance.

Results show that the HR decision-maker’s EI determines firm performance in terms of generation of valuable HR and financial outcomes. They also confirm the mediating role of the system of HR practices in that relationship.

This research suggests that an adequate understanding of the importance of EI can guide efforts to boost SMEs competitiveness. Thus, as SMEs are an important part of the business fabric in the majority of developed economies, the implications of this study are significant.

Findings in this research suggest that the workplace is not managed exclusively on a cognitive basis since emotional competences may play an important role in the HR management and SMEs’ performance.

Organisational change is increasingly important and interesting to study. Change may affect employees’ attitudes and impact on their well-being. In this regard, it is important to examine how organisations enhance employees’ well-being when the competitive environment requires organisational changes whose implementation could cause well-being to deteriorate. Research suggests that human resource management practices (HRMPs) may have a positive impact on well-being. However, there is little research that analyses how the internal and external contexts of changing organisations may influence the outcome of HRMPs as regards well-being, which is of interest as it pertains to the application of suitable HRMPs in every setting. Thus, to address this research gap, the purpose of this paper is to analyse how employees’ perceptions of HRMPs and support from supervisors enhance well-being, taking into account the national cultural context of organisations.

Linear regression models tested the proposed hypotheses on a sample of 10,866 employees from 18 European countries who participated in the Fifth European Working Conditions Survey. Of the total sample, 5,646 respondents were involved in substantial restructuring and organisational change.

Results confirm the importance of national “uncertainty avoidance” values in the choice of the proper HRMPs to enhance employees’ well-being.

The literature highlights that HRMPs and supervisor support have a positive impact on well-being, and it also warns that national culture may condition the outcomes of human resource (HR) interventions. Based on this, the current study analyses how such HR interventions enhance well-being, taking into account national cultural context of organisations in both stable contexts and those involving change.

This study aims to analyse CSR communication in the Latin American Integrated Market companies using Facebook, by studying disclosure and its determinants along with the legitimacy and interactivity of CSR posts.

A content analysis of Facebook posts and an index were developed to establish disclosure levels explained by regression modelling. In addition, an analysis of Facebook posts, reactions and comments was carried out.

Content analysis shows that most of the posts correspond to the categories of society and environment. Regression modelling shows there is a strong association between corporate and board characteristics and disclosure levels. In spite of the dialogic character of Facebook, interactivity levels of messages are low, although high levels of legitimacy are observed in posts by consumer and financial companies.

This study examines companies included in the Latin American Integrated Market. The generalisation of the results is limited to this context.

Understanding CSR communication may enable companies to relate more effectively with their stakeholders and possibly change their practices as a result of the feedback provided.

This study offers an important contribution to the literature on CSR communication by performing an analysis of information disclosure on Facebook and its explanatory factors. Another contribution of this study is its examination of the legitimacy and interactivity of CSR information disclosure in Latin America, a relatively understudied region.

The chapter discusses global trends in the world oil and gas sector and their impact on the Russian hydrocarbon market. The key short-term risks for the Russian Federation are the following: the high dependence of the industry on the equipment of foreign suppliers and oilfield service companies. Possible threats associated with these factors may materialise against the backdrop of the geopolitical crisis of early 2022. Long-term trends include a global green transition with a peak in hydrocarbon consumption in 2030–2040 and a phase-out of oil and gas as a primary energy source. Simultaneously, the given industry is going to face gradual metamorphosis in terms of the types of wells being developed, which might require more science-intensive and high-tech approaches.

WITH the approach of the European Management Conference at Torquay and the news that The Work Study Society will be holding a one‐day Conference in London on October 14th and another in Hereford on November 25th it looks as if work study men will have plenty of opportunities of exchanging points of view this autumn.

This paper examines how the institutional distance between immigrants' country of residence and country of origin, as well as the regulative and normative aspects of institutions in immigrants' country of residence, social context variables and individual psycho-behavioural factors, condition immigrants' entrepreneurial motivation (i.e. mainly by necessity, by a combination of necessity and opportunity, or mainly by opportunity), which is in contrast to the previous literature on immigrant entrepreneurship that mainly focuses on micro-level factors.

By using hierarchical linear regression models to test our hypotheses, the authors analyse 468 first-generation immigrant entrepreneurs settled in 31 European countries using data from the European Working Conditions Survey (6th EWCS; Eurofound, 2015 database) combined with other datasets to derive the macro-level variables (i.e. the Doing Business Project; Hofstede et al., 2010).

The authors find that distance in the normative aspects of institutions harms entrepreneurial opportunity motivation. At the same time, however, opportunity motivation is likely to benefit from both the normative aspects of institutions that reduce locals' opportunity motivation and the distance in the regulative aspects of institutions.

This article analyses immigrant entrepreneurship in Europe, which has been under-examined in the extant literature, and takes into account the micro-, meso- and macro-level factors affecting the entrepreneurial motivation of immigrants in Europe. This analysis responds to the need already highlighted by previous research to include not only micro-level factors but also meso- and macro-level factors in the analysis of immigrant entrepreneurship (Aliaga-Isla and Rialp, 2013).

This paper aims to examine the impact of the customer’s previous transaction behaviour (represented by loyalty and general cross-buying) on his/her choice of specific services offered by the same financial services provider.

This study uses a set of logistic regression models by incorporating panel data from a large bank. The database consists of 2,187 randomly selected customers, and it includes features related to individual loyalty and cross-buying behaviours, as well as demographic indicators, i.e. individual measures related to each customer and each service.

From the results obtained, a large variation in customer choice behaviour with regard to the studied banking services was observed. These results reveal which customer transactional behaviours drive cross-category financial services purchases.

In academic literature, little progress has been made in the study of individual and behavioural factors that affect customer choices by service category, especially within the banking sector. By understanding customer choices, the company will be able to meet customer needs in a more appropriate way, thereby increasing its competitiveness. Hence, the results from this study have both managerial and research implications, improving the strategy formulation of financial services companies.

The hydrodynamic and thermal characteristics of the turbulent boundary layer developed on a porous wall with heat transfer and various angles of transpiration are analyzed numerically with the proper boundary conditions. The wall functions of the viscous and turbulent sub‐layers for velocity and temperature are modified to allow for the effect of the angle of injection and suction through the porous wall. The finite difference method based on a control volume approach is used for solving the time averaged Navier‐Stokes equations for incompressible flow in conjunction with the standard k‐ε turbulence model equations. A non‐uniform staggered grid arrangement is used. The parameters studied include the suction and injection velocity (V_w) and the angle (α) of the injection and suction. The present numerical results of the normal injection and suction are compared with a known experimental data and a good agreement is obtained. The numerical results also indicate that the characteristics of the turbulent boundary layer such as local friction coefficient and thermal boundary layer thickness are substantially influenced by the velocity and the angle of transpiration.

Following resource-based view, the purpose of this paper is to investigate the effects of three intra-organizational structural elements on supply chain integration (SCI).

Based on data collected from ten countries, this study employs the structural equation modeling method to test the proposed model.

The results demonstrate that teamwork culture is positively related to three dimensions of SCI. Organizational commitment has positive effects on internal and customer integration (CI), whereas it has no significant effect on supplier integration (SI). Human goodness is only positively related to internal integration, but has no significant effect on SI or CI.

This study contributes to both structural elements literature and SCI enabler literature by operationalizing three human-related components of structural elements and empirically investigating relationships between intra-organizational structural elements and SCI.