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This paper aims to determine the extent of anti-corruption information disclosure in the sustainability reports originating from Gulf countries.

This study utilizes a deeply rooted content analysis technique of corporate sustainability reporting, covering 66 Gulf Cooperation Council (GCC) firms during 2014.

Strengthened by the application of the institutional theory, insight into the results points to a state of limited maturity regarding the disclosure of anti-corruption procedures in the region. More specifically, the results highlight the compliance in the reporting of conduct code, while reporting information on whistleblowing was significantly less in comparison. Firms in Qatar and the UAE ultimately release better informed reports, inclusive of detailed information on internal anti-corruption practices.

The aim of this study is to determine the extent of sustainability reporting in GCC companies under coercive isomorphism concept, with a special interest in the disclosure of anti-corruption practices. Ultimately, addressing the following questions: To what extent the GCC companies disclose their anti-corruption practices in the sustainability reports? What areas of anti-corruption disclosure the GCC is more concerned in their sustainability reports? To what extent do external forces under coercive isomorphism explain the extent of anti-corruption?

The search for competitiveness by family-owned companies has led us to research topics that may help these companies succeed. The management of human capital is undoubtedly one of the keys to success, and the practices of employee development (training, promotion, succession, career planning, mentoring and coaching) help improve the performance of these companies.

This paper is based on studying a sample of 560 family companies and analyzing the relationship between performance of the family businesses and the use of employee development practices. The techniques used were confirmatory factor analysis and structural equation modeling.

The results show that employee development has a direct effect on the indicators of performance in family companies. The authors have developed a series of practical implications for companies that justify investments in and efforts with regard to employee career development.

Family businesses need to understand the development needs of their employees. In addition, the very processes and tasks performed. The authors have developed a number of practical implications for companies that justify the investments and efforts made in employee career development. This work validates the usefulness of the use of certain practices for the development of employees in family businesses, allowing the company to generate human capital to build a competitive position in the market.

The results of this study suggest that family businesses should understand the development needs of their employees and that various practices are available to help detect these needs. Family businesses should see individual development processes as an opportunity to improve the performance of employees, which could avoid conflicts in such businesses (Qiu and Freel, 2020). Companies should develop career and succession plans that enable these changes to be faced throughout the company, ensuring that when handover occurs, the candidates are sufficiently qualified in accordance with their career paths. The present research study shows that coaching is a powerful tool for improving performance. Moreover, mentoring appears to be an important part of employee development. For this reason, mentoring programs should be formally planned with designated objectives. In addition, family businesses should provide employees with real opportunities for promotion and the development of their skills and abilities, which is a way to retain nonfamily professionals (Ramankutty and Pujar, 2017).

Family businesses are a very important part of the productive activity of a country and their continuity is necessary to maintain employment and income. The management of people in family businesses is a key aspect for their success, therefore knowing the key aspects for the development of human capital will have a positive influence on maintaining employment and income.

This paper addresses the study of people development processes in family businesses and proves its usefulness to improve performance, considering the formal planning of succession processes and professional careers, providing qualifications to candidates and ensuring that they are show satisfaction with their professional evolution in the company. Likewise, it is positive for family businesses to use coaching relationships, formally scheduled and employing a coach from abroad. The other tool that will favor the development of employees is mentoring, formally programmed, establishing objectives and properly studying the mentor's profile. For this tool to be applied successfully, it is necessary to get the participants to commit to the mentoring process. Finally, the organization must provide its employees with real opportunities to promote, training them and developing their skills.

This chapter addresses the related questions of how to assess housing redevelopment and what constitutes a successful redevelopment project, based on the HOPE VI transformation of Boston’s Orchard Park from one of the city’s most notorious, crime-ridden public housing projects into a mixed-income community that remained overwhelmingly composed of low-income residents.

The analysis is based on a unique set of interviews with a sample of residents before and after housing redevelopment occurred. In addition, we draw upon interviews with housing authority staff, official agency file documents, and archival materials.

We find increased residential satisfaction after redevelopment but lingering concerns about safety and security despite marked declines in crime. Although the redevelopment process displaced some households, residents attributed improvements in living conditions to changes in tenant composition prompted by the housing transformation.

The results suggest an alternative model of public housing redevelopment that accommodates a majority of poor, subsidized households with some displacement. Still, loss of housing units, tenant selection, and social problems complicate notions of successful redevelopment.

This chapter contributes to the literature by showing how some low-income families may benefit from housing displacement induced by the redevelopment process. We analyze an overlooked but frequently implemented approach to housing redevelopment under the HOPE VI program to keep the majority of redeveloped units for low-income residents. It is the only study of which we are aware that has collected public housing resident opinions both before and after HOPE VI redevelopment occurred.

The purpose of this paper is to investigate the influence of temporal construal theory on entrepreneurial intention models using a three-country study. Inclusion of temporal construal theory in intent models would suggest path dependent influence on intent, and more specifically, that intent may be subdivided into temporally based categories, broadly codified as short-term and long-term intent.

A quasi-experimental study of 1,046 university students in business and engineering from the USA, Mexico, and Spain was conducted. A temporal construal model of intent is proposed, including measures of short-term and long-term intent. Entrepreneurial self-efficacy (ESE), part of the perceived behavioral control in the theory of planned behavior, is utilized to structure the model antecedents.

The results suggest the existence of differences in individual entrepreneurial intent measures depending on the individual’s perception of when the entrepreneurial event is anticipated to occur in their lives. Utilizing an ESE construct, the authors demonstrated that short-term entrepreneurial intent significantly mediates the effect of ESE on long-term entrepreneurial intent. Furthermore, the results identify a mediating model that does not depend on regional country differences, thus supporting the generalizability of the findings.

The paper bridges temporal construal theory and entrepreneurial intentions to qualify the path dependent effects of this psychological phenomena and its impact on identifying nascent entrepreneurs. The multi-country results indicate the ability to generalize the findings into a more complete theoretical model of entrepreneurial intention and suggests potential improvements in predictive models that currently use single or averaged measures of entrepreneurial intent.

Optimal application and commitment toward financial management practices enhance organization performance. This study aims to assess the influence of financial management practices on organizational performance of small- and medium-scale enterprises.

Data were collected from 45 small-sized and 72 medium-sized firms. Data supported the hypothesized relationships. Construct reliability and validity were established through confirmatory factor analysis. The conceptual model and hypotheses were evaluated by using structural equation modeling.

The results indicate that working capital significantly influenced organizational performance. Capital budget management significantly influenced organizational performance. A non-significant influence of asset management on organizational performance was observed.

The generalizability of the findings will be constrained due to the research’s SMEs focus and cross-sectional data.

The study’s findings will serve as valuable pointers for stakeholders and decision-makers of SMEs in the development of well-articulated and proactive financial management systems to ensure competitiveness, sustainability, viability and financial competences.

The study adds to the corpus of literature by evidencing empirically that financial management practices significantly influenced SMEs’ performance.

This paper explores the collaborative dynamics and dimensions within a virtual multi-cultural and interdisciplinary workplace. The study focusses on the use of online communication technologies to enhance social inclusion and networking within academia.

This study uses an autoethnographic approach to draw on the personal experiences of a team of four scholars, including three early-career researchers and a senior scholar. Their reflections on their academic positionality and the institutional constraints reveal both the strengths and vulnerabilities of collaborating in a virtual workplace.

The findings offer insights into the complexities of navigating social dynamics, such as delegating responsibilities, organising meetings across various time zones and encouraging continuous collaboration, inclusivity and effective communication during an extensive timeline. As a result, their experiences revealed that a virtual workplace culture with similar and different attributes to a “normal” workplace emerged.

The paper demonstrates how to create an effective and inclusive virtual workplace by exemplifying best practices in academia and providing practical guidance for individuals and institutions based on honest, co-produced autoethnographic reflections of the authors’ lived experiences.