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Institutional economics at the societal level focuses on the examination of interpersonal and impersonal economic, political and social institutions within a given polity and how such institutions might change and evolve over time. Such examination is critical to both international business scholars and practitioners if they are to successfully navigate variations in the rules of the game in international trade and commerce. Whilst institutional economics offers an immense body of literature on institutions, it offers surprisingly few theoretical or conceptual tools for empirical analysis. This chapter discusses five extant frameworks and proposes an ontological theoretical framework developed from interdisciplinary sources to underpin extant frameworks and thereby guide international business researchers in designing more effective research instruments for examining institutional change across and between cultures.

Jagdish N. Bhagwati is professor of economics and law at Columbia University and one of the most prolific scholars on globalization. He has a BA in economics from Cambridge and a PhD in economics from the Massachusetts Institute of Technology. He has served as an external advisor to the director general of the World Trade Organization, as a special policy advisor on globalization to the United Nations, and as an economics policy advisor to the director general of the General Agreement on Tariffs and Trade. Before moving to Columbia University he was professor at the Massachusetts Institute of Technology. Professor Bhagwati currently serves on the Academic Advisory Board of Human Rights Watch (Asia) and on the board of scholars of the Centre for Civil Society. He is senior fellow of the Council on Foreign Relations.

Employment rates fell dramatically between March and April 2020 as the initial shock of the COVID-19 pandemic reverberated through the US labor market. This paper uses data from the CPS Basic Monthly Files to document that the employment decline was particularly severe for immigrants. Historically, immigrant men are more likely to work than native men. The pandemic-related labor market shock eliminated the immigrant employment advantage. After this initial precipitous drop, however, the employment recovery through June 2021 was much stronger for immigrants, and particularly for undocumented immigrants. The steep drop in immigrant employment at the start of the pandemic occurred partly because immigrants were less likely to work in jobs that could be performed remotely and suffered disproportionate employment losses as only workers with remotable skills were able to continue working from home. The stronger employment recovery of undocumented immigrants, relative to that experienced by natives or legal immigrants, is mostly explained by the fact that undocumented workers were not eligible for the generous unemployment insurance (UI) benefits offered to workers during the pandemic.

Self-regulation does not only play a pivotal role in coping with job demands and major life events, but also shapes personality development in a way that builds protective resilience, integrative abilities in holistic processing of negative and positive experiences, and autonomous functioning. Therefore, in facing setbacks and failures, intrapsychic self-regulatory mechanisms determine recovery and learning processes, in order to stabilize well-being and ensure psychological functioning. In the present chapter, the author will focus on such self-regulatory mechanisms, which influence coping processes after experiences of failure and setbacks at work. In doing so, the author draw from the Personality–System–Interaction Theory, which provides in-depth insights into different motivational and volitional processes of self-regulation. Firstly, the author elaborates on inter-individual differences in self-regulation, which can be conceptually distinguished into action and state orientation. Whereas state orientation impedes effective coping with setbacks and failures, action orientation enables building resilience and goal-focused self-regulation, especially when employees are confronted with setback experiences. Secondly, the present chapter involves findings on recovery processes and mindsets, which are relevant for the theoretical understanding about the impact of setbacks and failures on employees’ psychological functioning. Thirdly, the author discusses affect modulation as a specific form of self-regulation, which allows for reducing negative affects and increasing positive affects, in order to facilitate holistic and integrative processing of setback experiences. Finally, proceeding from insights into how employees can overcome setback experiences and learn from failure, The author will provide practical implications for human resource management, training, and leadership.

Crisis management has developed as an established field of scholarly research in tourism over the last three decades. More recently, the concept of resilience has emerged within this body of literature as a longer-term planning process. However, important knowledge gaps remain, especially with regards to the strategic responses of small tourism businesses in destinations prone to repeated crises.

This chapter reviews the literature related to crisis management and resilience in tourism.

Key knowledge gaps are outlined and discussed in the context of tourism research related to crisis management and resilience, with a specific emphasis on research related to small tourism businesses.

Although crisis management and resilience are fields of research that continue to generate a considerable amount of scholarly enquiry in tourism, particularly with studies related to the impacts of terrorism on tourism destinations and, more recently, the short- and longer-term impacts of the COVID-19 pandemic on tourism, there is very little research related to the role of small tourism businesses in this context, in spite of their key role in the tourism system of destinations around the world.

This chapter aims to examine the ways coaching and mentoring are currently leveraged to deliver leadership development in higher education institutions. By exploring the variety of coaching and mentoring approaches and their deployment at different levels and across different institutions we are able to indicate opportunities for further enhancing leadership development in the sector through coaching and mentoring. The chapter examines peer-reviewed articles, sector reports and insights from key informants crafted into mini case studies. Mentoring emerges as a default approach to leadership development, in particular at early career stages and where inclusivity and diversity feature as part of leadership development programmes. Coaching is evident at the senior levels and offers a wider range of individual leader, senior team and organisational leadership development opportunities. Our cases highlight the range of responses and sophistication of coaching approaches and practices, from the highly embedded to other more piecemeal examples. The findings emphasise the importance of empirical research in this area to better understand and inform the sector of the wider benefits and opportunities of coaching and mentoring in supporting leadership development. Opportunities to support greater inclusivity and diversity in leadership should consider coaching approaches and practices too. This exploration of coaching and mentoring identifies why shifts towards coaching may be evident. It challenges those in the sector – researchers, people management and organisational developers, as well as senior leaders – to adopt more integrated and embedded coaching and mentoring initiatives to support the sector in addressing its current challenges.