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Numerous studies have proliferated on the salient role of the subsidiary in multinational enterprise learning and innovative capability building. However, this role has not been considered outside the structural properties of the transnational or integrated network configuration. This paper aims to highlight the role of agency in learning beyond effective configurations.

The research is based on case studies that systematically compare the ways in which parent company knowledge embedded in a transnational and an international structure is transferred to subsidiaries in the European chemical industry.

The paper demonstrates that an international structure can also promote higher levels of learning, despite the absence of learning‐facilitating structural properties, when subsidiaries' orientation to enact acquired knowledge or their “effortful accomplishments” are considered.

The findings point to the significance of agency or adaptation to contexts that require either idiosyncratic or ongoing changes, where structural properties of a multinational enterprise are not conducive to higher levels of learning. In the absence of these structural properties, employees need to be guided to change their recognisable pattern of interdependent actions.

The learning implications of Bartlett and Ghoshal's MNE structures are fine‐tuned with the conceptualization of learning as practice. By adopting an agency‐based understanding of learning, the two aspects of learning are reconciled, i.e. knowledge transfer and the actor's orientation to acquired knowledge for a more refined understanding of the concept within the MNE context.

This investigation provides an understanding of network orchestration as an impersonal, primordial driving force that challenges the view in organizational design that assigns human choice and deliberate intention a central role. The study highlights the importance of emerging strategy and the unintended consequence in bringing about a desirable outcome in MNCs’ efforts to coordinate and integrate globally dispersed capabilities. It is based on a longitudinal action research that embraces a period of transformational change between Vodafone and Ericsson to achieve cash synergies in mobile network operations globally. The findings indicate that enabling knowledge mobility, appropriating knowledge, and fostering network stability contribute to a successful economic performance as interactive, self-governing processes of network orchestration. Accordingly, we conclude that the processes of network orchestration must be understood as driven by choice sets taken while creatively coping with change rather than as primarily choice sets deliberately taken in the sequential pursuit of goals.

The purpose of this paper is to extend the understandingof how family logic is transferred through mundane practices across the subsidiaries of a Japanese multinational corporation (MNC) in different national contexts.

In order to fulfil this purpose, a comparative qualitative case study was adopted with emphasis on actors’ interpretations.

Through qualitative data analysis, three findings and their theoretical significances can be summarised. First, it was found that the constellations of family, market and religion logics were transferred differently. This is significant for Japanese management scholars since it illuminates the importance of actors who perceive the (non-) necessity of logics in a Japanese MNC facing institutional dualities. Second, it was found that the family logic is enacted at different levels and with different boundaries. This is significant for both institutionalists and international business scholars since it highlights the strong influence of language and religion in the transfer of logics from one country to another. Third, it was found that the enactment of the family logic greatly affects the acceptability of Japanese management practices. This is significant for business managers since it further proposes an intimate relationship between Japanese management practices and the meanings attached to the family logic.

The originality of this work stems from an updated comparative qualitative study of the management of a Japanese MNCs’ subsidiaries across different countries, providing in-depth insights for international business, Japanese subsidiary management and institutional logics perspectives.

The paper aims to highlight the extent to which the institutional context of a country can inhibit entrepreneurial activity in clusters.

Case study method employing exploratory survey questionnaire and interviews administered to 78 firms in the Denizli textile cluster in Turkey.

Findings show that Denizli district firms nurture effectively only some of the features of an industrial district, that is flexibility, participative managerial structure and trust. However, there is limited availability of skilled workers, and limited co‐operation in the form of joint projects and investments for innovation owing to the weak institutional context in which these firms are embedded. Although this might be expected to discourage economic benefits, performance, particularly in terms of efficiency and relations with internal and external customers, is perceived to be high by the cluster firms.

It is not adequate to argue that policy makers of developing countries should take particular systems of organizing, such as cluster formation, into consideration for their industrialization efforts. One needs to consider the wider institutional context in which entrepreneurial activity is embedded that can limit the degree to which clusters can stimulate economic development. This has implications for the applicability of a cluster approach to foreign contexts, particularly where global value chain governance is of a quasi‐hierarchical form.

Although district firms can strategize on the basis of their flexibility, trust relations and managerial structures within the confines of a state‐organized institutional environment and a quasi‐hierarchical global value chain, further improvements such as relocation of production and equity participation are needed to meet the global challenge.

This study shows that the institutional make‐up of a country can discourage actors from changing patterns of organizing for innovation. Although a substantial number of studies have been carried out for more than a decade on the internal structure and formation of clusters, these pertain predominantly to operations in developed nations and, by and large, ignore developing countries. The paper argues that clusters may not generate the same economic benefits when embedded in weak, state‐organized institutional settings as when operating in strong collaborative institutional contexts. The study is of value particularly to policy makers.

With a few exceptions, the mainstream literature on learning in multinational enterprises (MNEs) has shown little concern for the transformational nature and the social constitution of learning. This paper aims to address this gap by drawing on Scandinavian institutionalism, social learning perspectives, and comparative institutionalism.

A comparative case study of two subsidiaries of the same MNE was conducted. The subsidiaries received similar practices from headquarters (HQ) but displayed contrasting learning outcomes.

It is shown that learning outcomes differed based on the varying extent to which practices were translated, which depends on the participation of local actors. The difference in participation pattern, in turn, is rooted in differences in the institutional context of the two subsidiaries.

It is recognized that apart from institutional influences, organizational idiosyncrasies may be at work. In addition, the paper briefly considers the extent to which the notion of contrasting forms of capitalism is still useful when comparing the German and British institutional contexts.

The findings highlight the importance of involving employees in the translation of new practices. A challenge for MNEs is that learning of new practices can differ by institutional context. Where enabling institutional conditions are absent, conscious effort may be needed to ensure employee participation.

This paper highlights that MNE practice transfer rests on the translation of the practice content to the local context, and that subsidiary‐level learning processes may be institutionally embedded, thus establishing a link between subsidiary learning and the macro‐level context. As such, this paper both illustrates the value of social learning perspectives and the relevance of the work of institutionalists for understanding MNE learning processes.