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In this chapter, we focus on expatriate CEOs who are assigned by the parent company to work in a subsidiary and compare them to those who themselves have initiated to work abroad as CEOs. Since we do not know much about these individuals, we direct our attention to: (1) who they are (demographics), (2) what they are like (personality), and (3) how they perform (job performance).

Data was sought from 93 assigned expatriate CEOs and 94 self-initiated expatriate CEOs in China.

Our findings demonstrate that in terms of demography, self-initiated CEOs were more experienced than assigned CEOs. With regard to personality, we found difference in self-control and dispositional anger: Assigned expatriate CEOs had more self-control and less angry temperament than their self-initiated counterparts. Finally, we found assigned expatriate CEOs to rate their job performance higher than self-initiated CEOs.

Although there may not always be immediate benefits, career consideration often plays a role when individuals choose whether to become an expatriate. For many years, organizations have used expatriation to develop talented managers for high-level positions in the home country. Recently, however, a new trend has emerged. Talented top managers are no longer expatriated only from within parent companies to subsidiaries. Self-initiated expatriates with no prior affiliation in the parent company are increasingly used to fill top management positions in subsidiaries.

The purpose of this paper is to present results from the EC funded project SHIFT (Smart High Integration Flex Technologies) on the embedding in and the assembly on flex substrates of ultrathin chips.

Methods to embed chips in flex include flip‐chip assembly and subsequent lamination, or the construction of a separate ultra‐thin chip package (UTCP) using spin‐on polyimides and thin‐film metallisation technology. Thinning and separation of the chips is done using a “dicing‐by‐thinning” method.

The feasibility of both chip embedding methods has been demonstrated, as well as that of the chip thinning method. Lamination of four layers of flex with ultrathin chips could be achieved without chip breakage. The UTCP technology results in a 60 μm package where also the 20 μm thick chip is bendable.

Further development work includes reliability testing, embedding of the UTCP in conventional flex, and construction of functional demonstrators using the developed technologies.

Thinning down silicon chips to thicknesses of 25 μm and lower is an innovative technology, as well as assembly and embedding of these chips in flexible substrates.

This paper aims to make sense of the social enterprise in a frame of social procurement and conceptualise it as a provider of public welfare based on bibliometric material. Comprehensively, it contributes to developments in social procurement, which has received limited attention.

Scoping literature from Web of Science and using bibliometric methods, the paper identifies and qualitatively explores the literary intersections between social enterprise and social procurement.

Of the 183 articles, four literary clusters are revealed illustrating scholarly intersections and a detailed exploration of social enterprise as a public provider. The alignment and themes of the clusters further indicate the application of, and role played by, social enterprise in social procurement. Collectively, they reveal the dominance of social enterprise in this dyadic relationship and a minor undertaking of research in social procurement.

This “sense-making” groundwork forms a foundational step in developing our understanding of procurements through social enterprises. Furthermore, a positioning and conceptualisation of social enterprise accredits their utility and applicability in delivering public benefits. In this way, the paper informs and supports scholarly and practice-based interest into social enterprises for the delivery of public services.

The paper presents the first bibliometric conceptualisation of social enterprise in relation to social procurement and offers detailed insights through the bibliometric clusters. Furthermore, the paper contributes to the underdeveloped social dimension of procurement and bridges the gap between two distinct fields of scholarship: public management and administration and social entrepreneurship.

This study examines the discursive accounts of civil society in a rural English village to understand what these reveal about contemporary political discourses. It employs a critical discourse analysis of the conversational interactions of Ambridge residents. The sample comprised all recorded conversations referencing charities, volunteering and civic action drawn from the two-week period corresponding with the change in UK Prime Minister (July 2019). Using three analytical tools derived from extant theory, it considers the salient political ideology underpinning these social interactions. These tools are illustrated with earlier examples of individual civil activities such as the oat-based civil disobedience of a respected older resident. This analysis scrutinises the philanthropic nature of Peggy Woolley's Ambridge Conservation Trust. The fraught process of village fete planning is cited as exemplifying conventional decision-making mechanisms. Problems of staffing a community shop are considered in the light of an increasing political reliance on community volunteers replacing paid staff. Thus, the relative impact of Thatcher, Blair, Cameron and May are considered in exchanges between Ambridge residents from Lynda and Robert Snell to Jazzer McCreery and Jill Archer. The aim is to explore what Ambridge's civil society tells us about Boris Johnson's Britain.

Negative disclosure tone in 10-K annual reports has economic consequences, yet relatively little is known about how it is generated. Boards of directors play an important governance role with respect to mandatory disclosures and personally sign off on Form 10-K, leading us to expect directors to influence financial reporting narratives. This study investigates whether the negative tone of firms' narrative annual report disclosures is associated with the human and social capital of its board of directors.

Multivariate regression analyses of negative disclosure tone (Loughran and McDonald, 2011) on board members' average age, gender, education, financial expertise and turnover is performed. A host of supplemental tests to corroborate our primary analysis, including using Sarbanes-Oxley's financial expert mandate as an exogenous shock to board composition, impact threshold for a confounding variable, placebo analysis, portfolio tests of more and less negative disclosing firms and portfolio tests of “loud” versus “quiet” boards are conducted.

Evidence that directors' gender, education, financial expertise and board turnover are associated with more negative disclosure tone, while directors' age is associated with less negative disclosure tone is found. The study also looked within the board to differentiate whether these findings are driven by characteristics of inside directors or outside directors serving on the audit committee, or both, as these are the specific groups of directors we would expect to play a role in disclosure. It was found that negative disclosure tone is associated with a lower bid-ask spread, so this study interpreted more negative tone as containing more descriptive information.

This study helps decode the “black box” of annual report disclosure tone, which Loughran and McDonald (2011) show has important economic implications. The results help inform stakeholders such as policymakers, executives and capital market participants as to how board member traits are associated with disclosure. The findings are particularly important as this study bears witness to the increasing prominence of gender/diversity mandates (e.g. Israel, Norway, California) and financial expertise mandates (e.g. Sarbanes-Oxley).

Constant changes in the environment seem to have become the biggest challenge of a modern enterprise, which emphasizes the constant need to integrate the enterprise into its changing environment. Aiming at eliminating the integration challenges, EA is proposed as a solution. The purpose of this paper is to survey and analyse the available literature on determining the role of EA in EI and also to identify gaps and state-of-the-art in research.

This paper presents a systematic mapping study that found 50 papers in the intersection of EA and EI, these papers were surveyed, analysed, and classified with respect to research focus, research method, and paper type.

Based on the analyses of the final 50 articles, the authors realized that “EA framework” is the dominating research focus of these studies. “Evaluation research” is recognized as the most common paper type in this area. However, “Experience paper” was a rare paper type in this research domain. “Constructive research” and “Case study/multiple case studies” are widely applied as the research method. “Survey”, “Delphi study” and “Grounded theory” are the least employed research methods. The conclusion was that there is a need for empirical research in this area. After analysing the articles based on their publication year, the authors also noticed a significant growth between 2004 and 2010. After 2010 the number of publications had a downward trend.

To the knowledge of the authors, this study is the first systematic literature study regarding the role of EA in EI. There are several systematic literature reviews about the EA or EI separately but none of them has addressed the specific realm of the research. Hence, the goal of this study is to provide a map of existing literature to enable improvement of the practice with the known research results and to identify gaps for future research.

The purpose of this study is to investigate the link between top management team (TMT) gender diversity and firm risk-taking in hospitality companies. The study also links female leadership to risk-taking. Finally, this study examines the moderating effects of TMT incentive pay and TMT age on the relationship between TMT gender diversity and firm risk-taking.

This study uses an unbalanced data set of 81 hospitality firms and 888 firm-year observations over the period of 1992–2020. The study uses fixed-effects regression estimation for primary analyses and addresses potential endogeneity concerns via two-stage least square regression with firm fixed-effects instrumental variable regression. Risk-taking is measured by total firm risk (i.e. the annualized volatility of daily stock returns). Main results are supported with alternative measures of firm risk and estimation methods.

The study finds that increasing TMT gender diversity leads to a reduction in firm risk-taking in the hospitality industry. Moreover, the study finds that hospitality firms led by a female CEO experience lower firm risk compared to firms led by a male CEO. Finally, the study finds evidence that the relationship between TMT gender diversity and firm risk is contingent on the level of incentive pay awarded to TMT members and the age of TMT members. Increasing incentive pay and aging executive teams decrease the risk reduction effect of TMT gender diversity.

The findings of this study recommend that firm risk-taking in the hospitality industry is related to gender diversity in TMTs. Hence, the board of directors should pay attention to gender composition for executive positions for risk management. Moreover, the results also suggest that care should be exercised when using incentive pay to align the interests of managers and shareholders. Finally, the board of directors needs to consider both gender diversity and age of the TMT members for TMT composition to manage executives’ risk-taking behavior.

This study fills a research gap in the hospitality literature by providing empirical evidence for the link between TMT gender diversity and firm risk-taking. Additionally, the study introduces incentive pay and age of TMT as contingency factors for the link between TMT gender diversity and firm risk-taking.

While concentration of population in urban areas continues, limited contact with ecological dynamics undermines awareness on human dependence on ecosystems. However, demands on ecosystems have never been higher than in today's urbanized planet, and cities make major contributions to global environmental problems. Enhancing green and blue infrastructure (GBI) in cities can reduce the ecological footprints of cities, while enhancing urban resilience and quality of life for their inhabitants. Urban GBIs provide multiple benefits to people in the form of ecosystem services (ES) and hold potential for providing nature-based solutions (NBS) to address urban challenges.

To adequately evaluate the ES provided by GBI, researchers have recently advocated integrated valuations. Integrated valuations aim at overcoming the limitations of the traditional single discipline and narrow approaches, by considering the multiple ways in which humans benefit from nature across the economic social and cultural domains.

In this chapter, we present examples of integrated valuations of ES in two Spanish cities, Barcelona and Bilbao. Both examples combine different valuation techniques and metrics, both monetary and nonmonetary, to account for the ES provided by urban GBIs and to assess their potential as NBS.

Our case examples show that urban GBIs provide many valuable benefits to urban dwellers. One of the clearest outcomes from these infrastructures is cultural ES, especially the multiple recreation and leisure opportunities they provide, which in turn has a remarkable positive effect on human health and well-being.

This study aims to examine the effects of firm performance on chief executive officer (CEO) turnover and the moderating role of CEO attributes on the firm performance–CEO turnover relationship.

Probit regressions were used to examine the relationship between various CEO attributes and CEO turnover and the moderation effect of firm performance on the CEO attributes–CEO turnover relationship. The sample comprises firms from the FTSE 350 Index covering the period 1999–2018.

The results indicate that firm performance negatively and significantly impacts CEO turnover. Further analysis reveals that selected CEO attributes, namely, CEO internal experience, CEO network size and CEO age, moderate the relationship between firm performance and CEO turnover. Specifically, CEO internal experience and performance combine to reduce the likelihood of CEO turnover. However, CEO network size and age when combined with firm performance increase the likelihood of CEO turnover.

The results imply that boards should pay more attention to CEO attributes in their decisions to hire and fire executive managers as these factors may affect a wide variety of firm outcomes.

This paper makes key contributions to the CEO turnover and corporate governance literature by providing evidence of key factors other than performance that can affect the CEO dismissal decision. Specifically, this study shows that CEO attributes such as CEO internal experience, CEO networks and CEO age far outweigh the importance of performance as a factor influencing CEO turnover decisions.