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The main purpose of this study was to examine which job resources are most valuable for research productivity, depending on varying teaching demands.

Data was collected from 324 management faculty at research, balanced and teaching (i.e. respectively low-, moderate- and high-teaching demands) public universities in the United States.

Results showed that no single job resource predicted research productivity across all three types of schools. At research schools (i.e. low-teaching demands), productivity was positively associated with job resources including summer compensation, level of protection for untenured faculty and number of research assistant hours, while negatively associated with travel funding. At balanced schools (i.e. moderate-teaching demands), research output was positively associated with time allocated to research, grant money, travel funding and conference attendance, while negatively associated with amount of consulting hours. At teaching schools (i.e. high-teaching demands), the only significant resource was time allocated to research.

This paper can help management faculty and business school leaders understand what resources are most appropriate given the teaching demands associated with the specific institution, and by further helping these institutions attract and retain the best possible faculty.

This study extends prior work on academic research performance by identifying resources that can help faculty publish given different levels of teaching demands. This is important as teaching demands tend to be relatively stable within an institution, while they can vary greatly across types of institutions.

It has been known for some time that job stress has a wide‐ranging, negative impact on employees. It has also been known that providing employees with autonomy and/or control over their work environment reduces the deleterious consequences of job stress. The purpose of this study is to examine whether control in the form of flex‐time (i.e. allowing employees to create their own work schedules) moderates the impact of stress on intrinsic and extrinsic motivation among Russian, Canadian, and Israeli Arab employees (n=933).

Archival data that was obtained from employees (n=933) residing in three different nations was analysed via hierarchical moderated multiple regression.

In relation to extrinsic motivation, a significant interaction was observed between job stress, flex‐time, and country of residence. Although flex‐time and country of residence were significant predictors of intrinsic motivation, no significant interactions were observed.

This is one of few papers to examine flex‐time from an international perspective. In terms of value, human resource managers are made aware that the impacts of flex‐time on employees' motivation depends, in part, on the nation in which they are employed.

While previous strategy research has provided significant attention to resource slack and its important roles in firm performance, particularly through strategic agility and flexibility in responding to environmental conditions, the majority of such theory and empirical work was developed for large business contexts. Therefore, the understanding of the relative contributions of absorbed and potential slack, particularly for resource-constrained small businesses, remains largely under theorized and unexamined. As many small businesses often face internal resource limitations, the ability to access external resources, in addition to internal resources, is likely significant, for firm performance, especially when small firms face high economic uncertainty. The paper aims to discuss these issues.

In this paper the authors utilize a data set from National Federation of Independent Business on small business economic trends. The sample consists of approximately 13,000 US-based small and medium businesses.

The findings highlight the importance of resource slack in firm performance offering general support for the applicability of classic management theories to the small business context. Environmental hostility and competitive intensity appear to positively moderate the observed relationship between both absorbed and potential resource slack and performance, but in different ways. Environmental hostility positively moderates the relationship between potential slack and firm performance, while competitive intensity positively moderates the relationship between absorbed slack and firm performance.

Because most classic theories in strategic management were only theorized for, and examined through, large organizations, entrepreneurship research should consider these potential limitations and carefully consider factors differing between large and small firms.

Business owners and managers should be aware that not all types of slack have equal performance implications. Absorbed slack is extremely valuable in highly competitive situation. Therefore, business owners should develop plans to recover absorbed slack during highly competitive situations as a defensive strategy. One the other hand, potential slack forces more accountability, which lowers the possibility of small firms using it to engage in price wars, but it is extremely valuable during worsening economic conditions.

In this paper the authors separate absorbed slack from potential slack conceptually and then test their individual effects on firm performance. Through this study, the authors establish boundary conditions for the important role of resource slack on performance through the moderating roles of environmental hostility and competitive intensity.

There is little doubt that the explosive growth of the cyberspace has provided a wealth of opportunities for a broad range of legal and illegal enterprises. One of the characteristics of the cyberspace is that it removes many barriers (e.g. geographical, accessing potential customers, cost of entry) from the path of savvy entrepreneurs. As such, a new particular brand of entrepreneurs has been born – these are entrepreneurs working at the limits of legality or plainly outside any legal frameworks. The purpose of this work is to explore the area of illegal cyber-entrepreneurship and to illustrate some of the factors that have contributed to its explosive growth over the last two decades.

The work is utilising case studies drawn from literature and news sources to illustrate the theoretical concepts that are being explored. The literature consulted in this work supports the discussion around the areas of entrepreneurship, cyberspace and various aspects related to illegal exploitation of the cyberspace.

The positioning of illegal enterprises within existing theoretical frameworks is explored and a modelling of the characteristics of such enterprises is being proposed. The duality of the opportunities available within the cyberspace is illustrated, with an emphasis on the fact that there will always be a ‘gap’ between the opportunities offered by the cyberspace and the possible illegal nature of some of the entrepreneurial activities that are taking place in this space.

This work explores and positions the illegal entrepreneurial activities taking place in the cyberspace. This contributes to the advancement of knowledge in this area. Given the fast moving nature of this area, there are opportunities for updating this work on a regular basis.

The purpose of this article is to introduce the special issue which considers the impact that the global world has had on the profession of HRM.

In June 2009, the International Human Resource Management Conference was held in Santa Fe, New Mexico, USA. Various IHRM papers were presented, and of these, many were subjected to a second round of reviews for this special issue. This special issue is made up of the best papers.

The article highlights that as IHRM has emerged as an academic discipline, a variety of debates and issues have come to dominate the literature. For practitioners, a long‐standing issue has been the delineation of specific practices to be used in the management of people within international organizations. Over time, practices have emerged, and texts today can readily be found that represent such practices for those working in MNCs as HR managers.

A number of concerns about HRM are raised in this issue, most of which are addressed by the papers chosen.

The purpose of this paper is to investigate the way in which film can introduce jazz to a wider audience.

This study applies the method of subjective personal introspection (SPI) to the area of film and music consumption. The paper reports on insights provided by two researchers through using SPI to investigate their relationships to film and jazz music. In so doing, the paper adopts a Bourdieuian frame in applying a reflexive methodological approach and considering the role of cultural and symbolic capital in influencing these consumption practices.

This paper found that aside from the recognition problem facing jazz, episodes of sublimation may prevent potential audiences from increasing consumption of jazz music.

In common with all SPI studies, the focus of the research is very narrow. While the indepth insight provided here is of use to scholars of arts consumption, further research should explore the prevalence of sublimination in arts communities in order to extend this further.

This study moves our understanding of why consumers may not develop their consumption relationship with jazz music. The findings can be used by jazz professionals in addressing ways in which consumers may overcome their lack of cultural capital and the emphasis placed on this by the wider jazz consumption community.

The paper investigates issues of inclusion and exclusion which should have wider social relevance.

The paper addresses the issue of participation in the arts and should be of value to academics and arts marketing practitioners alike.

The purpose of this conceptual paper is to illuminate the problems that are associated with defining and identifying talent and to discuss the development of talent as a contributor to employability.

The world of work is characterised by new and rapidly changing demands. Talent management has recently been the target of increasing interest and is considered to be a method by which organisations can meet the demands that are associated with increased complexity. Previous studies have often focused on the management of talent, but the issue of what exactly should be managed has generally been neglected. In this paper, the authors focus on discussing the substance of talent and the problems associated with identifying talent by using the following closely related concepts: employability, knowledge, and competence.

Employability is central to employee performance and organisational success. Individual employability includes general meta‐competence and context‐bound competence that is related to a specific profession and organisation. The concept of employability is wider than that of talent, but the possession of talent is critical to being employable. In this paper, the authors suggest a model in which talent includes individual, institutional, and organisational‐social dimensions.

The illumination of different meanings of talent management and the substance of talent is crucial to the practical implication of central human resource development practices, such as training and development.

The paper shows that clarification of the conceptual boundaries and the presentation of a typology that is relevant to the understanding of talent are central to the creation of valid talent management systems that aim to define and develop talent.