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The authors investigate conditions that drive innovation performance in foreign-owned subsidiaries. The authors study five variables affecting innovation performance: organizational agility and digital capabilities as the main drivers and competencies and embeddedness in internal and external networks as complementary antecedents of innovation.

The authors draw on the neo-configurational perspective and apply fuzzy set qualitative comparative analysis (fsQCA) to empirically test survey data from subsidiaries located in the emerging economies of Thailand and Vietnam.

While the authors find no single condition on its own determining innovation performance, the authors do find that in concert they form four configurations of high innovation performance. The results indicate that all configurations contain competencies, as well as that subsidiaries should prioritize between internal and external networks to complement agility, digital capabilities, to achieve high innovation performance. The authors also reveal intriguing contextual differences in the innovation performance configurations between the two host countries.

By incorporating causal complexity as well as substitutability and complementarity of innovation drivers, the authors extend the current understanding of subsidiary innovation performance outcomes.

This paper sets out in the context of three strands of knowledge; disaster management, strategic management and project management and builds upon the authors’ (2009) theory for the delivery of post-disaster reconstruction (PDR) projects. With the expected increase in the magnitude and frequency of natural disasters in coming years, more people than ever will be faced with PDR scenarios. In many cases, non-government organisations (NGOs) are in a position to make interventions to improve conditions for people facing the impacts of disasters and it is essential that responding agencies deploy appropriate configurations of competencies to mitigate project barriers. Using a mixed-methods approach, a study incorporated four case studies in post-tsunami Sri Lanka and four case studies in post-cyclone Sidr Bangladesh. Exploratory interviews with expert NGO participants were combined with direct observations and the collection of quantitative survey data. The mechanisms and phenomena observed within the case studies contributed to the development of a conceptual theoretical framework. The study reveals that NGOs face barriers in seven key areas and that they must deploy certain configurations of organisational and operational competencies in order to effectively develop and implement strategies to address these barriers. The theoretical framework demonstrates how the utilisation of these competencies, deployed in targeted clusters, has the potential to create positive outcomes for beneficiaries as measured by PDR Project Success Indicators (PDRPSIs). If dynamic tools can be developed that effectively model competency and predict success, all organisations involved in disaster response and recovery could benefit. In addition, the knowledge is highly transferable to other sectors and environments.

This study aims to contrast the disparities in optimal competitiveness configurations across international economies. Additionally, we analyse the competitive efficiency across firms of different performance endowments to identify distinctions and determine whether standardised or customised competitiveness configurations are optimal.

This study uses a multilevel regression model to confirm country-specific effects followed by a non-parametric “Benefit-of-the-Doubt” (BoD) method to conduct an international comparison of the competitive efficiency of top- and poor-performing firms across eight European and Latin American economies.

Not only are national ecosystems significant differentiators of competitive efficiency, but contras firm-level characteristics also explain these differences. It is found that more recent start-ups tend to experience significantly greater competitive efficiency. However, by separating the top-performing firms from the poor performers in each economy, it is found that the configurational outputs that potentially contribute most to competitive efficiency are not necessarily the same; while “technology” is a key factor for driving the competitive efficiency of top-performing firms, “market” drivers are most essential for improving the competitive potential of poor performers.

The configurational outputs that potentially contribute most to competitive efficiency are not necessarily universal.

The analysis of the interconnectedness between resources and capabilities, and the way businesses use them as competitive weapons is a central element of the strategic management literature. Finding the appropriate configuration of competitive pillars is particularly relevant for resource-constrained small businesses. Drawing on the resource-based view and the configuration theory, this study evaluates the effect of both competitiveness and the configuration of the competitiveness system on performance.

An index methodology based on the configuration theory was used to compute the competitiveness index on a unique sample of 625 Hungarian small- and medium-sized firms. The study hypotheses were tested via regression analysis.

Results show that the impact of competitiveness-enhancing strategies is conditional on the configuration of the system of competencies. Low-competitive businesses benefit more from investments in the weakest competitive pillar, while strategies oriented to improve more than one competitive pillar yield higher competitiveness improvements among high-competitive businesses. Our findings also indicate that competitiveness positively impacts performance, and that the exploitation of competitive strengths leads to superior results among high-competitive businesses.

By employing an index methodology, our analysis contributes to unveil how competitiveness impact business performance. The proposed analysis has value for scholars and strategy makers by showing how the configuration of the business' competitive system—in terms of competitive strengths and weaknesses—conditions the generally positive impact of competitiveness enhancing actions linked to the acquisition or development of resources and capabilities.

Environmental volatility is a central construct in strategy studies. This paper argues that three factors confound the literature on volatility: asymmetry in conceptualization, asymmetry in operationalization, and lack of attention to level of analysis. These limitations inhibit the development of the concept and make much of the research on volatility non‐additive. However, environments do matter and to make better sense of it we need a meta‐conceptualization. To do this, the paper presents a process‐based resources‐oriented view of volatility that argues that the volatility experienced by the firm is largely a function of the resources it has available to meet the demands made of it. It is proposed that volatility originates from four basic resource configurations: managerial‐human resources configuration, physical resources‐conversion configuration, intangible resources configuration, and positional configuration. Propositions consistent with prior theories and incorporating the new resources‐oriented viewpoint are presented and discussed.

This paper aims to contribute to the understanding of the concept of “global management competencies”.

An extensive review of most of the relevant literature on global management competencies was done. By investigating four constructs, i.e. the global mindset, cross‐cultural competence, intercultural sensitivity and cultural intelligence, all related to “global management competencies” the authors made an in‐depth investigation of the contributing organizational behaviour components, the knowledge, skills, abilities, and other personality characteristics (the KSAOs), useful for a construct of global management competencies.

A configuration of the above components as an integrative model was developed. This model could serve as the basis for the development of measurement instruments.

The construct of global management competencies, albeit with different labels and in different disguise, has received a lot of attention in the last two decades but has not been conceptualised satisfactorily. This article is an attempt to do so.

This monograph reports on the strategic and operational roles of learning and development (L&D) professionals in Irish, UK European and US organisations including multinational corporations, small to medium enterprises, the public sector and not for profit organisations. This paper aims to investigate the contextual factors influencing L&D roles in organisations, the strategic and operational roles that L&D professionals play in organisations, the competencies and career trajectories of L&D professionals, the perceptions of multiple internal stakeholders of the effectiveness of L&D roles and the relationships between context, L&D roles, competencies/expertise and perceived organisational effectiveness.

The study findings are based on the use of multiple methods. The authors gathered data from executives, senior managers, line managers, employee and L&D professionals using multiple methods: a survey (n = 440), Delphi study (n = 125) and semi-structured interviews (n = 30).

The analysis revealed that L&D professionals increasingly respond to a multiplicity of external and internal contextual influences and internal stakeholders perceived the effectiveness of L&D professionals differently with significant gaps in perceptions of what L&D contributes to organisational effectiveness. L&D professionals perform both strategic and operational roles in organisations and they progress through four career levels. Each L&D role and career level requires a distinct and unique set of foundational competencies and L&D expertise. The authors found that different contextual predictors were important in explaining the perceived effectiveness of L&D roles and the importance attached to different foundational competencies and areas of L&D expertise.

This is one of the few studies to have investigated the L&D professional role in organisations from the perspective of multiple stakeholders using multiple research methods.

The understanding of competency development has changed to learning toward a higher degree of self-organization of the learning process. This shift leads to increased requirements on the communication processes of employees and superiors. It is postulated that the coordination between self-organization and external organization is deficient, so competency development activities often do not lead to the desired outcomes. An empirical study was undertaken in which a total of 106 companies were involved. The study investigated various expectations surrounding self-organization and external organization in large companies as opposed to SME, together with the conditions under which self-organization and external organization occur in these companies. The empirical study comes to the conclusion that large enterprises emphasize the central role of HR development for the innovation capacity of an organization more than SME. There are also different ways of combination of self- and external organization of competency development depending on the enterprise size. In contrast to the given assumption, it could not be identified that managers as HR developers can improve the success of competency development.

The purpose of this paper is to introduce the special issue which aims to provide a better understanding of the extent of regional polarization across different economic sectors and its impact on the business environment and strategies of firms in Latin America.

This paper introduces the topic of regional polarization, summarizes the findings from the articles in this special issue, and offers directions for future research.

The macro studies showed that polarization has impacted the agricultural and sector contributions to economic growth, FDI and remittance flows to the region, and created different competitive business environments in the Brazil and Mexico-led clusters. On the other hand, these studies show uniformity in the contribution of manufacturing to growth and superior women loan repayment performance across the region. The micro level studies showed convincingly that firms have to nurture different sets of competencies in the Mexican and Brazil-led clusters. These pioneer studies show the importance of the environmental context to firm's strategy.

The alignment between firm strategy and environment is a key factor of success. In a polarized Latin America, alignment with the changing global order is a necessary condition for success. Such an alignment requires a configuration of firm strategic resources to respond to the increasing opportunities.

The paper introduces the special issue which lays the foundation for further studies on how firms adapt to regional polarization.

The purpose of this paper is to introduce the special issue “The Entrepreneurship Challenges in Latin America”.

Latin America and the Caribbean is a region with many potentialities. Like one of the largest markets in the world, entrepreneurship activities can constitute a key element to enhance regional competitiveness.

This study makes a general overview of entrepreneurship dynamics in Latin America and its contexts. This study presents the eight manuscripts that constitute the special issue.

This study contributes to current academic conversations and highlights the relevance of continuing inquiring about the entrepreneurship phenomena at the regional level.

This study expects that this special issue will help the region’s scholarly entrepreneurship community and others interested in Latin America. This study also believes that this special issue manuscript makes a relevant contribution to policy and practice.