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Purpose: To explore intellectual capital (IC) in the business ecosystem perspective, the chapter examines its connection with several “enabling” factors that influence the creation and development of innovative startups. The most significant of them are: institutions and organizations able to sharpen new entrepreneurship skills; the simplification of rules and granting of incentives; and the enhancement of entrepreneurship IC and accessible financing methods.

Design/methodology/approach: Based on a conceptual model, some testable research propositions are proposed, followed by a discussion on the direction of future research.

Findings: The propositions suggest that several enabling factors and their interactions are explanatory variables of if and how the business ecosystem works.

Research limitations/implications: The limitation of the chapter is its theoretical approach, requiring empirical validation of these enabling factors in connection with IC. Theoretical implications are related to the operating synergies of the four enabling factors also in connection with profitable use of IC resources.

Practical implications: Practical implications are related to managerial and political issues. Managers and policy-makers must consider and monitor the business ecosystems and the dynamics of these factors in order to define and implement efficacious strategies and provide new incentive to stimulate and support the creation of new companies and the value of IC.

Originality/value: The chapter contributes to theoretical literature thanks to its propositions: enforcing the four most important key factors while encouraging profitable use of IC resource policy-makers and new entrepreneurs who can assist in the growth and expansion of innovative startups.

Efficiency and productivity has always being a key issue in economic science. The analysis of the impact of research and development (R&D) has been extensively studied in industries and countries of more or less aggregated level. This chapter aims to investigate the impact of corporate R&D in performance of low-tech industries, medium-tech, and high-tech in OECD countries.

This chapter aims to answer the questions: Is the impact of R&D significant for all types of industries? If so, what are the differences and the magnitude of these effects in each of these types of industries?

To this end, an unbalanced data set from 2000 to 2011 was collected for the main countries of Europe and the United States concerning low-, medium-, and high-tech to analyze the impact of the magnitude of corporate R&D and capital accumulation on productivity of these industries. The productivity of industries was measured by stochastic parametric frontier functions, in order to measure the efficiency of R&D and accumulation of capital on labor productivity.

The main results highlight the impact of corporate R&D on productivity of high-tech industries, but for other industries those relations are not clear. However, capital accumulation became crucial on low technology to improve their performance. These results, although needing to include a more extensive data set of industries across countries, refer the need for policy and decision makers to allocate public funds for R&D in high-tech industries, while the investment in capital seems crucial, particularly in low-tech industries to improve the productivity.

Service employees engage in Emotional Labor (EL), either through surface acting (SA) or deep acting (DA), when they interact with aggressive customers, so that they are able to abide to the organizational rules. Current studies have shown that employees engage only in SA when they interact with aggressive customers due to a number of reasons. Based on this, the authors undertake an exhaustive review and analysis of existing literature on EL, in order to enhance our understanding of the DA concept. Consequent to this analysis, tha authors interrelate and present the various research findings into a unified comprehensive framework for engaging in DA during a service encounter. Conclusively, the authors discuss the implications of the developed framework for the scholar community and management practice in the hospitality industry, and the authors propose various avenues for further research.

Purpose: This chapter uses the different models developed in international business and the international experience of small- and medium-sized enterprises (SMEs) to propose efficient ways of confronting globalization.

Design/methodology/approach: The positive experience of SMEs in countries driven by the pursuit of efficiency and innovation was analyzed, taking into account the stages of the development of the country. Uniqueness, cooperation, coalition, and integration are the key to success in the global market, as illustrated by case studies.

Findings: Factor-driven SMEs have the choice of contract marketing based on specialization or of increasing efficiency and establishing various kinds of coalition or cooperation. Efficiency- and innovation-driven SMEs can improve their global position by offering some unique value, by participating in or initiating a coalition, or by establishing strategic alliances with a multinational corporation.

Practical implications: Analysis of case studies illustrating each model of globalization helps the SMEs in selecting a relevant international business strategy over time.

Originality/value: Each model of globalization is illustrated by SMEs that have successfully implemented it.

Gender diversity in higher management levels of companies is becoming an increasingly relevant topic – organizations in general are realizing the necessity of having a higher proportion of women in higher level management positions. This can only be achieved through actively promoting women in business. Various HR instruments are available to support a gender diversity strategy, one of which is mentoring. This chapter ascertains in what way mentoring is a sustainable instrument for the promotion of women in business specifically in Germany, by analyzing mentoring programs in various German companies from the points of view of both mentees and mentors. With the help of an online survey among female mentors and mentees and the theory given in the literature, the organizational aspects as well as the implementation of such programs are assessed with the aim of recognizing potential areas of improvement for companies in Germany in future. Based on this analysis, it can be concluded that mentoring for women is organized quite successfully in Germany, but that nevertheless certain areas of consideration exist in view of the general organization and the communication and marketing of the program.

This study examines the performance consequences of pay dispersion in publicly listed firms in Turkey for the period 2009–2013. Our study focuses on vertical pay dispersion, which reflects intra-firm and vertical differences between pay at two important hierarchical levels: top executive level and lower hierarchical level. The author intends to present arguments based on equity theory and tournament theory and will propose two contradictory hypotheses to test them within the context of an emerging market. Results provided in the present study confirm that pay dispersion between executives and employees has a positive impact on a firm’s profitability in Turkey. Our study contributes current empirical evidence by examining vertical pay dispersion in an emerging country context, which may have a different cultural orientation and societal-wide assumptions concerning fairness, power, and disparities, relative to its developed country counterparts.

The twentieth century started writing the history of modern health systems. Their evolvable rate is now higher than ever. The Western Europe was the forefront of setting up the national health systems (NHS) to protect citizens and let them thrive. Successful models progressively crossed the borders and experiences became universal. Hence, this chapter tackles data to perceive the underwent radical transformations and capture intricate aspects to envision the next and get answers time ahead the patients‘needs. Health organizational structures and human resources management play crucially in improving system’s performances: managerial qualities, medical entities’ functionality, results’ forecasting are essential to build up credibility and aid strategic patterns to evolve.

Changes are welcome to better tailor performances, assure successful implementation, avoid inadequate, distressing reforms. Stable and consistent policies are also called for.

Grounded on fundamental patterns, open to applicatory innovation, countries follow specific arrangements to resound with healthcare robustness if goals are well-thought-of: keeping people healthy and safe, identifying and treating defectiveness or abnormal physiological functions affecting people, operations, circuits, and preserving health budget wisely balanced.

Activities and citizens are touched by any structural changes maneuvered. To confront them, a keen eye should be addressed to those nobody’s areas into synergistic efforts to cope with internal causes, face external forces and improve life through fair profitability on the way of full satisfaction.

In recent years, Mediterranean Partner countries (MPCs) have been ambitious about reforming their banking and financial systems. Former state‐owned banks have been privatised, and restrictions for international capital flows have been lowered to accelerate investment activities and spur regional economic growth. The purpose of this paper is to evaluate these latest developments against the backdrop of the state‐of‐the‐art literature and derive implications for a reformed institutional setting for sound financial market governance in the Mediterranean region.

Building on recent empirical literature on the relationship between financial development, financial governance, and economic growth, this paper empirically assesses the validity of the so‐called finance‐growth nexus for Mediterranean Partner countries.

The findings indicate that the current institutional set‐up renders an efficient allocation of savings impossible, and thus represents a strong binding constraint on economic growth. In this regard, it is found that adverse financial governance practices have substantially contributed to this outcome.

This paper argues for upgrading domestic regulatory frameworks before continuing a sequential integration and liberalisation process.

It is thought that this attempt is unique in explicitly formulating a comprehensive role for the Euro‐Mediterranean Partnership (EMP) in assisting MPCs on financial governance issues. In this respect, it identifies prevailing incentive schemes for regional actors and opportunities for the EU to actively support the implementation of a reform agenda for financial institutions in the EMP framework.

The purpose of this paper is to report the results of a study comparing perceptions of discrimination for immigrant and US‐born Hispanics, focusing on Hispanic business professionals.

Data were collected via nationwide survey of over 1,500 Hispanic business professionals and analyzed via analysis of variance.

No significant differences with regard to perceptions of discrimination were found, although both groups reported some level of discrimination. Immigrants had comparatively lower salaries and higher levels of Hispanic identity, yet, no differences in job satisfaction between groups were found. Post hoc analyses found that immigrants were significantly more likely to seek out mentors and US‐born Hispanics were more likely to join affinity groups at work.

Too often, immigrants are misunderstood and mistreated in the workplace. The present study provides an examination of how immigrants might perceive these differences and potential avenues for employers to assess this valuable segment of the workforce are suggested.

The present study creates the groundwork for more future in‐depth studies of the immigrant work experience. To this point, little research has been done on the discrimination perceptions of immigrant populations. The present study compares the perceptions of US‐ and foreign‐born Hispanic professionals.

This exploratory research seeks to examine the relationship between employee commitment and financial performance in the Greek retail banking sector.

A total of 331 questionnaires were completed by bank employees. Data were analyzed via confirmatory factor analysis, reliability analysis, correlation and mediation analysis.

Contrary to expectations, both employee attitudes (affective commitment) and perceptions (morale climate) were unrelated to business financial performance.

Because of the chosen research approach, results may lack generalizability. Therefore, researchers are encouraged to test the reported findings further.

Current findings might enhance understanding of the relationship between affective organizational commitment and financial performance in Greek retail banking.

The paper extends the existing service profit chain research, offering insights into employee commitment and its relationship with financial performance, in the relatively under‐researched Greek context.