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Within the literature of global mindset there has been much discussion of antecedents. Few attempts have been made, however, to analyze the outcomes of a global mindset. Our chapter undertakes a thematic analysis of global mindset antecedents and outcomes in the 1994–2013 literature. Adopting an inductive approach and borrowing methods from international business and managerial cognition studies, we map, assess, and categorize 42 empirical and 10 theoretical studies thematically. We focus on the antecedents and outcomes at individual, group, and organizational levels. We conceptualize corporate global mindset as a multidimensional construct that incorporates global mindset at the individual level and is dependent on a robust communications infrastructure strategy for its cultivation throughout the organization. Our study categorizes antecedents and outcomes by level and identifies the gaps in global mindset outcomes and firm performance for future researchers to address.

In 1989 I decided to join the doctoral program in Marketing at Michigan State University (MSU). Although I had been accepted into the doctoral programs at several universities, including UCLA and the University of Washington, I chose MSU because of its strong reputation in International Marketing, and its emphasis on managerial applications. Tamer Cavusgil had recently joined the MSU faculty and had just initiated the Center for International Business Education and Research. I wanted to learn from him as my mentor and dissertation chair, and was encouraged by the potential resources available through the CIBER to do international research. This decision to come to MSU and to be a student of Tamer Cavusgil is a decision I have never regretted, and that has enabled me to become a successful, full professor, engaged in a career in International Marketing.

Purpose – In this chapter, we seek to extend understanding of the ‘international’ dimension of comparative international entrepreneurship (IE), by undertaking exploratory empirical research within a global industry viz. the software industry, and focusing on two local ecologies, namely a regional agglomeration (Bangalore, India) and less developed niche (Lahore, Pakistan) about which little is known.

Methodology – On the basis of in-depth interviews in Bangalore and Lahore, exemplar case studies from both sub-national regions are presented, which highlight the relative significance of local milieu and ethnic ties in IE.

Findings – The global nature of the software industry and the central role of the innovative milieu in the USA have important implications for the comparative IE literature. These refer particularly to the coordination and integration of the entrepreneurial processes of opportunity discovery, evaluation and exploitation across frontiers. Close inter-milieu links provide the opportunity to access complementary assets and business networks. While Indians have influenced the development of Silicon Valley, their ties with Bangalore seem primarily to be based on hard-nosed business relations. But in relation to Pakistan, while the US milieu is critical for all aspects of the entrepreneurial process, closed networks may be a barrier to long-term growth.

Originality/value of chapter – Where our study goes beyond the literature is by highlighting the role of cross-border linkages between milieux.

In this chapter, we show how our understanding of global leadership can be enriched by applying research on expert decision making. We review Klein's model of expert decision making and other research on expert cognition. Then we apply these findings to show how the decision-making processes of expert global leaders might differ from those of novice leaders. Finally, we suggest directions for future research.

This chapter explores how next-generation women owners participate and contribute to their families’ single-family offices (SFOs). To examine this issue, we analyze 12 SFOs from Europe, North America, Latin America and Asia Pacific.

Our results show that daughters actively participate in philanthropic efforts, community-based entrepreneurship projects and family council meetings. Yet, they are rarely involved in the SFO investment committees or board of directors. Moreover, female next gens are less likely to propose new business ventures to the family council or SFO board of directors. Apparently, daughters are not as encouraged as sons to create their own for-profit start-up. Family inclusive values and culture, parental influence and/or sibling’s encouragement, the presence of female role models, and the existence of a gender-diverse SFO top management team positively influence the way women owners relate to and connect into the SFO.

We realize, too, that when women owners are not involved in the family council, less family-related activities are promoted. Occasional family-related activities are associated with the family council limited operation and null vision of intergenerational wealth transfer. Further findings are grouped in five major themes: (1) Motivation to set up the SFO, (2) SFO activities, (3) New business ventures, (4) SFO governance structures and (5) SFO strategy and vision. Based on the SFO strategy, vision and activities, we identified four types of SFOs: The SFO as a Legacy School, as an Entrepreneurship School, as a Community School, and as a Decorative-Investment Arm.

This study models auditors’ professional commitment as the product of socialization forces operating within the public accounting profession. The results of a structural equation analysis from a sample of 349 auditors representing international, national and regional firms indicate that firm size is inversely related to professional commitment. Furthermore, the findings indicate that a strong relationship exists between an auditor’s political ideology and professional commitment. Politically conservative auditors, reflecting the dominant ideology in public accounting, reported significantly higher professional commitment than politically liberal auditors.

Resource reconfiguration enables firms to adapt in dynamic environments by supplementing, removing, recombining, or redeploying resources. Whereas prior research has underscored the merits of resource reconfiguration and the modes for implementing it, little is known about the antecedents of this practice. According to prior research, under given industry conditions, resource reconfiguration is prompted by a firm’s corporate strategy and by characteristics of its knowledge assets. We complement this research by identifying learning from performance feedback as a fundamental driver of resource reconfiguration. We claim that performance decline relative to aspiration motivates the firm’s investment in knowledge reconfiguration, and that this investment is reinforced by the munificence of complementary resources in its industry, although uncertainty about the availability of such resources limits that investment. Testing our conjectures with a sample of 248 electronics firms during the period 1993–2001, we reveal a clear distinction between exploitative reconfiguration, which combines existing knowledge elements, and exploratory reconfiguration, which incorporates new knowledge elements. We demonstrate that performance decline relative to aspiration motivates a shift from exploitative reconfiguration to exploratory reconfiguration. Moreover, munificence of complementary resources mitigates the tradeoff between exploratory and exploitative reconfigurations, whereas uncertainty weakens the motivation to engage in both types of reconfiguration, despite the performance gap. Nevertheless, codeployment, which extends the deployment of knowledge assets to additional domains, is more susceptible to uncertainty than redeployment, which withdraws those assets from their original domain and reallocates them to new domains. Our study contributes to emerging research on resource reconfiguration, extends the literature on learning from performance feedback, and advances research on balancing exploration and exploitation.