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Trappers study their prey and take advantage of the daily regularities in the selected victim's behavior. Corporate strategists, however, must be more astute than trappers; they must adjust their companies' strategies to changing circumstances in the corporate environment.

With the steady increase in the number of female expatriates and multinational corporations’ (MNCs’) pressing need for global female talent, understanding the factors that attract and retain female expatriates is urgent. Drawing from the literatures on gender differences in (domestic) labor turnover and gender differences in social networks, the purpose of this paper is to investigate gender differences in expatriates’ turnover intentions.

The authors collected data via a questionnaire survey from an international sample of female (n=164) and male (n=1,509) expatriates who were on a company-sponsored international assignment at the time of completing the survey.

The findings show that female expatriates’ turnover intentions are mainly explained by satisfaction with company support. In contrast, male expatriates’ turnover intentions are explained by repatriation concerns and perceived gap between within- and outside-company career-advancement opportunities, in addition to satisfaction with company support. The authors did not find any gender differences in the levels of turnover intention per se.

Since males dominate the expatriate cadre of most companies, existing expatriate retention strategies are likely to be geared toward males. Companies that value and want to retain their female talent need to gain a better understanding of what matters to female expatriates in their decisions to stay or leave the company, and adjust their expatriation and repatriation management strategies accordingly.

The study is one of the first to empirically test the gender differences in expatriate turnover intentions. The authors propose two underlying mechanisms that explain gender differences in expatriate turnover intentions: social integration and career advancement. The findings point to an important new research frontier that focuses on gender differences in the underlying mechanisms of turnover intentions rather than in the level of turnover intentions.

The purpose of this article is to introduce the concept of racial capitalism in the context of academic libraries.

This paper draws on Leong's (2013) extended theory of racial capitalism and identifies how neoliberalism and racial capitalism are tied as well as how it is manifested in academic libraries through tokenism, racialized tasks, consuming racial trauma, cultural performance demands, workload demands and pay inequity.

The article ends with some suggestions in how to address these problematic practices though dismantling meritocratic systems, critical race theory in LIS education and training, and funding EDI work.

The article explores a concept in the academic library context and points to practices and structures that may commodify racialized identities.

The purpose of this paper is to assess the knowledge and practices of nursing staff caring for patients with dysphagia to determine any needs for further education programmes.

A self-administered questionnaire with close-ended questions was completed by nurses at a tertiary hospital in Saudi Arabia to measure the depth of their dysphagia knowledge.

From 316 potential participants, a sample of 174 nurses completed the questionnaire. The results revealed that the participants had partial theoretical and practical knowledge about nursing care for patients with dysphagia. Of interest, 78 per cent of the nurses reported that they had received less than 1 h of training in dysphagia, and only 4 per cent were aware of speech and language pathologists’ role in dysphagia management.

As the medical professionals who have the most contact with the patients, nurses have a central role in the care of patients with dysphagia. This study provides information that will guide strategies for in-service nurse education dysphagia programmes.

The estimated Saudi prevalence of dysphagia is high due to increased incidence of medical conditions commonly associated with dysphagia, such as stroke, cerebral palsy and traumatic brain injuries from traffic accidents. Nurses play a pivotal role in caring for these patients. However, little is known about the level of care patients with dysphagia require in Saudi hospital settings.

The purpose of this study is to analyze the impact of human capital related to gender and nationality diversity in boards of directors on the innovation of university spin-offs (USOs) in their entrepreneurial ecosystem. Following the intellectual capital (IC) framework and the resource dependence theory, upper echelons theory and critical mass theory, it hypothesizes that the relationship between board diversity and USOs’ firm innovation is non-linear.

To test the research hypotheses empirically, a sample of 827 Italian USOs over the period 2009–2018 was analyzed using zero-inflated Poisson regression modeling. A robustness test was also performed.

Gender obstacles remain in USOs’ entrepreneurial ecosystem, with little involvement of women in boards, and the benefits of human capital for firm innovation emerge with increased female representation. Nevertheless, a few foreign-born directors embody valued IC in terms of human capital from an internationally linked entrepreneurial ecosystem, which decreases with more foreign-born directors due to communication costs and coordination problems.

The emerging non-linear relationships imply that gender- and nationality-diverse boards in USOs constitute critical human capital factors boosting the devolvement of entrepreneurial processes, in terms of firm innovation, in university entrepreneurial ecosystems.

This study contributes significantly to the move from traditional corporate governance analysis through an IC framework, fostering an understanding of the role of human capital and its diversity determinants in spurring firm innovation among USOs considering the university entrepreneurial ecosystem.

This work aims to investigate the direct production of electrical discharge machining (EDM) electrodes by means of the selective laser sintering (SLS) technique using a new non-conventional metal-matrix composite material (TiB₂-CuNi). The influence and optimization of the main SLS parameters on the densification behavior and porosity is experimentally studied. EDM experiments are also performed to evaluate the electrodes performance.

The new EDM electrode material used was a powder system composed of TiB₂ and CuNi. Making use of a designed systematic experimental methodology, the effects of layer thickness, laser scan speed and scan line spacing were optimized, where aspects such as densification behavior, porosity and surface morphology of the samples were analyzed through microstructural and surface analysis. EDM experiments were conducted under three different regimes in order to observe the electrodes behavior and performance. The results were compared with copper powder electrodes manufactured by SLS and EDMachined under the same conditions.

The experimental results showed that the direct SLS manufacturing of composite electrodes is feasible and promising. The laser scan speed has a high effect on the densification behavior of the samples, while the effect of scan line spacing on the porosity is more visible when the overlapping degree is considered. Surface morphology was not affected by the scan line spacing, whereas balling phenomenon was reported, regardless of the scan line spacing. The EDM results showed that the TiB₂-CuNi electrodes had a much superior performance than the copper powder electrodes made by SLS, regardless of the EDM regime applied.

Generally, the machine tool itself promotes some restrictions to the SLS process optimization. It is normally attributed to the characteristics of the laser type and the amount of energy that can be delivered to the powder bed. The present investigation could not cover all the optimization potential involved with the studied material due to limitations of the SLS machine tool used.

Significant results on the direct SLS manufacturing of a new non-conventional composite material, which has a great technological potential to be used as an EDM electrode material, are presented. Valuable guidelines are given in regard to the SLS optimization of TiB₂-CuNi material and its performance as an EDM electrode. This work also provides a systematic methodology designed to be applied to the SLS process to produce EDM electrodes.

The current study aims to examine the antecedents and outcomes of emotional labor strategies (i.e. surface acting and deep acting) among service employees in China. The study proposed employees’ perceived closeness with customers and customers’ socioeconomic status will predict deep acting and surface acting, respectively. It further examined the mediating role of emotional labor between perceived customer attributes and employee well-being (i.e. burnout and job satisfaction).

One hundred and one employees at a jewelry store in China completed a survey regarding their perceptions of customers, use of emotional labor and well-being (e.g. job satisfaction and burnout). Correlational and regression analyses were conducted to examine the predictors and outcomes of different emotional labor strategies.

Perceived closeness with the customer group predicted employees’ use of deep acting, whereas perceived customer socioeconomic status did not predict the use of surface acting. Deep acting was negatively related with burnout, whereas surface acting did not predict burnout. Deep acting mediated the relationship between perceived closeness with customers and burnout.

To maintain employee well-being, organizations can promote a service climate to enhance employees’ perceived relationship with customers.

The study specifies the interpersonal context in which employees use different emotional labor strategies; the perceived closeness with customers predicts less burnout via the use of more deep acting. This study also supplements the existing research on emotional labor based on a Chinese sample; deep acting predicts employee well-being.

Academic knowledge work often presumes collaboration among interdependent individuals. However, this work also involves competitive pressures to perform and even outperform others. While knowledge hiding has not yet been extensively examined in the academic environment, this study aims to deepen the understanding of the personal (individual-level) and situational (job-related) factors that affect evasive knowledge hiding (EKH) within academia.

A field study was conducted on a nation-wide sample of 210 scholars from both public and private business schools in a European Union member state. A series of paired sample t-tests were followed by hierarchical regression analyses to test moderation using the PROCESS macro.

The results suggest that scholars hide more tacit than explicit knowledge. The findings also indicate a consistent pattern of positive and significant relationships between trait competitiveness and EKH. Furthermore, task interdependence and social support buffer the detrimental relationship between personal competitiveness and evasive hiding of explicit knowledge, but not tacit knowledge.

The research provides insights into several important antecedents of EKH that have not been previously examined. It contributes to research on knowledge transfer in academia by focusing on situations where colleagues respond to explicit requests by hiding knowledge. The moderating role of collaborative job design offers practical solutions on how to improve knowledge transfer between mistrusted and competitive scholars. The collaboration–competition framework is extended by introducing personal competitiveness and relational job design, and suggesting how to manage the cross-level tension of differing collaborative and competitive motivations within academia.

This paper aims to examine the moderating effect of employees’ work orientation and gender on their feelings toward pay, that is, the relationship between perceived fairness of a pay system and pay level satisfaction. The perceived fairness of pay system is investigated with two pay system procedures, namely, job evaluation and performance evaluation, both determining the level of base pay.

Survey data were collected from three public sector organizations in Finland (N = 526). Linear regression analysis was used to investigate the relationship between pay satisfaction, pay system fairness, work orientation and gender.

The results show that employees’ work orientation significantly and negatively relates to pay satisfaction. The interaction analyses suggest significant gender differences in the relationship between work orientation and pay satisfaction, as work orientation is negatively associated with pay satisfaction for women. They also show that work orientation and job evaluation fairness have a positive, joint effect on pay satisfaction.

This study has implications for the implementation of fair pay practices in organizations. The role of work orientation in the relationship between job evaluation fairness and pay satisfaction highlights the importance of pay system fairness especially among work-oriented employees. Special attention should be paid on work-oriented women: With equal perception of pay system fairness, work-oriented women feel unsatisfied with their pay.

This paper is the first study to highlight the role of work orientation and gender in reactions related to pay.

In this study, the authors aim to test the reflections of two so-called universal leadership styles -paternalistic leadership (PL) and transformational leadership (TL)- on entrepreneurial orientation (EO) and ultimately on firm performance (FP) within the context of SMEs of a developing country, Turkey. Moreover, examining the contingency of uncertainty avoidance (UA) on the relationship between EO and firm performance is another aim of the study.

In this explanatory cross-sectional study, by studying a dataset of 345 small and medium-sized (SME) Techno-park companies in Turkey based on using the Partial Least Squares (PLS) method, the authors try to examine the antecedent role of PL and TL on EO and ultimately on FP. Moreover, we followed a mediation procedure to reveal the mediator role of EO on the relationship between leadership style and firm performance. Finally, the authors also conducted a moderation analysis through SmartPLS 3.0 to explore the contingency of UA on the relationship between EO and firm performance.

Study results indicate that TL is a significant antecedent of EO that results in higher firm performance. However, while PL has a negative impact on entrepreneurial orientation, the results provide no statistical evidence in support of a significant relationship between PL and firm performance. Moreover, the findings indicate that the higher UA, the weaker the relationship between EO and firm performance.

Managers, following a TL approach, can successfully encourage their subordinates to be innovative and creative. Transformational leaders are conducive to both entrepreneurship and firm performance within the context of technology-based startups. Besides, avoiding the risks and uncertainties naturally weakens the consequences of EO. Hence, EO, as an essential intangible resource, requires a proper cultural context to result in a competitive advantage.

This research provides a comprehensive understanding regarding the interrelationships amongst transformational and paternalist leadership styles, EO and firm performance within an UA context in Small Business and Technology Development Centers (SBTDCs) and Techno-parks. To the best of the authors' knowledge, no other researcher has studied those links in a holistic manner in general, particularly on the SMEs of Techno-park firms of a developing Eastern country. The findings significantly enrich the literature on paternalist leadership and entrepreneurship orientation in a cultural context.