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This study examines the interconnected effects of formal, informal, environmental and skill-based institutional barriers on firm performance. The Economic Community of West African States (ECOWAS) region has implemented various reforms and policy initiatives to support small businesses yet are unsuccessful as formal institutional framework and governance remains a challenge.

The authors employ a sample of 3,515 small and medium enterprises (SMEs) from the ECOWAS and a two-stage instrumental variable approach to control for endogeneity. Additionally, the authors check for robustness using various measures of firm performance such as profitability, productivity and export intensity.

The authors confirm that formal institutions are insignificant for firm profitability and productivity, whilst reducing informal, environmental and skill-based institutional barriers are associated with firm performance. However, when barriers to informal, environmental and skill-based institutions are at the lowest, formal institutions are associated with firm performance.

The major limitation lies in the policy implications. Informal institutions come into play when formal institutions are weak. However, informal practices must be addressed in the form of formal enforcement. This leads to a conundrum.

Policymakers should continue to market-supporting institutions and a conducive business environment to complement the formal institutional framework.

This study provides new empirical evidence on how institutional quality affects firm performance by examining whether other institutional factors, such as the informal, environmental and skill-based institutional barriers, can moderate this effect.

The aim of this study is to unveil how professional trainers and training managers describe the learning conditions of their workplaces, what informal and formal learning activities they intend to accomplish and what barriers to learning at work they encounter.

Barriers to learning in the workplace fall under individual, team or organizational aspects that hinder the initiation of or interrupt successful learning, delay proceedings or end learning activities much earlier than intended. Professional trainers (N = 16) and training managers (N = 10) participated in this interview study. Their answers were recorded, transcribed and analyzed via qualitative content analysis.

The participants assessed their work tasks as highly complex and balanced between new challenging tasks and routines. Their formal and informal learning activities were also fundamental to maintaining high performance. The trainers described a broad range of situations in which they suffered barriers to learning at their workplace, with most identifying external learning barriers such as vague supervisor requirements or disruptions from others.

The results of this study describe workplace complexity, which offers stimuli for learning through learning conditions, possibilities to engage in learning and also barriers to learning. To understand workplace complexity, all of these dimensions have to be understood and addressed.

The purpose of this study is to report empirical research on gender managerial obstacles in UAE private organizations. It identifies the barriers that limit opportunities for gender equality promotion in managerial level positions.

Primary data were gathered from 384 female managers operating in UAE organizations using Survey Monkey and ANOVA for statistical analysis. Two variables (years of experience and industry) were used to compare the average means across the responses and the differences among the group.

The situation of gender equality in UAE management currently shows a positive trend. The females who participated in the survey have considerable work experience and jobs in a vital economic sector of the UAE industry. The earlier cultural stereotypes that worked against the interests of women in the UAE society are no longer relevant except for informal barriers and the level of cooperation among female leaders. We found differences among industry, service and transportation sectors in which gender managerial level in a private industry is dependent upon the number of years of experience for female managers.

The limitation of the study is the online survey was affected by the COVID-19 pandemic during the lockdown period in the spring of 2020, which led to a low number of participants responding to the questionnaire. Additionally, the survey did not include a nationality question to distinguish Emiratis from non-Emirati.

This study indicates a need to coordinate UAE female leaders' actions to protect their rights, develop formal and informal mechanisms of gender inequality realization in business and promote professional skills, orientation on social networks, and mentoring programs for female leaders. These initiatives improve the positions of female leaders.

The study of the UAE case adds to the existing literature on gender studies because the survey-based research in the UAE context contributes to the limited knowledge of Middle Eastern countries. The females’ employment and their representation in managerial levels remain lower compared to males. Differences exist among the industry, service and transportation sectors.

The paper aims to examine the barriers to innovation, as perceived and experienced by owner‐managers of Turkish small and medium‐sized enterprises (SMEs).

The paper is based on an empirical investigation of 224 SMEs operating in Turkey. Emergent results were analysed using a logit regression model to explore barriers to innovation as perceived and experienced by these owner‐managers.

The results reveal that a lack of government research and development policy represents a formal barrier to SME innovation in Turkey. The existence of a sizeable and thriving underground economy in this country acts as an informal barrier that impacts negatively upon investment in, and increases the cost of innovation in SMEs. In addition, a lack of appropriate sources of finance and skill shortages emerged as significant variables to affect the innovation decisions of SME owner‐managers in Turkey.

The research sample of 224 businesses, chosen from a population of approximately two million SMEs in Turkey, is relatively small and is not representative of all regions and urban areas in this country. Therefore, this research sample is not a random or statistically significant selection of Turkey's SME sector. The findings of this research have implications for policy makers, practitioners and academics in this and similar countries.

The results of this study contribute to a better understanding of the actual and perceived barriers to innovation experienced by owner‐managers of Turkish SMEs. Development of effective government policies to support innovative SMEs could significantly enhance the competitiveness of the Turkish economy.

This paper aims to explore the barriers that constrain the venture capital (VC) financing in Iran based on the institutional theory.

To answer the question, “How institutional barriers constrain the VC financing in Iran?”, 31 detailed interviews were conducted, and the interviewed data were analysed by using the grounded theory method.

There exist several institutional barriers (formal and informal) in different stages of the VC investment process in Iran. Major formal institutional deficiencies include lack of appropriate financial regulations, inefficacy in tax, labour, property rights, financial disclosure, bankruptcy, investor’s protection laws and regulations, lack of credit rating/scoring system, inefficacy in small and medium-sized enterprise-supporting policies and capital market underdevelopment. Moreover, there exist some informal institutional barriers such as culture of capitalism disapproval, culture of secrecy, individualistic customs and weakness of managerial skills that constrain VC activities in Iran.

The research findings imply that the government’s role should change from “establishment of government-sponsored VC funds” to “enforcement of institutional reforms that lead to an appropriate framework for VC investment”.

This paper has made three key contributions. First, it has provided comprehensive insights into how institutional barriers constrain the VC investment in a developing country. Second, a new stage-wise model is proposed for analysing the VC investment process. Third, existing knowledge about the role of both formal and informal institutions in the VC investment is extended.

Traditionally, the woman's place, according to society, has been in the home, as mother and homemaker. The workforce has largely been dominated by a long established male entity. With the advent of women's liberation, equal rights and changes in the family structure, more women have either been forced or opted to join the labour pool. In 1950 only 22% of adult American women held jobs, as compared to 55% in 1985.(8, p.1) The US Bureau of Census is estimating that 60% of the female adult population will be working by the year 1995.(8, p.1)

This study investigates the antecedents of career initiative, a proactive behavior, whereby individuals engage in activities to promote their career development. The authors first argue that organizational tenure – the length of time employed within a specific organization – will exhibit a curvilinear or inverted-U-shaped relationship with career initiative. In the early years of an employment relationship, career initiative gradually increases as employees overcome the initial challenges of joining a new organization. However, career initiative will plateau and eventually decline as employees struggle to envision further development.

This study uses a survey design with data collected from the North American operations of a large global telecommunications company.

This study identifies two key mechanisms, both concerning relational context, that drive the curvilinear relationship between organizational tenure and career initiative: mentoring and barriers to networking. Specifically, increased mentoring and reduced barriers to networking both significantly weaken the curvilinear effect.

The results suggest that organizations can promote proactive behaviors through employee mentoring and by removing network barriers, particularly for those most at risk for reduced career initiative: early- and especially later-tenure employees.

Career initiative is a valued behavior among employees, but individual-level phenomena can be fostered, or inhibited, by relational context. So, while some scholars have found a trend toward “boundaryless” careers, this study reveals the importance of considering how the boundaries and social context within organizations can create an environment in which employee proactivity can flourish.

Manufacturing and services SMEs in Africa face challenges and constraints exacerbated by ineffectual government policies, environmental turbulence and the near absence of institutional support. The purpose of this paper is to investigate if informal linkages and formal cooperation are helping firms to overcome constraints to uptake of technological innovations in Nigeria.

The paper is based on quantitative data obtained from structured interviews of 631 Nigerian firms. These firms were selected using stratified random sampling from a total population of 18,906 manufacturing and services companies in the national database obtained from the National Bureau of Statistics.

The result of the binary logistic regression indicates that while informal linkages appear to be insignificant, formal inter-firm cooperation is an effective moderator of barriers to technological innovations.

The paper focusses only on technological, rather than non-technological, innovations.

The paper recommends that, in addition to other interventions to promote diffusion of technological innovations, governments should give priority to interventions that support formal cooperation among SMEs.

Previous studies have generally looked at the impact of cooperative networks on firms’ innovation uptake. This paper provides original insights into the “how” of cooperative impact, specifically with respect to helping SMEs to overcome constraints. The paper also delineates formal cooperation from informal linkages.

The paper is aims at investigating the contribution of fast‐growing firms to employment and the determinants of fast growth in Kosova, which can be considered an environment characterized by a transitional period and extreme conditions for entrepreneurship.

The paper was based on the data collected from face‐to‐face interviews with 585 firm founders. The contribution of firms to job creation was computed by using descriptive statistics and then an ordinal logit regression model was employed to explore the determinants of fast growth.

Results indicate that the contribution of fast‐growing firms to employment in this environment is lower than that in Western and developed countries. Findings also suggest that fast growth is positively affected by specific human capital, intentions to grow and the ability to deal with external barriers, while having a university degree is found to be negatively related to fast growth.

This paper provides a better understanding of the phenomenon of fast‐growing firms and has several theoretical and practical implications. Importantly, the research on fast‐growing firm is still not mature and the overall picture on fast‐growing firms have yet to be built.

Most of the empirical evidence on fast‐growing firms comes from developed countries. This paper provides the empirical evidence from a transitional yet extreme context to further our knowledge on the topic of firm's fast growth.

This paper reviews the thirteen-year record of Open Economies Review (OER), an economics journal specializing in issues of the open economy, both at the micro and macro levels. It first examines the journal’s output – defined by number and type of articles published, location of the authors’ institutional affiliation, recurrent themes, and rejection rates – and then critically assesses the development of big themes in international economics and finance, where OER authors have made a contribution. The main conclusion is that national border represents a big constraint to the expansion of the open economy, a point not lost by OER authors.