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Building on contingency theory, this paper aims to investigate the extent to which the “4Ps international adaptation strategy” and internationalization intensity shape the servitization–profitability relationship.

The authors use primary (survey) and secondary (archival) data to perform multiple regression analysis.

The results indicate a positive relationship between servitization and profitability, and international intensity strengthens this association. The effects, however, are not consistent across the 4Ps – the price international adaptation strategy strengthens the positive relationship between servitization and profitability, while product and place international adaptation strategies weaken that relationship.

The findings have implications for the role of international intensity and the 4Ps in the marketing servitization context.

The study provides guidance for small firms in realizing higher performance by leveraging the 4Ps in the servitization context. Counter to expectations, placement and product lead to lower performance with increasing servitization, whereas price strengthens this relationship. The study adds to the international industrial management and marketing literature, providing evidence that contingency factors such as international marketing mix adaptation/standardization strategies moderate the servitization–profitability relationship.

As an emerging visualization technology, virtual reality (VR) falls into the dilemma of having great potential but a low adoption degree in the architectural, engineering and construction (AEC) industry. However, few studies paid attention to studying barriers affecting VR’s adoption and their inner mechanisms. This makes AEC users hard to catch the key points for VR’s implementations. This study aims to get a clear structure of these barriers and provide insights for the improvement.

First, 12 major VR-AEC adoption barriers were identified by a systematic literature review and expert interviews (EI). Second, EI and similarity aggregation method were conducted to achieve reliable barrier relationships. Third, interpretive structural modeling was used to establish a multi-level model for barriers. Finally, ten crucial barriers were targeted with a comprehensive strategy framework.

The findings help AEC stakeholders get a thorough understanding of the VR-AEC adoption barriers. Besides, the inner mechanism among barriers is revealed and analyzed, followed by a systematic strategy framework. It is anticipated that users could conduct more effective VR-AEC promotions in the future.

This paper is the first to propose a comprehensive literature review on the VR-AEC adoption barriers. In addition, this paper is novel in building a hierarchy model that explores barriers’ inner mechanism, where structural strategies are proposed.

There has been an explosion of interest in “Equity, Diversity, and Inclusion” (EDI) – also referred to as DEI among other acronyms. On the one hand, this management trend has the potential to draw attention to the ways in which organizational practices and climates can be transformed to have a positive impact on the underrepresentation of women and other marginalized and excluded groups in the workplace. On the other hand, there may be real consequences for women as EDI replaces other concepts such as women's rights, gender equality, affirmative action, employment equity, gender discrimination, etc. This chapter applies a gender lens to the EDI concept and management policy and practice. It juxtaposes EDI's emergence with the lack of progress on gender equality that is observed and measured in many regions of the world and highlights several critiques that may explain this lack of progress. It also identifies what EDI policies and practices need to take into consideration to better address gender inequality in the workplace. Legal approaches are discussed along with a list of potential areas of research on EDI and gender equality to determine the best path forward for making concrete progress on true equality for women in the workplace.