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This paper aims to investigate whether Japanese manufacturing multinational enterprises (MNEs) maintain local legitimacy in their host countries through adequate informing of local stakeholders with targeted corporate sustainability (CS) reporting.

The paper first identified specific CS activities that were considered important in four Association of Southeast Asian Nations host countries, through semi-structured interviews with 58 participants of 16 Japanese manufacturing MNEs. The degree of establishment of local legitimacy was then measured through the number of references made to these CS activities and other activities specific to the respective host countries in the CS reports of the MNEs across a five-year period.

The majority of MNEs in the sample were under-reporting items of specific interest to localhost country stakeholders potentially undermining the MNEs’ image. There were found to be differences on the topics published in CS reports compared to those mentioned in the interviews indicating potential issues with regard to internal communication between the subsidiary and headquarters offices.

A novel approach is taken to investigate the degree of local legitimacy established by MNEs through comparing the contents of interviews held at subsidiaries with their respective CS reports. This paper highlights the importance of considering MNE subsidiaries when addressing Target 12.6 of the Sustainable Development Goal 12: responsible consumption and production.

The purpose of this paper is to examine the changing cultural values that influence the perception of managers to leadership excellence in their organisations in Singapore.

Summated scales for the importance of excellent leader, personal qualities, managerial behaviours, organisational demands and environmental influences were developed using most of the items categorised by Selvarajah et al. (1995) and several other items rated highly in this study. A structural model was constructed to explain the relationship in excellence in leadership.

In all, 249 managers, from the three main ethnic groups: Chinese, Indians and Malays participated in this research. The findings suggest that ethnic differences are not strong determinants of managerial values in organisations in Singapore. However, gender is seen as a differentiating factor in the behavioural values of Singapore managers.

This study is purely an exploratory study and the size of the sample is not large enough to create purposeful causal relationships. Certainly the effect of ethnicity on the study should be explored further with a larger sample.

Singapore is a highly globalised country that attracts international investments. Statistics in Singapore clearly suggests that there is a sharp increase in women managers in employment. Therefore, understanding the changing behavioural values of managers of both sexes are important for a foreigner engaging with Singapore nationals.

This is the first study that looks at behavioural values of Singapore managers with regard to leadership excellence. The masculinity-femininity dimension is pronounced in the gender split.

The purpose of this paper is to rethink the historical emergence of relationship marketing using the work of an early economics writer.

The approach of the paper is a historical review.

It is demonstrated that Eddy's major publication, The New Competition, articulates an argument central to relationship marketing, in terms of the value accorded to inter‐firm relationships. In doing so, this paper extends the work of Keep et al. on relationship marketing and Hollander's own reflection on the nature of competition.

Commensurate with studies that explore the “dark‐side” of relationship marketing, this paper shows how close organizational relations do not necessarily increase the efficiency of the market.

This paper undermines the argument that relationship marketing emerged in the 1970s. It thereby adds further weight to the idea that relationship marketing is not a new paradigm in marketing theory or business practice.