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In an industrial marketing context of manufacturer–distributor collaboration, this law and economics paper aims to contrast two approaches to contracting: conventional and strategic.

Based on relational rent theory, this paper provides an analytical framework for juxtaposing conventional and strategic contracting. A contingency approach is applied to formulate propositions as to when conventional versus strategic contracting is preferable.

The distinction between conventional and strategic contracting has implications as to whether relational governance substitutes or complements formal contracts (the substitution versus complements perspectives). Strategic contracting results in complementarity (rather than substitutability) between formal contracts and relational governance.

This paper argues that a more nuanced view on contract types, such as strategic versus conventional, may reconcile the enduring research controversy between the substitution and complements perspectives.

Today, formal contracts with foreign distributors tend to resemble “prenuptial agreements”. The opportunity for relational rent (e.g. manifested in higher export revenues) grows if conventional contracts are superseded by contracts following strategic contracting principles.

This study is interdisciplinary, not only by its combination of marketing, management and contractual economics but also through its law and economics amalgamation.

Fracture properties depend on the type of material, method of testing and type of specimen. The purpose of this paper is to evaluate fracture properties by adopting a stable test method, i.e., wedge split test.

Coarse aggregate of three different sizes (20 mm, 16 mm and 12.5 mm), three ratios of coarse aggregate, fine aggregate (CA:FA) (50:50, 45:55, 40:60), presence of steel fibers, and specimens without and with guide notch were chosen as parameters of the study.

Load-crack mouth opening displacement curves indicate that for both fibrous and non-fibrous mixes, higher volume of aggregate and higher size of coarse aggregate have high fracture energy.

For all volumes of coarse aggregate, it was noticed that specimens with 12.5 mm aggregate size achieved highest peak load and abrupt drop post-peak. The decrease in coarseness of internal structure of concrete (λ) resulted in the increase of fracture energy.

This paper aims to explore value creation configurations pursued by suppliers in high-cost countries. The proposed value creation configuration approaches are seen as means for supplier firms to strengthen their competitiveness when faced with increasing global sourcing.

Survey data on supplier firms in Denmark are used in a hierarchical cluster analysis. The identified clusters are interpreted as expressions of different value creation configurations pursued by suppliers with regards to relations with their most important customers.

Three types of suppliers are identified: detached suppliers, which seek to create customer net benefits through low costs; technology-focused suppliers, which design value creation around benefits linked to being at the technological forefront; and integrated suppliers, which share characteristics with technology-focused suppliers, but also align closely with a relatively broader range of customer activities.

Limitations include the specificity of findings from one small, open economy with an extensive supplier base.

For managers in supplier companies, the research suggest value configurations can be used as strategic templates for further specialization and as way to assess and address value creation potential in customer firms.

Previous studies tend to overlook suppliers’ developments of value-creating activities to maintain customer relationships. The paper takes a supplier perspective to deepen the empirically based understanding of value creation configurations followed by high-cost country suppliers in the context of increasing global competition and production relocation. Theoretical implications as well as lessons formanagers in supplier firms of the identification of the different approaches to value creation configurations are presented.

There is a substantial void in the understanding of the effect of talent management (TM) practices specifically targeted at females on firm performance. This paper investigates the relationship between female-focused TM and firm performance with the aim of demonstrating the importance of gender diversity in firms.

The authors developed and empirically tested a contextually embedded model using data from 103 multinational corporations in Russia to examine the effect of female-focused TM on firm performance.

The authors found an overall positive relationship between female-focused TM and firm performance. The authors’ analysis also revealed significant positive effects of female-focused talent development and talent retention, but not talent attraction, on firm performance.

This paper contributes to the vibrant TM scholarship by focusing on female-focused talent attraction, development and retention practices.

The purpose of this study is to propose and test a model that is composed of immersion, perceived attractiveness, happiness, satisfaction and behavioral intention in light of the extended cognitive-affective-conative model.

To test the suggested research model, 271 genuine on-site questionnaires were gathered.

Immersion was found to positively affect perceived attractiveness and happiness. It is also suggested that perceived attractiveness and happiness mediate the association between immersion and tourist satisfaction.

This study also has advantageous marketing and management implications for destination managers and marketers to improve tourist satisfaction.

As per the authors’ knowledge, this is the very first study that inspects the mechanism by which how immersion influences tourist satisfaction.

利用拓展的认知-情感-意动理论, 本研究旨在提出和测试一个将沉浸感、感知吸引力、幸福感和行为意图联系起来的模型。

本研究收集线下有效样本271份。

本研究发现沉浸对感知吸引力和幸福感有正向影响。本研究还提出感知吸引力和幸福感在沉浸感和游客满意度之间的关系中起中介作用。

本研究还为目的地营销人员提供有用的营销和管理启示, 以提高游客满意度。

这是探索沉浸感如何影响游客满意度的机制的研究首批研究之一。

Este estudio tiene como objetivo proponer y probar un modelo que vincula la inmersión, el atractivo percibido, la felicidad, la satisfacción y la intención de comportamiento basado en el modelo cognitivo-afectivo-conativo (CAC) extendido.

Se recogieron un total de 271 cuestionarios in situ válidos para probar el modelo de investigación propuesto.

Se encontró que la inmersión afecta positivamente el atractivo y la felicidad percibidos. También se propone que el atractivo percibido y la felicidad median la relación entre la inmersión y la satisfacción del turista.

Este estudio también proporciona implicaciones útiles de marketing y gestión para que los comercializadores de destinos mejoren la satisfacción del turista.

Este es el primer estudio que explora el mecanismo detrás de cómo la inmersión influye en la satisfacción del turista.

Natural ventilation is an environmentally friendly effective way of improving thermal comfort and the quality of indoor conditions if applied properly. This study aims to investigate the physical mechanism of the air movement and also the influence of building geometry in a cross-ventilated room through a parametric study of window geometrical characteristics using computational fluid dynamics.

Momentum and continuity equations are solved by the control volume method using a commercially available software. Standard k−ɛ turbulence model is employed to simulate the incompressible airflow and SIMPLE algorithm to solve the conservation equations. Mean air velocity magnitude is measured at three different surfaces of different heights, and the effect of incoming wind velocity inside the building is studied.

The research concluded that window hood and sill projections reduce indoor wind velocity magnitude, play a major role in incoming wind direction and thus have a crucial impact on wind circulation and indoor air quality.

The paper has evaluated redesigning of a both practical and ornamental architectural element named Palekaneh, which is found in many historical buildings in several hot places in the world. Its optimal design could increase indoor natural ventilation quality and decrease a space's cooling load. Therefore, a new passive cooling architectural element could be re-introduced to the regions previously enjoying such ornaments. This is economically efficient because it eventually saves a considerable amount of energy in the long run and is socially important because of the revitalization of architectural identity.

The role of a building envelope's physical features, although being studied for solar absorption and daylight availability, has rarely been investigated for natural ventilation, especially in a small scale, thus making the paper novel in this regard. This provides a guideline for designers to assess the impact of their design on redirecting wind-induced natural ventilation the very early stages of design.

Drawing upon the cross-cultural adjustment (CCA) model and self-determination theory, this study investigated the influence of CCA (work, interactional, and general adjustment) and motivation (autonomous and controlled) on the innovative work behavior of self-initiated expatriates (SIEs).

Multi-source data were collected from 213 SIEs and their supervisors working in the United Arab Emirates to provide an understanding of the role of SIEs' CCA and motivation and their innovative work behavior.

Findings indicated that work, interactional, and general adjustment are positively related to innovative work behavior. Autonomous motivation positively predicts innovative work behavior, while controlled motivation does not. Additionally, autonomous motivation moderated the effects of work adjustment and interactional adjustment on SIEs' innovative work behavior, whereas controlled motivation moderates the effect of general adjustment on SIEs' innovative work behavior.

SIEs are regarded as talents that have the skills and valuable knowledge gained from their international experience and can be utilized in organizations to perform innovative work behaviors. However, SIEs face adjustment challenges that may hinder their ability to be innovative. Despite their potential as innovation drivers in organizations, there are few studies on the factors that affect SIEs' innovative behavior. This study contributes to the literature by examining the effects of adjustment and motivation on SIEs' innovative work behavior.

The use of teams in organizations given the current trend toward globalization, population changes, and an aging workforce, especially in high‐income countries, makes the issue of diverse team building critical. The purpose of this paper is to explore the issue of team diversity and team performance through the examination of theory and empirical research. Specifically, the paper seeks to answer the question: “How might individuals with diverse characteristics such as culture, age, work experience, educational background, aptitude and values, become successful team members?”.

A review of theories that are pertinent to individual differences and team formation, including social identity theory, mental models, inter contact theory, social comparison theory, and chaos theory, was conducted. Team formation and diversity literature were reviewed to identify ways of developing diverse and effective teams.

It is a truism that working together in teams is a smart way of achieving organizational performance goals. This paper discusses the theories, research and practices that underlie the development of efficient and effective teams. It demonstrates that recognizing the underlying individual differences, mental models, and assumptions that team members bring to the organization can help build teams that are able to overcome dysfunctional barriers and ensure performance improvement of the individuals, teams and organizations.

The approach used to review the literature is a limitation of this study as the authors may have missed a discussion surrounding an important concept or theory related to team diversity and performance.

Human resource development interventions that target team building, team work and team learning include modules that raise awareness of the perspectives of team members' individual differences and appropriateness of actions. Training at the team level should focus on the interaction between factors that shape the identity of individuals. Procedures and work design systems should be redesigned to insure that the development of strong and functional teams is supported from a holistic and organizational perspective.

This paper highlights diversity issues related to individual differences that underlie team formation and suggests strategies needed to develop effective teams.

Understanding how other customers affect hotel consumption behavior is an important topic in the hospitality literature. While existing research has typically explored the effects of active interactions among consumers, this study aims to better understand the effects of passive interactions. Accordingly, this research conceptualizes the hotel social servicescape as a function of the mere presence of the other social actors that occupy the hotel’s shared consumption space.

To operationalize this construct, data were collected from a sample of 1,019 recent consumers of full-service hotel experience in the USA.

The findings suggest that the social servicescape can significantly affect satisfaction and behavioral intentions in the domain of leisure-driven hotel experiences.

The results support the hypothesis that the mere presence of others significantly affects leisure travelers’ perceptions of the hotel consumption experience. Accordingly, these findings indicate that the makeup of the hotel servicescape is not limited to the traditionally acknowledged physical elements of the space.

The results suggest that in addition to managing the physical aspects of the service environment, hotel managers should take steps to manage the social aspects of the servicescape as well.

This paper is the first to provide an operational account of the social servicescape in the domain of full-service hotels. Additionally, nomological validity is established by examining the downstream effects on satisfaction and behavioral intentions.

This paper aims to examine the effect of R&D teams’ gender diversity on different innovation outputs. The paper argues that some innovations are best positioned to capitalize on the benefits of gender diversity because of the greater relevance of market insight and personal interactions. Moreover, it argues that gender diversity is not a source of innovation for foreign firms because of the subsidiaries’ role in the multinational group, the tacit nature of gender policies and the institutional distance between multinationals’ home and host countries.

Drawing from data of the Spanish Survey of Technological Innovation Panel de Innovación Tecnológica (PITEC), this study uses multivariable probit models that allow for systematic correlations among the different innovation outcomes to determine the impact of R&D workforce gender diversity on the likelihood of introducing different innovation outputs.

Allowing for systematic correlations among different innovation outcomes, results indicate that the relationship between gender diversity and product and process innovation has the shape of an inverted-U, while there is a positive linear association with service innovation. Moreover, gender diversity produces a greater impact on product innovation than on process innovation. Results also indicate that while gender diversity fosters every innovation outcome of domestic firms, it only contributes to foreign firms’ services innovation in a positive non-linear way.

Because of the availability of data, this paper has focused on how firms’ multinationality and group affiliation influence the relationship between gender diversity and innovation; however, other firms’ differences might also play a role on the effectiveness of the R&D workforce’s gender diversity. Firms differ on strategies, structures and capabilities (Nelson, 1991), and these differences may condition the potential of gender diversity. Therefore, this paper opens future research lines.

Innovative firms should be concerned with human resource management practices for gender diversity regardless of their innovation output strategy. However, managers should not consider forming teams with equal proportions of men and women. Those firms aiming at introducing innovations that involve interactions among internal and external agents and those that require a better interface with the marketplace will benefit more from gender diversity than those firms pursuing innovations related to the solution of technical problems. Finally, the paper shows that foreign subsidiaries have problems with the implementation of gender policies, especially when it comes to service and process innovation activities.

This paper contributes by examining the influence of two contextual factors that may affect the relationship between gender diversity and innovation. First, it examines how gender diversity affects the likelihood of introducing different innovation outputs (product, service and process) as the different tasks required by each innovation represent different contexts that may affect the effectiveness of gender diversity. Second, the paper analyzes whether the influence of R&D workforce’s gender diversity on innovation outputs is different for domestic and foreign firms as foreign firms’ national culture, organizational culture, strategy and HR practices differ from those of domestic firms.