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Given that 45% of new businesses fail in their first five years (US Bureau of Labor Statistics, 2020), individuals often observe others' entrepreneurial failures (EFs) in their vicinity. The purpose of this paper is to review the effects of vicarious EFs on individuals by proposing both entrepreneurial self-efficacy and entrepreneurial identity aspiration as mediators, which are widely studied proximal antecedents of entrepreneurial intent.

Using structural equation modeling, the authors empirically test survey data collected from 10,020 college students across 46 colleges or universities in Brazil. The hypothesized model examines the mediating effects of vicarious EFs on individuals' entrepreneurial intent via entrepreneurial self-efficacy and entrepreneurial identity aspiration.

The findings confirm that vicarious EFs negatively affect one's entrepreneurial self-efficacy and that entrepreneurial self-efficacy mediates the effect of vicarious EFs on one's entrepreneurial intent. On the other hand, vicarious EFs positively affect one's entrepreneurial identity aspiration, and entrepreneurial identity aspiration mediates the effect of vicarious failures on entrepreneurial intent.

The entrepreneurship literature focuses mainly on the consequences of EF on those entrepreneurs who have experienced failure. However, there is a lack of knowledge regarding how that failure impacts others in its vicinity. This study provides new insight into the effects of vicarious EFs in facilitating individuals' entrepreneurial intent and presents theoretical and practical implications to promote greater levels of entrepreneurial intent in individuals.

Conventional economic and management theories explain that business groups facing market liberalization policy reforms (i.e., competitive shocks) would have incentives to reduce corporate portfolios and increase internationalization. We empirically examine the strategic responses of Argentine business groups and, through an inductive theory building process, propose refinements to this theory. We argue that such a strategy process is moderated not only by differences in market forces set out by policy reforms across different economic segments but also by the path dependency of resources and capabilities as well as management decision‐making style of individual business groups. We discuss implications for theory and practice.

Drawing from our current original research on cultural trends in Latin America‐based multinational firms, this paper challenges the stereotypical perception of Latin America as a homogeneous region and explores the cultural distances among groups of multinational employees. After collecting surveys from 733 employees across eight multinationals in Argentina, Brazil, Chile, Colombia, and Mexico, we establish that, much like it happens in other lumped‐together regions of the globe, such as “East Asia” and “Africa”, Latin American countries present significant differences in the way firm employees respond to situations where cultural traits are at stake. By researching these countries, we recorded significant variation in aspects such as the treatment and place of women in the workplace, attachment or detachment to formal rules, formal organizational hierarchies, and structured business planning, in addition to varying levels of tolerance to invasion of privacy. Implications of the study include the need to develop methodologies that adequately capture cultural differences within large geographic blocs and business practices that prepare the expatriate, the international manager, and the policy maker for the different realities they are bound to encounter in different countries.

The aim of this paper is to theoretically model and empirically analyze determinants of competitiveness of Brazilian manufacturing firms. Going beyond traditional manufacturing management literature, it integrates firm‐, inter‐firm, and institutional level theoretical arguments to explain manufacturing competitiveness in emerging economy environments.

The model investigates the influence of firm‐, inter‐firm, and institutional level factors on the competitiveness of individual companies. The authors surveyed 182 firms, and interviewed a representative sub sample of 15 general managers. The survey and interview questions covered practices at the three theoretical levels, as well as firm performance. In a subsequent step, the authors used this data to statistically model the theory framework through a structural equation system.

The paper finds that institutional level support, in the form of stronger participation in institutional organizations, enhances the effectiveness of inter‐firm links. Moreover, this institutional support also provides firms with information and other resources that foster the development of superior intra‐firm practices and inter‐firm relationships. In sum, the combination of inter‐firm and institutional associations lead to stronger performance.

The model and findings cannot be generalized across other institutional environments (e.g. developed economies). Moreover, the interplay between horizontal and vertical relationships must be studied further. Last but not least, causality must be better established.

Investments in manufacturing capabilities in Brazil have resulted in performance differentials. However, to accrue performance gains from such investments, firms must integrate those investments and alliance links with the appropriate institutional support, given the deficient institutional environment they are immersed in.

The paper supplements traditional manufacturing management literature by integrating firm‐, inter‐firm and institutional level factors to understand the intricate forms by which firms in emerging economies accrue performance gains from their investments in manufacturing capabilities. Differently from other studies on emerging economies, the study spans beyond government investments in infrastructure to highlight that performance gains also depend on a cadre of other investments in firm‐, inter‐firm, and institutional practices.

Large agricultural producers often demand seed with high yielding genetics along with specialty traits specific to their particular needs. Dairyland Seed Company prides itself on its superior genetics and a research program that adds specialty traits while retaining the qualities of the original variety. Dairyland sources specialty trait technology from two competing suppliers – DuPont and Monsanto. Each of these suppliers is currently pursuing a strategy of forward integration through aggressive marketing programs and acquisitions. The implications for access to future technologies and long‐term survival are profound, and leave Dairyland and other smaller seed companies with strategic decisions to make. This paper examines a channel of distribution for agricultural biotechnologies and the decisions faced by a small, reputable seed company when dealing with its large multinational biotechnology suppliers. Who should Dairyland be partnering with, and can Dairyland balance supplier dependency in an attempt to avoid being eliminated from the channel?

The purpose of this paper is to examine the influence of team member diversity and internal social capital on project performance within the context of business plan competitions (BPCs).

The paper uses survey data on 95 nascent entrepreneurial teams enrolled in an open‐to‐the‐public BPCs. It assumes that higher levels of functional diversity as well as higher levels of internal social capital enhance the performance of nascent entrepreneurial teams in the crafting of their business plans (BPs).

Under this particular context, where the needs for information processing and decision‐making requirements are so high, teams having higher levels of functional diversity attained better performance. Inversely, teams with higher levels of internal social capital did not show a significant advantage in the development of the BP.

Limitations are associated with the exclusion of external social capital measures and not considering demographic faultlines, which might have some impact on the results. Besides, this paper has the limitation of basing its analysis upon teams within a BP contest. Theoretical implications stress that under contexts maximizing the difference between potential upside gains and downside losses, team diversity is expected to play a larger role for BP effectiveness and success than team members' internal social capital.

Recognizing team prevalence and the impact of social dynamics amongst team members within entrepreneurial settings.

The paper contributes with the impact of social dynamic processes on nascent entrepreneurial teams.

The purpose of this paper is to reconcile alternative managerial views regarding self‐serving behavior in organizations: while some propose that such behavior is commonplace and detrimental to performance, and suggest policies to counteract such conduct, critics contend that such policies generate distrust and diminish performance. The authors integrate elements from agency and interactional justice theories, and hypotheses that managerial attitudes not related to self‐interest can influence behaviors often attributed to the desire to curb self‐interest, and vice‐versa.

The authors employ structural equation modeling based on survey data from 387 team‐leaders from both Brazil and the USA.

An asymmetric relation is found in the aforementioned theoretical “cross‐talk:” managers concerned with self‐interest tend to devise policies solely focused on curbing self‐interest, while managers concerned with justice not only adopt justice‐enhancing practices but also certain incentivizing agency‐related practices which jointly increase performance.

By proposing and testing theoretical interactions between agency and justice theories, support is found for both enthusiasts and critics of self‐interestedness, but pointedly they occur in different domains.

The results suggest that managers should foster interactional justice, promoting incentivizing agency‐related behaviors that may be interpreted as justice‐seeking, while avoiding those that send a message of distrust.

To the best of the authors' knowledge, this is one of the first empirical papers directly addressing the ongoing debate raised by Ghoshal and others on the merits of managerial theories based on the assumption of self‐interest.

The purpose of this article is to share the gist of an interview with Rita Campos e Cunha conducted by Santiago Ibarreche. It highlights her vitality, her love for academia and her personal dedication to her students in Iberoamerican and international contexts.

This paper is an interview.

The interview explores Rita’s career, her achievements and continued search for excellence in terms of teaching, research and service in academia, especially her contributions in the areas of innovative behavior and corporate social responsibility.

The interview in this special section, A Life in Research, brings out an individual scholar’s experience and history not only as recognition of scholarly impact but also as recognition of the person.

El presente artículo muestra la esencia de una entrevista a Rita Campos e Cunha, llevada a cabo por Santiago Ibarreche. Muestra su vitalidad, su amor por la academia y su dedicación personal hacia sus estudiantes en Iberoamérica y otros contextos internacionales.

Este artículo es una entrevista.

La entrevista explora la carrera de Rita, sus logros y búsqueda continua de la excelencia en términos de docencia, investigación y servicio en la academia y sociedad; especialmente sus contribuciones en las áreas de Comportamiento de Innovación y Responsabilidad Social Corporativa.

La entrevista en esta sección especial, A Life in Research, muestra la experiencia e historia de un académico. No es solo un reconocimiento a su impacto en la academia, sino también un reconocimiento a la persona.

Academia, Mozambique, Portugal, Innovación, Ciencias del Comportamiento, Consejería,Mentores

Tipo de artículo – Punto de vista

Este artigo apresenta a essência de uma entrevista com Rita Campos e Cunha, levada a cabo por Santiago Ibarreche. Salienta a sua vitalidade, a sua Paixão pela academia e a sua dedicação pessoal aos seus alunos, nos contextos ibero-americano e internacional.

Este artigo é uma entrevista.

A entrevista explora a carreira da Rita, as suas realizações e a sua procura contínua da excelência em termos de ensino, investigação e serviço, na academia e na sociedade; especialmente as suas contribuições nas áreas de Comportamentos de Inovação e Responsabilidade Social Corporativa.

A entrevista nesta seção especial, A Life in Research, traz a experiência e a história de um estudioso individual, não só como reconhecimento de impacto acadêmico, mas também como reconhecimento da pessoa.

Academia, Moçambique, Portugal, Inovação, Ciências do Comportamento, Recomendações, Mentores

Punto de vista