Search results

In an attempt to build upon existing theory, this paper aims to investigate the potentially reciprocal relationship between negotiation and strategy, and strive to contribute toward a better understanding of the ways in which organizations negotiate.

Built upon the integration of two different bodies of literature, negotiation and strategy, and on the analysis of the case of Ryanair, this paper argues for an integrated approach to negotiation and organizational capabilities.

The case study allows for a clearer understanding of how negotiation capability can play a significant role in supporting the creation and sustainment of competitive advantage, even under unfavorable industry settings.

This paper contributes to theoretical development by offering new and insightful explanations of firms’ behavior, moving beyond the classic interpretation of industry dynamics, such as bargaining power. This study has implications for both practice and research, as it offers a better and more holistic understanding of the strategy-making process and the foundations of its success.

The purpose of this paper is to study the development and consider the future of one of the most controversial areas of human resource development – employee performance management (PM).

Through bibliometrics, a multiple correspondence analysis identifies the main research directions of PM studies and provides a map of descriptors and a list of authors, along with a framework to track PM literature over 20 years (1998–2018).

Scholars have attempted to address some of the questions raised by earlier researchers. However, critical questions remain unanswered, and there is increasing dissatisfaction with the process. The most glaring yet unaddressed problem with PM is poor employee acceptability of the process.

If the research gaps are addressed, the lack of acceptability of the PM could be resolved and more effectively managed in the future.

The study particularly addresses poor employee “acceptability” of the PM process, a subject that has received limited attention by scholars.

Coaching is a widespread form of human development that has grown considerably in recent years. However, it is not well understood in entrepreneurship and small and medium-sized enterprises (SMEs) and little is known about the success factors for coaching in SMEs. Thus, this article presents a theoretical framework for coaching SMEs. The paper reports on a study carried out to develop and validate a coaching model for entrepreneurship in SMEs.

A mixed methods approach was undertaken in SMEs in the Iranian pharmaceutical industry. Confirmatory factor analysis (CFA) was used to confirm the samples and the model's dimensions.

The results show five chief constructs of the entrepreneurial coaching model. In particular, the authors determine the importance of early goal setting and identify the essential characteristics of an effective entrepreneurial coach.

Firstly, the data relied solely on the pharmacy industry in Iran, indicating a need for future studies to explore coaching programs across various industries and countries. Additionally, a quantitative aspect of the research involved participants answering questionnaires based on their perceptions. This subjective nature introduces a potential for inaccuracies in participants' perceptions and expectations. Furthermore, the inherent bias of program stakeholders may have led to exaggerated responses. To mitigate these issues, it would be beneficial to conduct experimental and longitudinal research, which could address these concerns more effectively.

By utilizing a theoretical framework, the authors goal is to define the essential features of coaching in SMEs and compare it to other developmental interventions to highlight both commonalities and distinctions. This approach addresses the recent suggestions in coaching literature to distinguish coaching practices tailored for particular groups, specifically entrepreneurs involved in SMEs.

This study contributes to understanding the essential features for successful entrepreneurial coaching in SMEs.

The purpose of this study is to analyze the literature on industry-specific corporate social responsibility (CSR) practices.

Using a multiple-keyword search, the authors identified 302 articles reporting on such practices, published in 99 different academic journals between 1995 and 2014. These articles were analyzed to map the CSR literature, identify which industries have been under greater scrutiny and distinguish trends in the most researched industries.

The authors’ findings indicate that the CSR studies are very unevenly distributed and that the issues studied and the methods used vary widely across industries. The authors also map this field of study and propose suggestions on where research on industry-specific CSR should go in the future.

The first extensive, systematic analysis of the industry-specific CSR literature is provided. The current research adds value to the literature by highlighting the key issues investigated, as well as those that require further inquiry.

The Journal of Family Business Management was established in 2011 as the premier source of research related to family business from a management perspective. The journal has progressed to become one of the most important sources for emerging and novel information related to family business so it is important to analyse its history in order to make progress with future research. The goal of this article is to statistically analyse through bibliometric techniques the changes occurring in the journal.

This article presents a bibliometric analysis of the journal that can help analyse past performance but also predict future trends. The analysis presents information on the most cited authors, institutions and journals, which indicates the international diversity of the journal. In addition, the most used keywords and article topics are presented that help to understand the main themes discussed in the journal.

The statistical analysis suggests that whilst there is a tendency to publish more European and North American research on family business, this is changing with countries from South America, Oceania and Asia increasing their representation in the journal. In addition, the topics covered in the journal have stayed the same in terms of focussing on family and family business practices but also expanded to include more research on entrepreneurship and innovation.

A bibliometric analysis technique was used thus there are some limitations in terms of the type of methodology and focus only on published articles in the journal. As articles in press were not included this is an area that could be addressed in future research.

As evident in the most published institutions in this journal, family business institutes can gain from research conducted on family business management. This means that family business managers should try to collaborate with research institutions on emerging new areas that require solutions.

This article presents some suggestions for future research that will help guide more research into areas that are currently under-represented in the journal and emerging topics that are likely to garner interest.

The purpose of this paper is to aim at proposing a research agenda in the intersection of strategic supply chain management and logistics (SCML) of global organizations from the perspective of international human resource management (IHRM).

To disclose the intellectual structure of research to date across both fields, the content of up to 280 articles dealing with IHRM and 174 papers addressing challenges in SCML in global organizations from a human resource management (HRM) viewpoint were analyzed. A stepwise hierarchical cluster and discriminant analysis were conducted to map a joint research agenda. Approaches from Upper Echelons theory and Co-Evolutionary theory of global organizations were adopted.

Top management teams (TMT) are crucial to manage SCML successfully in today’s global organizations. Research on this intersection should draw attention to find antecedents, consequences and the process showing how those talented people grouped in dispersed teams can be a source of competitive advantage. Six different areas of research are proposed. It is proposed that future research should focus on the human capital (HC); meaning those key individuals of an organization that make things happen. In the near future, the global organization’s competitiveness will be shaped by how the organization manages its HC in SCML. Methodologies such as meta-analysis are suggested to summarize the extant literature on IHRM when applied to SCML in global organizations.

The search was conducted in SSCI-ISIWoK and Scopus databases. As a limitation, some articles and other scientific contributions not abstracted there were not included. Nevertheless, both searches enabled obtaining balanced results between scope and richness of content.

Only a marginal portion of literature reviews have been conducted by using mixed methods in the fields of IHRM and SCML. The results will be useful for scholars of both fields in their attempts to enlarge the knowledge boundaries in these areas. From a practitioner’s viewpoint, this research may provide an integrative framework for global organizations to build a competitive advantage based on managing HC and its SCML strategically.