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Since the first definition of open innovation (OI), the indivisible relationship between this concept and entrepreneurship was undeniable. However, the exact mechanisms by which an entrepreneurial approach may benefit OI processes and vice versa are not yet fully understood. The study aims to offer an accurate map of the knowledge evolution of the OI–entrepreneurship relationship and interesting gaps to be filled in the future.

The study adopted a bibliometric analysis, coupled with a systematic literature review performed over a data set of 106 peer-reviewed articles published from 2005 to 2020 to identify thematic clusters.

The results show five thematic clusters: entrepreneurial opportunities, organisational opportunities, strategic partnership opportunities, institutional opportunities and digital opportunities for OI. Investigating each of them, the authors created a framework that highlights future avenues for further developing the topic.

This study is the first of its kind to systematise, analyse and critically interpret the literature concerned with the topic of the OI–entrepreneurship.

In transitional economies, government support (GS) is considered to influence the development of the economy and industries and, consequentially, firms' intellectual capital (IC). However, empirical research has yet to explore the micro-mechanisms through which GS operates. Hence, the purpose of this study is to conduct an empirical inquiry into the specific role of GS on IC, considering the mediating effect of firm operational performance (OP).

Combining the institution-based theory, the resource orchestration paradigm and a dynamic perspective on IC, a new framework is constructed to evaluate the direct and indirect relationships existing among GS policies, firms' operational performance and IC. These processes and their outcomes are evaluated using mediating models with three steps and a panel regression based on panel data from 3,211 high-tech companies operating in China from 2008 to 2015.

Empirical findings confirm the existence of a significant direct relation between GS and IC and also suggest a mediating effect through operational performance.

(1) GS can be considered an institutional signal that boosts the attractiveness of a firm, thus enabling it to hire talent (human capital), build a wide network of relationships in the ecosystem (structural capital) and enhance its current relationships with financial service institutions and other stakeholders (relational capital). (2) This study, which considers GS an external resource, is one of the first attempts to explore how external resources influence firms' IC development through institutional pressures and mechanisms. The study confirms that multiple strategies exist through which government authorities and policymakers can influence firms' IC and in particular a combination of institutional factors and firm's resources and capabilities.

Working arrangements’ hybridity has become paramount, particularly after the coronavirus disease 2019 pandemic. A remote working environment has indubitable advantages (e.g. the ability to work from anywhere and at any time). However, such flexibility comes at the cost of being virtually always connected. This duality poses challenges for talent management (TM) in determining who can thrive under these specific conditions and how. This study explores how employees respond to this extended connectivity – namely, work connectivity behaviour after-hours (WCBA) – and its influence on proactive talent behaviour by constructing and testing a theoretical model that differentiates employees’ reactions to this condition.

This study collected data from 400 mainland Chinese employees using online and offline methods. Owing to the potentially varied effects of working in digital environments on employees, a dual mediation regression model was employed to test the hypotheses.

Remote and hybrid work and, specifically, the increased connectivity experienced by employees can be a “double-edged sword” in influencing their proactive behaviour (PB). While employees experience increased organisation-based self-esteem, which positively correlates with more intense PB, this prolonged exposure may also cause emotional exhaustion (EE), which has a negative correlation with PB. Jointly considering both mediation effects revealed that WCBA’s total effect on PB remained negative.

This study enriches the debate regarding the development of TM practices specifically designed for remote work. It recommends paying greater attention to how employees react to increased connectivity experienced in remote and hybrid working environments. Increased self-esteem or passive EE are possible elements for identifying employees’ talent potential. The separation between work and after-work is becoming blurred in the digital age, which reduces employees’ motivation and ability to exploit their inner talents. Therefore, organisations must find alternatives to preserve their talent pools. This study enriches theoretical research on WCBA, promoting an in-depth application of the theory of job-demand resources in the digital age.

While different attempts have been made to use artificial intelligence (AI) to codify communicative behaviors and analyze startups’ video presentations in relation to crowdfunding projects, less is known about other forms of access to entrepreneurial finance, such as video pitches for candidacies into startup accelerators and incubators. This research seeks to demonstrate how AI can enable the startup selection process for both entrepreneurs and investors in terms of video pitch evaluation.

An AI startup (Speechannel) was used to predict the outcomes of startup video presentations by analyzing text, audio, and video data from 294 video pitches sent to a leading European startup accelerator (LUISS EnLabs). 7 investors were also interviewed in Silicon Valley to establish the differences between humans and machines.

This research proves that AI has profound implications with regards to the decision-making process related to fundraising and, in particular, the video pitches of startup accelerators and incubators. Successful entrepreneurs are confident (but not overconfident), engaging in terms of speaking quickly (but also clearly), and emotional (but not overemotional).

This study not only fills the existing research gap but also provides a practical guide on AI-driven video pitch evaluation for entrepreneurs and investors, reshaping the landscape of entrepreneurial finance thanks to AI. On the one hand, entrepreneurs could use this knowledge to modify their behaviors, enabling them to increase their likelihood of being financially backed. On the other hand, investors could use these insights to better rationalize their funding decisions, enabling them to select the most promising startups.

This paper makes a significant contribution by bridging the gap between theoretical research and the practical application of AI in entrepreneurial finance, marking a notable advancement in this field. At a theoretical level, it contributes to research on managerial decision-making processes – particularly those related to the analysis of video presentations in a fundraising context. At a practical level, it offers a model that we called the “AI-enabled video pitch evaluation”, which is used to extract features from the video pitches of startup accelerators and incubators and predict an entrepreneurial project’s success.

This study aims to identify context-specific antecedents to schools’ absorptive capacity (AC) and to show how those can enact “a virtuous learning circle.”

The study uses a mixed method: an exploration based on semi-structured interviews with educational experts; the development of a measurement scale and a partial least squares structural equation modelling to test the impact of the antecedents.

The results yielded four empirically-grounded antecedents and their measurement scales, namely, prior knowledge, employees’ skills, educational projects and interactions with the environment (Studies one and two). All antecedents are significantly and positively related to AC processes (study three). Using the organizational learning theory perspective, the results have been interpreted as an AC “virtuous learning circle.”

With increasing pressures to adapt, a case of which was the COVID-19 pandemic, schools can greatly benefit from absorbing knowledge flows. This suggests the construction a favourable environment for AC. To this end, the individual (employees’ prior knowledge and skills), organizational (educational projects) and institutional level of managerial action (interactions with the environment) can be effective when create a recursive organizational learning circle. In addition, this study offers an expert-validated measurement scale for self-assessment of a school’s specific contingencies, and thus, for planning of punctual interventions to develop AC.

This study advances the existing body of knowledge management in the educational context by rigorously identifying and validating a scale for measuring the antecedents of AC and developing an interpretive approach to the AC “virtuous circle.”

While the disruptive potential of artificial intelligence (AI) has been receiving growing consensus with regards to its positive influence on entrepreneurship, there is a clear lack of systematization in academic literature pertaining to this correlation. The current research seeks to explore the impact of AI on entrepreneurship as an enabler for entrepreneurs, taking into account the crucial application of AI within all Industry 4.0 technological paradigms, such as smart factory, the Internet of things (IoT), augmented reality (AR) and blockchain.

A systematic literature review was used to analyze all relevant studies forging connections between AI and entrepreneurship. The cluster interpretation follows a structure that we called the “AI-enabled entrepreneurial process.”

This study proves that AI has profound implications when it comes to entrepreneurship and, in particular, positively impacts entrepreneurs in four ways: through opportunity, decision-making, performance, and education and research.

The framework's practical value is linked to its applications for researchers, entrepreneurs and aspiring entrepreneurs (as well as those acting entrepreneurially within established organizations) who want to unleash the power of AI in an entrepreneurial setting.

This research offers a model through which to interpret the impact of AI on entrepreneurship, systematizing disconnected studies on the topic and arranging contributions into paradigms of entrepreneurial and managerial literature.

Effectively handling knowledge is crucial for any organization to survive and prosper in the turbulent environments of the modern era. Leadership is a central element for knowledge creation, acquisition, utilization and integration processes. Based on these considerations, this study aims to offer an overview of the evolution of the literature regarding the knowledge management-leadership relationship published over the past 20 years.

A bibliometric analysis coupled with a systematic literature review were performed over a data set of 488 peer-reviewed articles published from 1990 to 2018.

The authors discovered the existence of four well-polarized clusters with the following thematic focusses: human and relational aspects, systematic and performance aspects, contextual and contingent aspects and cultural and learning aspects. The authors then investigated each thematic cluster by reviewing the most relevant contributions within them.

Based on the bibliometric analysis and the systematic literature review, the authors developed an interpretative framework aimed at uncovering several promising and little explored research areas, thus suggesting an agenda for future knowledge management-leadership research. Some steps of the paper selection process may have been biased by the interpretation of the researcher. The authors addressed this concern by performing a multiple human subject reading process whose reliability was confirmed by a Krippendorf’s alpha coefficient value >0.80.

To the best knowledge, this is the first study to map, systematize and discuss the literature concerned to the topic of the knowledge management-leadership relationship.

The purpose of this study is to map the intellectual structure of the research concerning conflict and conflict management in virtual teams (VT), to contribute to the further integration of knowledge among different streams of research and to develop an interpretative framework to stimulate future research.

A data set of 107 relevant papers on the topic was retrieved using the Web of Science Core Collection database covering a period ranging from 2001 to 2019. A comparative bibliometric analysis consisting of the integration of results from the citation, co-citation and bibliographic coupling was performed to identify the most influential papers. The systematic literature review complemented the bibliometric results by clustering the most influential papers.

The results revealed different intellectual structures across several types of analyses. Despite such differences, 41 papers resulted as the most impactful and provided evidence of the emergence of five thematic clusters: trust, performance, cultural diversity, knowledge management and team management.

Based on the bibliometric analyses an interpretative research agenda has been developed that unveils the main future research avenues. The paper also offers important theoretical contributions by systematizing knowledge on conflict in identifying VTs. Managerial contributions in the form of the identification of best practices are also developed to guide conflict management in VTs.

The uniqueness of this paper is related to its effort in studying, mapping and systematizing the knowledge concerning the topic of handling conflicts in VTs. Considering the current contingencies, this research is particularly timely.

This paper explores the field of human resource management (HRM) in family firms, assessing the evolution of this research through a four-domain model that reflects the relationships between cognitions, actions and performances associated with organizational choices.

The authors have performed a bibliometric review of 363 peer-reviewed papers from over the past four decades (1976–2016) in order to provide activity indicators for the overall phenomenon and systemize the entire body of literature into specific HRM strategy domains or practices, using a double-entered pivot table.

The study framework provides managerial implications with regard to the HRM decisions made when attempting to improve human capital in family firms. Accordingly, the authors view HRM-centered decisions and strategies in family firms as ways to scan for and appraise contingent dimensions, make sense of the current environment, make good choices and achieve high performance levels.

The authors offer this four-domain theoretical scheme as a framework through which the field can be interpreted, proposing some potential avenues for moving forward.

An increased globalisation pushes forward the study of international entrepreneurship that however has been mainly analysed at a macro-environmental and an individual level. The authors want instead identify the determinants of international entrepreneurship from a firm-level perspective, specifically in relation to the key decision-making entity – the board of directors. The authors focused on the overall composition of the board of directors in terms of gender diversity and how this affects multi-subject decision-making when it comes to international entrepreneurship.

Based on entrepreneurial decision-making and the neo-institutional theory, the authors analyse the relationship between gender diversity in boards of directors and firms' international entrepreneurship, assessing how state ownership and ownership concentration moderate this relationship. Using a sample made up of China's listed companies from 2009 to 2018, the authors empirically test the main effect and the moderating effects.

International entrepreneurship is less prevalent in firms with more female directors, but in terms of quality of the decisions, these boards perform better. State ownership and ownership concentration can strengthen and weaken the relationship between the presence of female directors and the intensity of international entrepreneurship, respectively.

Firstly, the authors draw attention to the implications of gender diversity in boards of directors, calling for further studies on communication and collaboration patterns within multi-subject decision-making. Secondly, the authors’ conclusions enrich academic literature on female directors by exploring the roles they play in firms' decision-making when it comes to international entrepreneurship.