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Most discussions of knowledge, knowledge management and knowledge transfer, especially of human resource management (HRM) knowledge and its transfer, have failed to consider them in a cross‐cultural context. After a discussion of this issue, the paper analyses the migration or transfer of what is often claimed to be best practice in HRM from Western countries to developing, culturally different countries. It does this with specific reference to the case of HRM in Mauritius, especially in the Mauritian Civil Service, and uses this case not only to identify some of the limits to cross‐cultural knowledge management, but also to develop a more appropriate model of “knowledge migration” of HRM knowledge across cultures based on viable systems theory, including a future research agenda.

This study aims to examine the influence of corporate governance (CG) mechanisms and ownership structures on corporate governance disclosure (CGD) in listed Mauritian companies.

Multivariate regression techniques, both static and dynamic panel data models, were employed to analyse the effect of the determinants on the CGD level of 42 Mauritian listed companies (38 non-financial and four financial firms) from 2009 to 2019.

In the static model comprising 42 firms, CG attributes such as board size, board meeting frequency, CG committee meeting frequency and audit committee meeting frequency are major determinants of CGD, whereas ownership structure variables such as managerial ownership and institutional ownership do not influence CGD. In the dynamic model, only the CG meeting frequency is a major determinant. The determinants of CGD vary between non-financial and financial firms.

This study is limited to CGD in listed firms, excluding mandatory disclosures and unlisted firms. Future research can use qualitative approaches to better understand CGD behaviour with an extension to mandatory disclosures and non-listed firms.

Policymakers can rely on determinants to draw policy measures to raise CG standards further. Domestic and foreign investors may also depend on the determinants of their expectations of CGD while making investment and credit decisions.

This study contributes to the extant literature by examining a new determinant of CGD: CG committee meeting frequency. It also investigates any differences in the determinants between financial and non-financial firms with different listing status.

The purpose of this paper is to examine corporate social responsibility (CSR) content in the context of four differing national institutional arrangements for welfare. An analysis is presented on how self-reported CSR differs in content across two western welfare states (the UK and Sweden) and two emerging economies in southern Africa (South Africa and Mauritius).

This paper is based on a qualitative content analysis of the CSR self-reporting of 40 companies. This involved 10 of the largest companies incorporated in four countries, namely, Sweden, the UK, South Africa and Mauritius. The content is categorised into community involvement, socially responsible production and socially responsible employee relations. For each category, an analysis is provided of the reported issues (the question of what), the geographic focus of reported issues (the question of where) and ways of working with these issues (the question of how), as well as the extent of reporting and level of reporting (the question of how much).

The study shows that companies place focus on aspects, issues and localities in ways that differ between countries and can be understood in relation to current institutional arrangements for welfare. The content of self-reported CSR can be both complementing and mirroring the welfare arrangements. Differences in self-reported CSR agendas are particularly evident between the two western welfare states on the one hand and the two emerging economies on the other, as these represent two distinct contexts in terms of welfare arrangements.

This paper contributes to research on the institutional embeddedness of CSR in three ways: first, by going beyond measures of country differences in terms of extent of CSR to consider differences in CSR content; second, by focusing on the social aspects of CSR and placing these differences in relation to welfare configurations; and third, by contributing with empirical findings on how CSR content differs across national settings and across the established/emerging economy divide.

The purpose of this paper is to report on a study of change management practices in private sector organisations in the small island economy of Mauritius.

Interviews were conducted with key decision makers and individuals who had experienced the organisational change process in three private organisations from different sectors in Mauritius: a bank, a hotel and a privatised state-owned enterprise. A grounded theory approach was employed to establish the key dimensions of organisational change in this setting.

Organisational change is a multi-dimensional, multi-directional and evolutionary process strongly influenced by the contextual and historical aspects of the country. The emerging key elements of change identified in the data confirmed a range of dimensions evident in the extant literature, but also identified a largely unacknowledged factor, considered to be central to the change process in Mauritian organisations. This emerging factor was identified as partisanship.

This study served to confirm six dimensions evident in the extant literature on organisational change: organisational structure, organisational culture, leadership processes, individuals, knowledge management and resistance to change. A seventh dimension, and heretofore largely unacknowledged factor, considered to be central to the change process in Mauritian organisations was also identified: partisanship. The study identified this emerging key dimension as having a pervasive influence. History, culture and context have served to embed this dimension in Mauritian organisations. Evidence is presented to illustrate how the process of organisational change is undertaken in Mauritius, and identify the role of partisanship. This has the potential to be applied to other small island economies with similar historical, cultural or contextual features.

Joint consultative committees (JCCs) involving employee representatives exist to stimulate positive employee relations and unlock employee involvement to build organisational performance. They are rare in Africa. Mauritius is a successful, beacon economy for Africa. We therefore investigate which categories of an organisation implemented the 2008 Mauritian government Code of Practice on JCCs, to discover how effective this “soft law” for of institutional change had been three years after its inception, when post-Code JCCs were formed.

We test propositions derived from institutional theory broadly conceived, through analysis of data from 120 organizations in Mauritius responding to a comprehensive HR survey covering a wide range of organisational level policies and practices conducted during the JCC formation period 2011–2012.

By 2012, nearly 30% of our sample had JCCs. Three quite distinct categories of an organisation created them, as follows: those with substantial union influence, those where strategic HRM was practiced and recently formed organisations. Remarkably, no interaction effects existed between the three categories.

Several contributions are made to shed light on a previously unstudied institution. First, we empirically establish that over a limited period in response to institutional change in the form of the code of practice, JCCs increased from 10% of organizations to almost 30%. Our second central contribution is to show three principal, quite separate organisational antecedents of JCCs, which do not interact statistically.

Examines the career paths of hotel managers in Mauritius. Three themes relating to career paths are explored: career mobility, career planning, and the value of certain skills towards career development. Previous research and the current debates surrounding these issue are presented, followed by an examination of the Mauritian context. The results illustrate that hotel managers have a high degree of international mobility, the food and beverage function is the dominant route to hotel general management, hotel managers actively engage in long term career planning, and managerial skills are considered the most important for a career in hotel management. In light of these findings, the implications for the hotel industry in Mauritius are discussed.

This paper aims to investigate the career experiences of female academics in a Western and in an Indian cultural setting in order to gain an in‐depth understanding of the factors contributing to their career progression. The paper also examines the factors such as national culture, gender stereotypes and leadership, work and family conflict, mentoring and informal networks that impact on the career progression of women academics in two different cultural settings, namely Mauritius and Australia.

Thirty in‐depth interviews from two universities were used.

The findings illustrate that the barriers to progression are remarkably similar to women from both universities despite their different cultural background. Women in the Mauritian context face a considerably more conservative cultural climate that may negatively impact on their career progression. Women from both cultural settings face significant barriers to career progression in their academic roles.

This paper compares Australian and Mauritian women academics experience in academia. The paper also offers practical guidance that can be used by management and women academics to facilitate career progression of women in academia.

This article aims to report the findings of a research project exploring Mauritian principals’ receptivity to the main tenets inherent in Total Quality Management (TQM). The Malcolm Baldrige National Quality Award (MBNQA) framework (aligned with, and an outcome of, the TQM movement) provides a set of criteria for organizational quality assessment and improvement in the business, healthcare and education sectors. Given the imperative to improve the quality of schools in Mauritius, this study was designed to investigate the usefulness of the widely accepted MBNQA framework in the Mauritian context.

A nationwide questionnaire survey of school principals explored the nature and strength of the Baldrige theory of relationships between leadership, systems and processes of primary and secondary schools and the ensuing outcomes. Correlation and regression analyses were conducted.

The findings indicate that Mauritian school leaders play a critical role in influencing school outcomes directly and indirectly through the inner workings of the schooling system.

The research relied on principals’ views as the unique source of data about school leadership. The perspectives of the other stakeholders within schools, including teachers, students and parents, should also count and would offer a richer description of leadership reality in Mauritian schools.

This is the first ever study assessing empirically the notion of “quality” in primary and secondary schools in Mauritius at the national level. It contributes new perspectives about leadership for school improvement.

Due to their particular nature, virtual assets (VA) are vulnerable to financial crimes such as money laundering and if the appropriate legal mechanisms are not established, this may result in the financial collapse of various economies. To this effect, best practices and standards have been published by some international organisations such as the Financial Action Task Force and IMF which are now domesticated in the national laws of several countries. Therefore, the purpose of this study is to analyse the anti-money laundering (AML) legislative framework in the context of VA in three countries, namely, Mauritius, Japan and South Africa.

To achieve the research objective, the Mauritian AML laws in the context of VA were compared with the corresponding laws of some other countries, namely, Japan and South Africa. As such, a qualitative research method was adopted. In particular, the black letter approach was used to examine the relevant laws of these countries. A comparative analysis was conducted concerning the relevance of AML laws for each country when dealing with VA with the view of suggesting recommendations for Mauritian stakeholders to adopt to enhance the existing AML legal and regulatory framework.

The comparative study conducted has revealed that there are both similarities and divergences among the AML framework of the three countries further to which this research recommends that the Mauritian laws must be amended concerning the duration of information storage on VA, the definition of VA, advertisement by VA service providers and the electronic submission of annual reports. The Mauritian regulatory bodies also need to play a more active role in their joint collaboration to monitor suspicious VA transactions to combat money laundering.

At present, this study will be among the first academic writings on the efficiency of AML laws in the context of VA in Mauritius and also, because existing literature is quite scarce on assessing the adequacy of AML legislation in developing countries, this research aims at filling in the gap in literature. This study is carried out with the aim of combining a large amount of empirical, theoretical and factual information that can be of use to various stakeholders and not only to academics.

E-commerce is gaining popularity across the globe and Mauritian businesses are also increasingly making use of online platforms to engage in cross-border electronic transactions. However, there are several implications arising from online trading which need to be addressed, among which one is the validity of e-contracts. This research will therefore emphasise on two main components of e-contracts: choice of law and the applicable jurisdiction. While Mauritian laws were amended to give effect to digital signatures and e-agreements, there is no extensive or substantive domestic legal provision on choice of law and jurisdiction. Hence, the purpose of this study is to advocate for a greater clarity on the legal framework governing the applicable law and jurisdiction governing a conflict situation in e-contracts, with the view of increasing trust in international e-commerce and to bring in consistency with international commercial relations. This study will be carried out in the Mauritian context by adopting the black letter approach which will analyse the relevant rules and regulations concerning e-contract formation and validity. Additionally, a comparative analysis will be conducted on the legal framework relating to the applicable law and jurisdiction in e-contracts for selected countries: the European Union and the United States. These countries have been chosen for the comparison due to their high involvement in e-commerce and their advanced as well as comprehensive rules on e-commerce.