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Taking entrepreneurial opportunity identification activity as a starting point, the purpose of this paper is to provide insight into the differences within the social background of the Chinese nascent entrepreneurs and to illuminate differences in the success of their economic activities.

This study will analyze the impact of the nascent entrepreneurs' social class identity and prior experience affiliation on entrepreneurial opportunity identification and the moderation effect of opportunity identification modes. The empirical study was conducted with the data from the “Chinese Panel Study of Entrepreneurial Dynamics (CPSED)” project, especially targeting new technology venture samples.

The findings indicate that the social class identity and prior experience affiliation of nascent entrepreneurs (pre‐determined factors) have a significant impact on the innovativeness of their entrepreneurial identification. Because they determine opportunity identification results, these pre‐determined factors play a much more important role than the mode of the opportunity identification.

The findings provide a theoretical contribution to the transitional study with the unique data of the CPSED project. This study could be taken as the comparison for transnational cooperation and provides suggestions to government and entrepreneurship supporting agencies.

Given that several publicly announced international merger and acquisition deals have been abandoned in recent years, the purpose of this paper is to present a synthesis of influential articles that examine organizational characteristics of cross-border acquisition transactions. The synthesis is framed through general traits and resources, learning and prior acquisition experience, and top-level management and governance attributes. Specifically, the paper conceptualizes key organizational attributes influencing the propensity of cross-border negotiations, and the most common characteristics and post-deal effects by illustrating several case examples from around the world.

Owing to fairness and integrity principles of the literature survey studies, the paper adopts an exploratory review design to present a synthesis of several influential articles published in strategy, international business and corporate finance journals. Since case method and storytelling are the best qualitative approaches to conceptualizing extant theoretical contributions, a number of case examples—successful, delayed and abandoned—from around the world have been discussed by leveraging the case information from archival sources.

Drawing on resource-based view, organizational learning, upper echelons and agency theory perspectives, the paper underscores three observations. First, organizational characteristics such as firm age, firm size, ownership structure, slack resources, marketing resources, technological intensity, export intensity and business group affiliation have different impacts on the propensity of publicly announced cross-border deals. Second, firm’s prior acquisition experience and firm’s acquisition experience in the target country have positive or moderating effects on the success of a cross-border merger. Third, top-level management characteristics such as CEO foreign nationality and CEO international career experience, and governance characteristics such as board size, the number of independent directors and directors with overseas experience, have mixed effects on the incidence of cross-border acquisitions.

The paper puts forth several recommendations for top-level managers participating in cross-border acquisition negotiations, such as learning from peers in the same industry, learning from predecessors in the target country and learning from failure negotiations in the same industry and other industries.

Nested within the organizational, international business strategy and corporate finance literature, the paper presents a synthesis of influential publications that study organizational characteristics affecting the propensity of cross-border acquisitions. The cases discussed in this paper are unique examples from around the world.

The purpose of this paper is to establish the key determinants of the effectiveness of the manager–subordinate relationships and identify the different factors contributing to the effectiveness of this relationship in an Indian context. A model analyzing personal and professional need fulfillment of the subordinates has been presented.

The effectiveness of the manager–subordinate relationship was empirically analyzed using impact message inventory- circumplex (IMI-C).Close-ended self-administered survey was used to measure the variables associated with the effectiveness of the manager–subordinate relationship. Total 324 questionnaires were distributed online among employees of mid-sized IT service organizations operating in India, and 138 valid responses were collected.

Results show that managerial relationship effectiveness is influenced by the manager’s affiliation scores, previous work experience and ability to address the personal and professional needs of employees. Further effectiveness of manager–subordinate relationship is enhanced in a friendly workplace where managers are adequately empowered to acknowledge employee needs.

The paper is empirical in nature and provides a future direction for more research in the area of manager–subordinate relationship in a workplace by exploring more variables.

Derived from an extensive study of current and impending manager – subordinate relationship, the findings may aid many organization and policymakers to develop and refine their people practices to engage human capital with the ulterior aim of having a conducive relationship between the manager and subordinate in the organization.

The present research emphasizes the importance of a healthy relationship between the manager and the subordinate in a digitalized workplace. This study is unique, as it provides insights into the manager–subordinate relationship and the factors influencing the association. The study gives a better understanding of the factors that make the manager–subordinate relationship more effective and fulfilling.

This paper aims to advance the current understanding of social media (SM) brand engagement. Specifically, it validates the dimensionality of SM brand engagement, examines its drivers and explores the impact of SM brand engagement on brand equity.

A survey was conducted with 433 Generation Y (Gen Y) SM users.

The study results validate SM brand engagement as a multidimensional construct comprising utilitarian, hedonic and social dimensions. Three categories of SM engagement antecedents were identified: social factors (social identity and tie-strength), user-based factors (service, product and price information, hedonic motives and prior experience with SM) and firm-generated information (personalized advertising, mass advertising, promotional offers and price information). Finally, SM brand engagement was positively related to brand equity.

This study focused on Gen Y SM users in India. This study should be replicated in other contexts to establish the generalizability of the findings.

A better understanding of the dimensionality and drivers of SM brand engagement can help managers to enhance their SM strategies to build brand equity.

This is the first study to provide a comprehensive examination of the dimensions, drivers and consequences of SM brand engagement.

We extend theories of the firm to the entrepreneurial finance setting and argue that R&D-focused start-up firms will have a greater likelihood of financing themselves with equity rather than debt. We argue that mechanisms which reduce information asymmetry, including owner work experience and financier reputation, will increase the probability of funding with more debt. We also argue that start-ups that correctly align their financing mix to their R&D focus will perform better than firms that are misaligned. We study these ideas using a large nationally representative dataset on start-up firms in the United States.

The purpose of this paper is to implement diversity and inclusion practices in an USA university department through the application of a cultural audit in the style of participatory action research (PAR). The cultural audit process demonstrates an inclusive, grassroots approach to creating actionable solutions that brings about positive organizational change and can be replicated by others.

The version of an organizational cultural audit described here included two phases. The first was quantitative in nature, using a survey to collect data that would provide the organization with a perspective of how its culture is perceived (Fletcher and Jones, 1992) and serve as the basis for the second, more crucial phase. The second phase utilized PAR qualitative approach. Having data presented in aggregate form allows for truer reactions to how others believe they experience the work environment, as opposed to making assumptions about how others may experience the work environment. A cultural audit such as this relies heavily upon the qualitative narrative that is exposed when participants react to the quantitative data presented. In fact, the real assessment begins not with the quantitative data collection process, but with the presentation of the quantitative data and the analysis of how participants respond to what they see.

The researchers found social and practical implications for empowering employees to develop a culturally agile organization. Results showed that participants generally viewed the culture as lacking transparency and needing values-based guidelines for everyday interactions. Participants thought they should value diversity, but viewed the culture as having a gap in solutions to apply that value. Incentivizing actions that promote diversity and inclusion and better shared governance were needed to address cultural problems in the organization. Recommendations for actionable solutions included: developing shared language through a values statement, restructuring onboarding and mentoring support, increasing transparency of standing committee work, membership, and minutes to foster trust and communication, implementing group guidelines for respectful interactions, and the creation of regular, planned social events to enhance human relations. This case study is significant because it uses an innovative method to not only study diversity and inclusion in a university setting, but also take action, thereby filling a gap in the literature on critical studies of organizations.

For those trying to institute a similar experience for their organization, it would be important to note that the cultural audit was a grassroots intervention, designed to help the division discern what kinds of lived experiences and shared assumptions exist within.

The case study presented should serve as a roadmap for how individuals can garner support for conducting a similar cultural audit with their own organizations.

This case study is significant because it uses an innovative method to not only study diversity in a university setting, but also take action, thereby filling a gap in the literature on critical studies of organizations.

This chapter identifies the attributes that learners need in order to learn effectively in new technology rich educational environments. There are a number of different ways of synthesising the findings from this emerging literature which relies heavily on qualitative research. This chapter reports on a literature review which adopted a deliberately interpretative qualitative meta-analysis, synthesising the findings from 15 key studies. As such, the chapter demonstrates a way of reviewing and compiling current research. The synthesis resulted in the identification of six attributes that learners need to do well in next generation learning spaces. These are engaged, connected, confident, adaptable, intentional and self-aware. Although some of these attributes are applicable to all learning contexts, those of being connected, confident, adaptable, and intentional seem to be particularly important in learning in next generation learning spaces. The challenge is to design learning activities that encourage and reward the development of these attributes. The hope is that through both its findings and its method, this chapter provokes debate on what it now means to be a successful learner in today’s technology rich world.

Overconfidence as an important psychological factor can also affect CEO’s cognitive preferences, while there are few studies about the impact of CEO’ overconfidence on the international expansion of companies. This paper aims to fill this gap and further discuss the moderating role of CEO’s overseas experience, CEO duality and ownership.

The authors focus on the Chinese context, collect 2008–2016 data from China's manufacturing industry as sample, use fixed effect model to analyse the effect of CEO overconfidence on international expansion strategy of Chinese firms.

The empirical results show that: CEO overconfidence positively promotes the degree of firm internationalization. CEO foreign experience positively affects the internationalization degree, but can restrain overconfidence thus negatively regulate this impact relationship. When duality is present, both CEO power and managerial discretion are pronounced and they exhibit a stronger effect. Firm’s equity nature will affect the relationship between CEOs' overconfidence and the degree of internationalization. Compared with private enterprises, CEOs in state-owned enterprises have limited power, therefore, this influence relationship is weaker.

This study has emphasized the importance of top executives' psychological characteristics on firm internationalization, which is key application and complement of upper echelons theory and fills the research gap in the literature. In this paper, the authors found the advantages of overconfidence for firms, which helps to understand the complex meaning of overconfidence. The results of moderating effect further explore the application of overconfidence in different context, which has some implications for management practice.

The main purpose of this article is to examine the relationship among the manager's Strategic Intelligence (SI) with Organization Development (OD), and Entrepreneurial Behaviour (EB) in governmental agencies in underdeveloped countries.

To fulfill the purpose of this study, 274 staff were selected from a population of 480 based on stratified sampling. Descriptive and inferential statistics (including the measurement methods, KMO, Bartlett, Durbin–Watson, and path analysis tests) were performed by using SPSS22 software and Lisrel 8.5.

Based on the results of the analysis, there is a positive significant relationship between the manager's SI and organizational development. Moreover, there is a positive significant relationship between the manager's SI and entrepreneurial behavior. However, examining the moderator variables including demographic characteristics revealed that the demographic characteristics have no effect on the manager's SI–OD relationship and manager's SI–EB relationship. Only gender influences the manager's SI–EB relationship.

This research proposes a model of the relevant internal variables that have a positive effect on the organization's development and growth. The model is intended to help organizations gain competitive advantage and opportunity by improving the internal factors (managers' SI and entrepreneurial behavior of managers and staff) for the development and survival.

This study proposed a model of manager's SU, OD and Entrepreneurial Behavior in organizations based on data collected from underdeveloped countries. Also, the result of this study could be used by startup and entrepreneurial companies around the world.