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International business.

Bachelor level.

This case study simulates a real life management decision. It explores the planning, organizing and controlling challenges associated with developing an internationalization strategy. Top managers planning to expand “internationally” contemplate about potential international markets should understand the risks and opportunities they present and how best to deal with them. Often organizational design is neglected prior to embarking on internationalization strategy. The case provides contrasting perspectives and entry options, to highlight the importance of an in-depth evaluation of alternatives.

Analyze and evaluate the strengths and weaknesses of business prior to exploiting international opportunities. Discuss key success factors, each of which has a different degree of importance in formulating a domestic and multinational business strategy. Understand economic, social, cultural, and political risks, and how a company can use of market research to identify and manage such risks. Formulate an internationalization strategy based on the evaluation of the costs and control provided by different international entry options.

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This study attempts to find out the impact of the human behavioral factors (HBFs) including emotion, factors of deals with processes within and between groups as well as with the impact of these processes on individuals’ attitudes and moods, personality, beliefs and values, perception and motivation on the knowledge management system–cycles (KMS-Cs) which comprises sharing; it considers findings from social psychology and discusses their applicability in knowledge management (KM) research and practice; social psychological concepts that strongly influence knowledge processes in organizations are first introduced. It is creating, storing and transferring of academic staff while analyzing the certificates on the acquired behaviors and knowledge which were involved in each of the communications, decision-making, creating new ideas, providing new knowledge, idea diversity, progressing, enhancing and improving the organization, using up-to-date technology and proactivity between the independent and dependent variables. In order to test the study hypotheses, data of 219 respondents working at the University of Sulaimani were collected. The results of the study revealed the academic staff psychology effect on KMS-Cs with a substantial relationship between the HBFs and cycles of KM during academic and administrative work. Also, it surged their academic staff efficiency through a conceptual model called KM behavior (KMB); knowledge management systems (KMSs) are applications of the organization's communication and information systems (CISs) designed to support the various KM processes. They are generally not technologically distinct from the CISs but rely on databases, such as those designed to put organizational participants in contact with recognized experts in a variety of topic areas (Yakan, 2008; Al Hayani, 2020). Information technology (IT) used in KM is known as KMS. In general, KMSs are computer systems that enable organizations to manage knowledge that is efficient and cost-effective. KMS is a class of information systems applied to the management of organizational knowledge. KMS is a system that increases organizational performance by enabling employees to make better decisions when applying their knowledge as part of their daily business activities.

Research hypotheses Ho: HBFs and KMS-Cs are not correlated. H1: HBFs have no impact on KMS-Cs. H2: certificates have no effect on HBFs and KMS-Cs. Data collection and sample demographics: in this study, the relevant information for assessing the HBFs and their impact on the KMS-Cs was gathered through a questionnaire survey. The HBF was measured using the following items: emotions, attitudes and moods, personality, beliefs and values, perception and motivation. The knowledge management cycle (KMC) was measured using the following items: knowledge sharing, knowledge creation, knowledge storing and knowledge transfer. The total number of employees at the University of Sulaimani, Sulaimaniya, at the time of data collection (May, 2019) was 117. Since the information available on the number of academic staff at the University of Sulaimani is according to the departments, this study employed a proportionate stratified random sampling method to select the number of academic staff from colleges and departments at the University of Sulaimani. The total number of academic staff at the University of Sulaimaniis is 1,740. Therefore, the appropriate sample size for this study is at least 5% of the population (i.e. 90 respondents) (Langham, 1999). The questionnaire was administered personally through Google Form where questionnaires were collected from the respondents. Examination of the response rate shows that the response rate for this study is excellent. The research instrument consists of two main sections. The first section incorporates a nominal scale to identify respondents' demographic information. The second section uses the five-point Likert-type scale from fully disagree (1) to fully agree (5). All of the measurement items went through backward translation (translated from English into Korean and back into English) to ensure consistency and to resolve discrepancies between the two versions of the instrument (Mullen, 1995; Aldiabat et al., 2018). The participants were almost equal in terms of gender, 59 were males and 58 were females. The certificate for each one of the PhD, MSc and BSc was 39 participants. The number of participants whose age was between 23 and 32 years was 26, between 33 and 42 years was 50, between 43 and 52 years was 29, between 53 and 62 years was 10 and above 62 years was 2. Validity and reliability: in addition to the steps mentioned earlier to assess the validity and reliability of the study tools, a further test was executed. The reliability to measure many inner variables in regularity, Cronbach’s alpha is generally utilized in order to evaluate it and the value should exceed 0.70 for each variable (Alharbi, and Drew, 2014) (Table 1). Cronbach's alpha regards to the test of reliability of a skill for each of the HBF and KMC.

The study is considered the organizations relationship between HBFs and KMS-Cs and the influence of the factors on the cycles. So, the new ideas emerge to create knowledge about product development among employees. The group experience works as an essential element (Grimsdottir and Edvardsson, 2018). Knowledge resides in human minds and, as a result, employee behavior and explanatory skills are the key drivers of KM (Prieto and Revilla, 2005). First, knowledge creation, sharing and storing is increased when the organization has motivated the employees. Second, knowledge is shared rapidly when the employees have owned a strong personality, new idea, impression and perception. Third, both the beliefs and values lead to creating new knowledge when the employees obtained it inside the organization. Then, the emotion factors illustrated the weak relation with knowledge sharing, knowledge creation, knowledge storing and knowledge transfer.

Knowledge is considered as a great factor in achieving organizational goals (Hammami and Alkhaldi, 2017). Therefore, this study has explained that knowledge is an essential element for employees and organizations. Furthermore, it progresses the skills and capabilities during the job. Nevertheless, this knowledge is impacted through human behaviors because the behavior evolves crucial factors that help the academic staff to create, share, store and transfer the knowledge through motivation, perception, personality, attitudes, moods, beliefs and values. Knowledge sharing is a culture of social interaction involving the exchange of knowledge, experiences and skills of employees across the organization (Zugang et al., 2018). Organizations need to pay particular attention to the method of communication used where knowledge becomes useless if employees are not encouraged to study and use it in their daily activities (Boatca et al., 2018). Knowledge sharing can be achieved by taking into account technical standards (KMS), social standards (environment) and personality (motivation) (Özlen, 2017).

This paper aims to seek accounting graduates' perspectives on the demand for accounting in their workplaces, on the gaps in accounting education (AE), and on the future of the accounting profession, inspired by the new definition of accounting proposed by Carnegie et al. (2021, 2022, 2023a), to adopt a strong focus on sustainable development goals (SDGs) in AE to inculcate tertiary students with the skills that lead them to approach and apply accounting as a multidimensional technical, social and moral (TSM) practice.

The online qualitative survey was distributed to 100 randomly selected New Zealand accounting graduates in order to gather insights from their workplaces. All responses from the 30 graduates who completed the questionnaire underwent qualitative analysis using Leximancer software, which automatically identifies high-level concepts and insights and offers interactive visualizations without bias.

The graduates’ experiences underscore the ongoing significance of technical skills in the New Zealand workplace. They emphasized the lack of non-technical skills training, stressed the necessity of diverse business knowledge and highlighted the importance of automation and digital skills.

The implications for transforming AE involve adopting an activist approach to integrate a TSM perspective into teaching and learning and being open to an interdisciplinary approach to expose tertiary students to the impact of accounting on sustainable development, including collaboration with professional bodies for real-world experiences.

The importance of engaging with SDG-related narratives is stressed to stimulate further discussion, debate and research aimed at identifying practical solutions for AE as a facilitator for SDGs in realizing accounting as a TSM practice.

The purpose of this paper is to test the Porter hypothesis using the Structure–Conduct–Performance (SCP) framework for a panel data set of industries in New Zealand.

The authors developed a mutually exclusive classification of the process-led and product-led innovation strategies and examined their impact on SCP in the high (low) carbon emission industries.

The findings show that the high-level concentration provides more beneficial opportunities for product and geographical diversification that require a high level of R&D intensity. The authors find that in high-carbon emission industries, the product-led innovation strategies have a significant positive impact on the industry structure and performance which provide support for the Porter hypothesis.

The findings imply that competition effects firm-level investments, in particular, capital expenditure to address carbon emissions, as such investments give firms a head start over rivals, and increase their profit margin compared to other firms over time. Overall, the empirical results lend support to the Porter hypothesis and suggest that understanding of industries’ unique R&D attributes is critical to developing regulations to support industries in smaller economies.

It is the first study that examines the industry structure, R&D intensity and performance in a small developed economy of New Zealand.

The purpose of this paper is to examine the relationship between corporate social responsibility (CSR) performance communication and stocks’ performance using socially responsible investment (SRI) portfolio management approach.

The authors used the multi-factors models to examine the impact of CSR performance communication on the ex post monthly returns of three distinctly formed portfolios as well as their differential performance from 2001 to 2013 in a small economy of New Zealand.

The results show that SRS portfolio comprising of the stocks that demonstrate a relatively less proactive approach to the social and environmental concerns outperforms a stock portfolio that comprises of companies that have a relatively proactive approach to stakeholder engagement referred to as SVS portfolio. Furthermore, the authors’ findings show a positive relationship between social performance and market valuation. This indicates that the market values more stakeholder engagement in regard to social issues than environmental issues.

The authors’ findings imply that the SRI does make perfect financial sense in a small economy such as New Zealand. The perception of the CSR communication as an “insurance” for mitigation of social and environmental risks is one of the factors driving the valuation of SRI portfolios in New Zealand.

The authors collected CSR data from the publicly available sources such as the annual reports, the CSR reports and sustainability reports because a layman investor is more likely to rely on these sources in a small economy.

This paper aims to provide a historical understanding of the unemployment context experienced by the New Zealand population during the Great Depression, which might have caused people to commit financial crimes, such as fraud, to survive.

The main source of information is narratives from newspaper articles published by 42 newspapers from 1931 to 1950 that explore New Zealanders’ experiences during declined economic conditions.

During the period studied, New Zealanders suffered because of various challenges, mainly unemployment. The government’s response was criticised by the people who used the newspapers as a medium to unleash their frustration about the fairness of unemployment relief for the unemployed and taxation of those who were employed. Some people who struggled in between jobs, as well as some who found themselves being disadvantaged, turned to deviant behaviour such as fraud. The fraudsters might be thought of as the victims of the day, committing a crime of survival, not a crime of choice.

This research promotes more historical studies to enrich fraud-auditing literature. The lack of detailed information reported in the newspapers during this period limits making specific links to individual circumstances.

Fraudsters have always been perceived as responsible for their destinies, but a wider social and political context is rarely examined in fraud cases. The period chosen for this paper represents the extreme condition in which the elements of motive, opportunity and rationalisation are all interwoven into one.

The purpose of this study is to explore alternative models of substitutes for leadership. These alternative models are a leadership-only model, substitutes for the leadership-only model and substitutes for the leadership-mediated-effects model.

Four occupational groups were targeted, namely, PhD faculty of institutions of higher education, medical doctors who work in district headquarters’ hospitals, licensed pharmacists and certified engineers. Also, a self-administered questionnaire was used to collect data, and 523 usable responses were received.

Partial least square path modeling was used for data analysis, and the results of structural models revealed that: the dimensions of transformational leadership significantly affected the followers’ outcomes; a few substitutes for leadership also significantly affected the followers’ outcomes; and, in some cases, substitutes for leadership significantly mediated the relationship between dimensions of transformational leadership and followers’ outcomes.

Findings of the study provide useful implications to improve the managerial practices of organizational leaders, work design strategies in organizations and overall organizational policies for effective functioning. Other developing countries with similar socio-economic status may use these findings to improve organizational functioning.

This study makes important contributions to the leadership literature. It tests three alternative models in the domain of substitutes for the leadership theory and tests the separate effects of dimensions of transformational leadership and substitutes for leadership on followers’ work outcomes. Further, it specifies the mediating effects of substitutes for leadership on the dimensions of transformational leadership and followers’ work outcomes. Most important, this study for the first time tests transformational leadership and substitutes for leadership concepts in Pakistani work settings and advances the theoretical and empirical literature in this local context.

This study aims to examine the direct and indirect effects of supply chain resilience enablers on supply chain disruption orientation per supply chain resilience. It conjointly examined the moderation of supply chain complexity on resilience enablers and supply chain resilience. It further detailed the conditional indirect effects of supply chain resilience enablers on supply chain disruption orientations via supply chain resilience at varying levels of supply chain complexity.

This study employed a time-lagged design (three-wave) and self-administered surveys to collect data from the supply chain managers of fast-moving consumer goods firms. A sample of 214 responses was used to test the hypothesized relationships.

The results showed that supply chain resilience significantly mediated on the relationship between supply chain resilience enablers and supply chain disruption orientation. Further, supply chain complexity positively moderated on supply chain resilience enablers and supply chain resilience. The results also supported the moderated mediated hypothesis.

This study contributes to prevalent theory and practices in the wake of recent disruptions faced by the firms. It persuades the managers to emphasize on structuring resilient supply chain system to recover from the disruptions and accumulate and incorporate learning gained from the disruptions to strengthen the firm's response management system.

This study attempted to explore the underlying antecedents and consequences of supply chain resilience in Pakistan and established boundary condition effects of supply chain complexity on the proposed relationships. This research complemented and extended the conceits of resource-based and contingent resource-based views.

This study aims to examine the relationship between entrepreneurial leadership (EL) and new product development performance (NPDP) at the firm level (level 2) of analysis and employee’s creativity (EC) at the cross level (level 1) of analysis. It also examines the serial mediations of (1) intrinsic motivation (IM)-EC and (2) creative self-efficacy (CSE)-EC on the relationship between EL and NPDP.

A systematic random sampling technique was used to collect data through self-administered surveys from leaders and employees of small and medium-sized enterprises (SMEs) in Pakistan’s IT sector. Analysis was conducted on net responses from 114 leaders and 476 employees.

The results revealed significant positive associations between EL and NPDP at the firm level of analysis and EC at the cross level of analysis. The results of the cross-level serial mediations show that (1) IM and EC, and (2) CSE and EC serially mediate the relationship between EL and NPDP.

This study is among the few to use the Coleman bathtub model to show top-down and bottom-up relationships. The study extends and complements the multilevel perspective on leadership and new product development research by simultaneously examining the relationships between EL and NPDP at the individual and firm levels.