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To examine leadership style (transactional versus transformational), knowledge level, and team cohesiveness as antecedents of team performance.

The study was conducted among students studying for an MBA. The 252 participant students were involved in a computerized business simulation course which required forming teams of about six members. Each team represented the management of one firm that competed with the other groups.

Transformational leadership was associated with a higher level of team cohesiveness, as compared to transactional leadership. Both knowledge level and team cohesiveness predict team performance, particularly among men.

The student sample may not necessarily represent responses from workers in an actual organization. From a measurement perspective, the reliability of the one item scale of leadership could not be ascertained.

For improving team performance, a manager should enhance team knowledge and encourage greater team cohesiveness.

Using a simulated research design, leadership style, an antecedent associated with individual performance, was also found to be related to team performance.

The purpose of this article is to review what influences leaders' behaviours and why leaders behave in certain ways and not in other ways. Using a range of job characteristics such as the different leadership styles utilised in conducting various tasks and the leaders' age and gender for example, and employing a binomial logit analysis on a survey data, this research focuses on a range of possible influences on leadership behaviours.

To investigate the influences on leadership behaviour, a questionnaire was constructed with leadership behaviour, leadership style, job satisfaction and some demographic questions. The population for the study comprised employees from various sizes of UK companies from a wide range of industries. The questionnaire was administered mainly, but not only, to managers and leaders in the Key British Enterprises.

The paper found that a number of the leadership style dimensions and other explanatory variables were significantly related with some of the individual leadership behaviour types. For example, intellectual stimulation was positively and significantly related to delegative leadership which is a characteristic of creative organisations that have confidence in the abilities of its workforce. However, it does not find a direct gender effect on leadership behaviour.

Collecting data from over 400 managers from a wide range of industries in the UK and reviewing the relevant literature on influences on leadership behaviour, the study found among other things, that delegative leadership style is significantly related to all the four transformational leadership factors. Delegative leadership is therefore judged to be a very popular leadership style that many managers practice in their organisations while consultative and participative leadership styles remain the least favourite and directive leadership style lies in‐between in a scheme of widespread application within organisations.

Despite being one of the most used dependent variables in expatriate management research, no clear-cut understanding exists of what expatriate success means. Thus, this study aims to propose an integrative definition of expatriate success by providing an overview of expatriate success's dimensions, antecedents, and their interplay.

A systematic literature review (SLR) was conducted to achieve the purpose. A total of 249 empirical studies (quantitative 111, qualitative 50, mixed-methods 17), literature reviews (67) and meta-analyses (4) on expatriate success were reviewed from Web of Science and Scopus databases published from 1990 until December 2021. The study selection criteria followed the PRISMA flowchart steps, and then descriptive and network analyses were performed to identify expatriates' success dimensions, antecedents and their interplay.

The findings show the interplay among antecedents and dimensions of expatriate success across three levels (individual, interpersonal and organisational) to clarify the concept of expatriate success. Also, the study offers a comprehensive definition of expatriate success based on the dimensions identified.

The suggested definition of expatriate success elucidates the “atheoretical”, multidimensional and socially constructed nature of the construct and hence, calls for more “theoretical”, multidimensional and subjective considerations of the term to ground human resource management practices addressed to attain expatriates' success.

This paper provides an integrative definition of expatriate success, giving greater insight into the construct, in addition to critically reflecting on it.

The purpose of this paper is to argue that corporate social responsibilities of international business can be defined in terms of human rights responsibilities.

The approach taken is to draw from international law to examine whether these responsibilities can be defined in a precise way.

The paper finds that human rights responsibilities of business needs further refining.

Research needs to be conducted from a law perspective on defining concepts such as “complicity”, “spheres of influence” or “respecting” human rights.

This paper calls upon international business and their stakeholders to use and pro‐actively manage their human rights responsibilities and further refine the existing managerial human rights tools.

In exploring the human rights responsibilities of business, this paper contributes to an important crossroads of international law and management.

This study aims to expand the authors’ exploratory qualitative study, describing the characteristics of the flow of Palestinian Arab citizens of Israel (PAI) to Jordanian higher education (HE) institutes as an alternative to HE studies in Israel (Jordanization).

At this stage of the study, 460 PAI studying in six Jordanian universities answered a questionnaire indicating the factors that led them to seek HE in Jordan. Respondents’ comparisons between the Israeli and Jordanian HE systems were analysed.

Results showed that Jordanian HE attracts PAIs for practical reasons: lenient acceptance policy and better chances to graduate, while cultural and linguistic similarities between the PAI and Jordanian societies are less influential. Israel's HE is attractive for financial reasons and employment qualification.

Future research should compare the absorption of these graduates of Jordanian universities in Israel's labour market with the absorption of other graduates from Israeli and foreign universities.

The under‐representative proportion of PAI students in Israeli universities indicates the need for diversified programmes and reforms to bring more PAI students into Israeli campuses. Pre‐academic programmes focusing on acquisition of academic learning skills could assist PAI students during their first academic year and help prevent dropout.

This study provides unique and specific knowledge concerning the topic of indigenous ethnic minorities who migrate to study outside their states.

The purpose of this paper is to investigate the importance of specific local development policies and partnerships for SME enterprises in Thessaloniki one of the metropolis of south Europe. The two main research questions are: first, what are the most important development policies for firms’ development? and second, in what level these policies receive different significance from firms belonging in different production sectors?

In order to achieve the aims of the paper and answer the research questions, the study uses an extensive use of bibliography, and field research that has been implemented by administering questionnaires on a representative sample of 227 enterprises. The study comes up to valuable conclusions for the firms and the city through the use of exploratory factor analysis, reliability analysis and clustering.

The present research brings on important issues and questions about local economic development because it presents directly the estimations and views of a large number of local enterprises that reflect the image of local economy. Finally, this research gives a satisfactory overview of the inner growth of Thessaloniki and further the results could lead to an evaluation, planning, implementation, rejection or reconstruction of specific actions and policies locally.

The analysis is constrained by weakness since the sample of enterprises is rather small and the results concern only the enterprises located in Thessaloniki. Based on this fact, general conclusions can be drawed for other regions as well as for the whole Greece. This is subjected to more analysis.

The added value of this research is essential since there are only few similar researches in South-East Europe and in Greece. Especially, the relationship between local development policies and firms’ development competitiveness has not been studied enough in the area under consideration.

Enterprises understand and designate the importance of specific policies that affect their development while at the same time through their evaluations they outline the character and dynamics of these policies in a unique dynamic, geographical and productive city like this of Thessaloniki.

The analysis showed that enterprises recognize as positive factor the effort of the local authorities to set the area as a business pole in favour of enterprises and the broader area but policy problems of organization and planning arise that concern mainly the operation and support of local enterprises and specific those from the tourist and service sector. This image raises issues of competence on planning and organization of development polices by the local authorities focusing on specific productive sectors so as the effect of these policies to be effective with positive results for enterprises.