Search results

Based on the multi-faceted nature of high-growth firms (HGFs) and the significant investments by governments to make the business environment more conducive to firm growth, the effects of changing institutions impacting on HGFs has not been explored in any great detail. While the authors have a very clear understanding of the spatial variations of HGFs and their firm characteristics in various advanced countries, the authors are lacking such insights for emerging countries. The paper aims to discuss these issues.

Given the growth prospects and economic reforms, the authors chose emerging Central and Eastern European (CEE) countries as the research context. Utilising a cross-country panel data set spanning 11 countries, the authors investigate the share of HGFs across these countries and further examine how changes in institutions impact firms to become HGFs. The authors frame the arguments around three institutional dimensions, namely corruption, investment climate and bureaucratic quality.

The findings suggest that the rates of HGFs are significantly higher in emerging CEE countries as compared with those in developed countries. Second, the results show that an improvement in a country’s institutional environment impacts positively on the likelihood of firms becoming HGFs. Among the three measures of institutions, bureaucratic quality seems to have the largest positive impact as compared with corruption and investment climate.

The authors contribute to the literature by presenting the share of HGF across 11 emerging CEE countries and estimating how changes in institutions impact on firms becoming HGFs for the period 2000-2013.

This study aims to the influence and impact of regulations and highlights the barriers to market entry faced by Australian professional service firms in the European Union (EU) and their strategies to manage and transfer tacit knowledge.

The authors collected data by reviewing relevant regulatory documents and conducting semi-structured interviews with key informants from Australian architecture firms and senior representatives from the professional, trade and regulatory bodies in Australia and Europe.

Historically, Australian professional service firms use the United Kingdom (UK) as their EU base. The mutual recognition of qualifications and prior experiences are barriers to intra-organizational expatriation and knowledge transfer. The study identifies the dual nationality of the architects as a way of circumventing the residency/nationality restrictions.

The study discusses Brexit and how the uncertainty surrounding the UK and EU’s agreement adds to the complexity for non-European firms’ market entry and operations in the region.

Journal of Knowledge Management (JKM) is the foremost academic source of knowledge management research. Therefore, to understand the intellectual structure of knowledge management research, this study aims to examine the thematic patterns and evolution of research in JKM.

Using bibliographic coupling analysis, this study analyzes and maps the intellectual structure of the research published in JKM from 1977 to 2021. It also presents the trends among methodological choices of JKM authors. The study also explores the major components of JKM’s impact, wherein a negative binomial regression analysis is used to uncover the major factors influencing the journal’s citations.

The findings suggest that the intellectual structure of JKM broadly consists of four major themes: antecedents and consequences of knowledge management, innovation and knowledge management, complexities in knowledge management and firm performance, and knowledge sharing in knowledge management. The findings also reveal the drivers of citations for JKM through the universalism (article order, open access), social constructivism (European and FT100 institution affiliation, references, funding) and presentation (tables, models, appendices, article age) perspectives.

This inclusive overview of JKM will provide useful insights for its editorial board, readers and scholars to chart the ways forward for JKM and the future of knowledge management.

To the best of the authors' knowledge, this study is the first of its kind to identify the factors that contribute to JKM's impact from a citation perspective.

The purposes of this study are to (i) systematically review the state of the existing research of talent management (TM) in emerging markets and its connections with firm performance; (ii) recap the results in an integrative and multidisciplinary framework and (iii) recognize potential research contradictions and gaps that offer avenues for future study.

In this study, the authors apply a systematic literature review (SLR) methodology to review 31 peer-reviewed articles published in highly ranked journals (ABS journals list – ranking 3, 4 and 4*) over more than two decades.

This review shows that the state of the current research of TM in emerging countries and its connections with firm performance is characterized by complexity and fragmentation within the different countries investigated. This review summarizes and highlights five central categories of TM in emerging markets. In order to ensure that the field of research investigated continues to be relevant to diverse constituents, the authors incorporate the various prominent research perspectives into an integrative framework structured at macro (economies/countries), meso (industries) and micro (individuals/organizations) levels.

This research provides guidance for chief executive officers, chief financial officers and human resource directors in emerging countries to develop TM within their organization in order to capture its relevant aspects, from a strategic (purposeful and competency modeling), organizational (talent planning and career track planning) and financial point of view (remuneration policy and firm performance).

The authors offer a first holistic overview of the features of TM in emerging markets and also introduce firm performance. The authors present an integrative multidisciplinary framework that can serve as a starting point of a summary of areas covered by the literature. Finally, the authors identify several knowledge gaps, emerging topics and limitation of current research, through which ideas for future investigations are offered.

Previous research provides adequate evidence on performance management (PM) for hospitals and healthcare providers; however, less is known about their individual and PM appraisal process. Additionally, there is limited research exploring PM in the Middle Eastern context. This study investigates PM practices in the Middle Eastern healthcare industry.

This study adopts the qualitative research methodology through semi-structured interviews of healthcare professionals in Kingdom of Saudi Arabia and the United Arab Emirates. Thematic analysis was adopted for analyzing this qualitative data.

The main findings have uncovered different facets of appraisal challenges for both the appraiser (i.e. manager) and the appraisee (i.e. employee). These challenges include communication deficits, lack of goal setting standards and regular meeting updates in order to ensure employee satisfaction and motivation in the workplace.

This study has significant implications for policymakers in Middle Eastern hospitals in terms of implementing PM for their staff. Moreover, future studies can conduct in-depth analysis and provide comparison between public and private sectors in the Gulf countries.

This study is one of the first to portray challenges involved in conducting PM in the Middle East healthcare sector specifically in the UAE and Kingdom of Saudi Arabia (KSA), both from the perspectives of the appraiser and appraisee.