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Few papers address innovation activities among tourism entities. The purpose of this paper is to elucidate the extent to which the theoretical framework of network orchestration can explain the system of relations underlying roles and behaviors of tourism actors in collaborative innovation settings.

Using interview data collected from destination management organizations and their destination partners within two polar-sampled North American destinations, this study identifies relationships which underlie the behaviors of tourism and hospitality actors engaged in collaborative innovative activities. To understand these relationships, this study abductively imposes the emergent theoretical framework of network orchestration and offers practical implications for conducting successful innovation among tourism collaborators.

First, orchestration of knowledge mobility processes in collaborative innovation settings is associated with trust, perceived fairness and the search for experts within the network. Second, orchestration of innovation appropriability processes is associated with forging shared ownership and knowledge exchange with “dissimilar” partners. Third, orchestration of network stability processes is associated with enhancing the reputation of influential actors within the tourism destination, and shared visioning of future innovation outcomes.

This paper contributes to the collaborative innovation landscape by testing the emerging theoretical framework of network orchestration and proposing practical implications for hospitality and tourism actors engaged in innovative activities. The research further demonstrates the value of abductive reasoning for elucidating theory from interview evidence and proposes a model for future studies on collaborative innovation networks.

The purpose of this study is to test the local impact of COVID-19 pandemic on hotel performance at the individual property level, and further examine the roles of hotel attributes and business mix in potentially moderating or intensifying the impact of a crisis.

Using a sample of 5,090 hotel properties in Texas, USA from January 2020 to December 2021, this study estimates a monthly hotel performance model to evaluate how the pandemic affected hotels’ operational performance based on revenue per available room.

Results show that a 10% increase in the monthly number of confirmed COVID-19 cases led to a 0.522% decrease in hotel performance. Also, a series of moderators were identified within the pandemic–performance relationship: the negative impact of the pandemic was more severe among higher-end hotels and newer hotels; urbanization and localization diseconomies prevailed during the pandemic; and there was a smaller negative effect of COVID-19 on high rated hotels in the category of economy hotels.

The moderators highlighted in this paper shed light on the heterogeneity of COVID-19’s effects on hotel operations. Findings enrich the hospitality literature by considering business resilience in relation to the pandemic.

The purpose of this study is to identify determinants of involuntary cross-listing (CL) of US restaurant companies on the Frankfurt Stock Exchange (FSE).

The study utilizes a mixed method design with an interview and a pooled logistic regression analysis with panel dataset using the company-clustered standard error to develop and test the hypotheses.

The empirical investigation identified determinants of involuntary CL by examining ten factors, including size, firm growth opportunities, leverage, financial flexibility, international operation, profitability, overall German economic condition, industry growth opportunities, restaurant type, and local operation. The study found three determinants – large size, favorable economic condition in Germany and positive industry growth opportunities – utilizing the sample that covers the entire periods of involuntary CL of US restaurant companies on the FSE.

This paper uncovers the phenomenon of involuntary CL, which many stock exchanges have strategically adopted by simplifying listing requirements for companies already listed in other stock markets, focusing on US restaurant companies. The number of involuntarily cross-listed US restaurant companies greatly increased to 50 percent of domestically listed US restaurant companies while those companies are largely unaware of the phenomenon. The research advances understanding of involuntary CLs, which previously received little attention.

The purpose of this paper is to examine evidence indicating the presence of economies of scale among Atlantic City casinos at the property‐level and between multi unit and single unit operators.

The study extended two previous studies by performing a vertical analysis of financial performance data and by using multiple regression analysis to study costs and revenues over time. The study collected 320 annual property observations for the main analysis for the period of 1980 to 2009 and used detailed financial performance data for the 2007‐2009 period.

Findings from both forms of analysis support the existence of scale economies in Atlantic City at both the property level and for multi unit operators.

Results of this study suggest that there are economies of scale for casinos in Atlantic City. Additionally, larger size was associated with better performance even during the current economic downturn. Managers or owners of casinos in Atlantic City may consider developing large physical size of their casinos when it is feasible. Additionally, the success of multi unit operators compared to single unit operators has implications for acquisitions while property values are depressed. Replication as a tool to aid generalization of results across time and situation contexts is illustrated and a number of future research lines are suggested.

Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their workplaces, it is incumbent upon the management field to offer insights that address obstacles to work. Although barriers to employment have been addressed in various fields such as psychology and economics, management scholars have addressed this issue in a piecemeal fashion. As such, our review will offer a comprehensive, integrative model of barriers to employment that addresses both individual and organizational perspectives. We will also address societal-level concerns involving these barriers. An integrative perspective is necessary for research to progress in this area because many individuals with barriers to employment face multiple challenges that prevent them from obtaining and maintaining full employment. While the additive, or possibly multiplicative, effect of employment barriers have been acknowledged in related fields like rehabilitation counseling and vocational psychology, the Human Resource Management (HRM) literature has virtually ignored this issue. We discuss suggestions for the reduction or elimination of barriers to employment. We also provide an integrative model of employment barriers that addresses the mutable (amenable to change) nature of some barriers, while acknowledging the less mutable nature of others.

The Resource‐Based View of the Firm (RBV) has become an important stream of literature in strategic management. RDV's main prescription is that strategic assets are crucial determinants of sustainable competitive advantage and thus firm performance. Unfortunately, little empirical research has been occasioned to substantiate that prescription. Part of the difficulty in empirically testing RBV's main prescription lies in identifying resources capable of being strategic assets. This article combines RBV logic, the definition of strategic assets, Hall's studies, and the logic embodied in several streams of management literature to explain why strategic assets are intangible in nature, to show that not all intangible resources are strategic assets, and to demonstrate that company reputation, product reputation, employee knowhow, and organizational culture possess the characteristics of strategic assets. That is the foundation for the proposed hypotheses and proposed conceptual model presented in this paper for testing RBV's main prescription. We also discuss the practical, theoretical and empirical implications of this paper and make suggestions regarding empirical testing.

Research on perceptions of organizational politics has mostly explored the negative aspects and detrimental outcomes for organizations and employees. Responding to recent calls in the literature for a more balanced treatment, we expand on how positive and negative organizational politics perceptions are perceived as stressors and affect employee outcomes through their influence on the social environment. We propose that employees appraise positive and negative organization politics perceptions as either challenge or hindrance stressors, to which they respond with engagement and disengagement as problem-focused and emotion-focused coping strategies. Specifically, employees who appraise the negative politics perceptions as a hindrance, use both problem- and emotion-focused coping, which entails one of three strategies: (1) decreasing their engagement, (2) narrowing the focus of their engagement, or (3) disengaging. Although these strategies result in negative outcomes for the organization, employees’ coping leads to their positive well-being. In contrast, employees appraising positive politics perceptions as a challenge stressor use problem-focused coping, which involves increasing their engagement to reap the perceived benefits of a positive political environment. Yet, positive politics perceptions may also be appraised as a hindrance stressor in certain situations, and, therefore lead employees to apply emotion-focused coping wherein they use a disengagement strategy. By disengaging, they deal with the negative effects of politics perceptions, resulting in positive well-being. Thus, our framework suggests an unexpected twist to the stress process of politics perceptions as a strain-provoking component of employee work environments.

The world consists of diverse and distinctive economic systems. Due to the unique historical, cultural and location-specific contexts embedded in each economy, a comparison of strategic behaviors across economies is unlikely to provide a causal estimate of the influence of these contextual factors on strategy–performance relationships. In this paper, I outline three approaches to researching multinational firms that address this dilemma. They include the multilevel, historical and variance-centered perspectives, all of which can help international-business (IB) researchers develop stronger theoretical foundations from which to explain why country-specific contexts matter in designing IB action and research.