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Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

Presents the results of a survey of young British managers studying for their MBA about their views on the knowledge and skills needed to manage effectively across international boundaries. Presents respondents′ views on learning such knowledge and skills through traditional taught courses and through experienced learning. Short immersion courses taught overseas were found to be a very effective means of preparing managers to work in an international environment. Finally, presents a number of issues and dilemmas business schools need to face concerning the preparation of managers for roles in the international marketplace.

The purpose of this paper is to address the paradox that represents a shortage of women in management and senior leadership positions around the world, while research has consistently shown that having women in positions of influence leads to noteworthy organizational benefits, as guest editors for this special issue, the authors provide an overview of four key streams of cross-cultural research on gender – women in international management, anthropology and gender, women’s leadership, and women’s entrepreneurship – which have been fairly well-developed but remain underexplored.

Each author led the review of the scholarly literature stream that aligned most with personal research areas of expertise, while particularly focusing each literature review on the status of each body of work in relation to the topic of women and gender in international business and management.

The authors encourage future work on the role of women and gender (including gay, lesbian, and transgender) in cross-cultural management, and the influence of cross-cultural matters on gender. In addition to new research on obstacles and biases faced by women in management, the authors hope to see more scholarship on the benefits that women bring to their organizations.

New research could aim to provide specific evidence-based recommendations for: how organizations and individuals can work to develop more gender diversity in management and senior positions around the world, and encourage more women to start and grow bigger businesses.

Scholars can lead progress on important gender issues and contribute to quality information that guides politicians, organizational leaders, new entrants to the workforce.

This is the first paper to cover these topics and review the body of work on cross-cultural research on women in international business and management. The authors hope it serves as a useful launch pad for scholars conducting new research in this domain.

This paper aims to provide a critical perspective of how the theme of women, and more broadly gender, have been treated in extant international business (IB) literature. It also suggests meaningful and promising avenues in this research space.

This paper is not intended to provide a comprehensive literature review; rather, it offers a critical and reflective view on the development of the IB stream of literature in which discussion of women has been largely marginalised.

While women and gender have been topics of considerable discussion across a range of disciplines in the social sciences, they have received limited examination in the IB literature despite this discipline being most suitable for such, given its socio-cultural analyses across international borders and organisations.

Several themes are suggested as fertile future research avenues. These themes identify gaps in existing knowledge but, more importantly, also problematize prevailing views that IB scholars tend to hold about women and gender. The future research themes suggest that the very context of IB signifies the need for systematic gender analysis which might advance current understanding of women specifically and gender, more broadly, in the IB field.

This paper makes a salient and timely contribution to the IB field in providing an original, erstwhile unexamined critique of the marginal reflection on women and gender within extant IB research.

Professional football clubs have increasingly initiated two corporate diversification strategies to enfold growth opportunities besides traditional income sources: business diversification and international diversification. Empirical findings from management and sport management literature provide inconclusive evidence on these strategies' financial performance effects, necessitating further research. The purpose of this article is therefore to investigate how both corporate diversification strategies affect the financial performance of professional football clubs.

A 15-year panel data set of English Premier League (EPL) clubs is examined, many of which have employed corporate diversification strategies. Measures for related business diversification (RBD) and unrelated business diversification (UBD) as well as international diversification are established from management literature. Based on fixed effects regression models, their effects on clubs' revenues and profitability are then examined.

U-shaped effects from RBD on revenues and profitability are found, but no effects from UBD. These findings empirically support the theoretically appealing superiority of RBD over UBD and, with increasing levels of RBD, over a focused strategy in management literature. With international diversification, an inverted U-shaped effect on revenues is identified.

Despite focusing only on the EPL, these findings provide new evidence of non-linear financial performance effects from corporate diversification strategies adding to (sport) management literature and setting the stage for future research on these strategies in professional football.

These findings have significant implications for club managers' strategic growth opportunities such as new business models or geographic markets.

This is the first study to empirically examine the financial effects of corporate diversification strategies in the football market context.

Based on a literature review of terrorism and global business literature, this paper addresses those conditions that may lead to new considerations about risk and its management at policy and the MNE (multinational enterprise) level. How do MNEs adapt to the 09/11 ‐ type risk in strategic management that shapes choices made for internationalization and for international business operations? It is observed that MNEs increasingly enlarge the notion of political risk. We suggest the development of a strategic risk assessment that incorporates terrorism which in its threat, event and aftermath does not remain local or national, but influences investment, location, logistics, supply‐chain and other performance‐ linked decisions of the international value chain through an enlarged risk‐return evaluation. Using the OLI‐paradigm as a typology, we extend Dunning’s work by incorporating the terrorism dimension. We do so mainly through the analysis and distinction of the most vulnerable links in firms’ value chain in which adjustments need to be made in the face of terrorism threat, act and aftermath. This paper attempts to improve the understanding of international management in an era of global risk and uncertainty.

There is little doubt that the face of business has changed. Examples of changed international and global business arrangements are evidenced in the form of new licensing arrangements, a variety of joint ventures and new types of business consortium, and industry and international trade blocks. The proposed formation of the Asia‐Pacific Economic Community (APEC) in the Asia‐Pacific region, Asian/American Free Trade Agreement (AFTA), the reformation of the European Community as well as new alliances between the public and private sectors, new approaches to attracting capital, the integration of different arms of business as well as the satisfaction of individual career needs as a consequence of these changes all point to circumstances that demand attention to effective cross‐cultural management practice. In each of these the importance of cross‐cultural management as a significant area for research attention and practical application is evidenced.

Based on a review of over 450 articles on multinational enterprises published in leading management journals from 1990‐2000, we identified eighteen issues that had engaged the attention of academic scholarship and evaluated their topical relevance. Ironically, very few of them addressed two of the most pressing issues facing business and society at the turn of the last millennium: terrorism and socio‐economic inequality. These glaring omissions suggest a gap between academic scholarship that focuses on “what is,” and research that speculates as to “what could be.” Suggestions are offered on how to close this important gap in the fi eld of international business.

This paper contributes to the international business lit‐erature by exploring the degree of globalization in our international business journals. Through an investigation of all multi‐authored articles in core international business journals over a five‐year period, we test the nature of international business authorship by following Rugman’s insights on the regional nature of the MNE. Our findings suggest that within the Triad regions of North America and Western Europe, and similar to MNE patterns and international commerce, international business research is not global. In contrast, within the Triad region of Developed Asia, we find that international business research is global.

The purpose is to explore the existence of different export manager profiles in terms of managerial attributes and personal traits according to gender. The study aims to answer two research questions: (1) Do export manager profiles differ depending on gender? If so, (2) which are the traits or managerial attributes that differ by gender and which is the relationship among them?

The article relies on a quantitative empirical analysis of a sample of export managers of Spanish small and medium-sized enterprises (SMEs).

Our results point to the existence of gendered export manager profiles that differ in terms of objective managerial attributes, personal traits, managerial styles and subjective perceptions relative to discriminatory practices and detrimental stereotypes. Two gender-specific substitution effects exist: one between managers’ experiential skills and their formal education and the other between managers' entrepreneurial orientation and the use of relational networks.

Our data are limited in terms of geographical scope and firms size; therefore, our results are no generalizable without new studies on this issue.

Our findings can help firms to understand the relevance of export teams that encompass different gender managers and benefit from the combination of diverse managerial attributes, personal traits and relational processes in their international growth.

Gender is an scarcely studied issue in international business and management literature despite its relevance in the international institutional context. This article addresses the gender aspect of export management.

Explorar la existencia de perfiles de gestor de exportaciones diferenciados en función del género. El estudio pretende responder a dos preguntas de investigación: (1) ¿difiere el perfil de los gestores de exportación en función del género? En caso afirmativo, (2) ¿en qué atributos directivos/rasgos se observa la diferencia y cuál es la relación entre ellos?

Análisis empírico cuantitativo sobre una muestra de gestores de exportación de pequeñas y medianas empresas (PYMEs) españolas.

Nuestros resultados apuntan a la existencia de perfiles de gestor de exportación diferenciados por género en términos de atributos objetivos, rasgos personales, estilos de gestión y percepciones relativas a prácticas discriminatorias y estereotipos perjudiciales. Existen dos efectos sustitución en función del género: (1) experiencia profesional versus educación formal y (2) orientación empresarial versus uso de redes relacionales.

El género es una cuestión escasamente estudiada en la literatura sobre gestión internacional a pesar de su relevancia en el contexto institucional internacional. Este artículo aborda el aspecto del género en la gestión de exportaciones.

Nuestros datos son limitados en términos de ámbito geográfico y tamaño de las empresas; por tanto, no son generalizables sin la realización de nuevos estudios.

Nuestras conclusiones pueden ayudar a comprender la relevancia de los equipos de exportación que integran a directivos de diferente género y se benefician de la combinación de diversos atributos directivos, rasgos personales y procesos relacionales en su crecimiento internacional.