What characteristics of professional and business associations determine their organisational activities in the context of Russia's stage of transition? While research on associations in management and nonprofit literature remains under-theorised and fragmented, professional and business associations not only constitute a significant component of the Russian nonprofit sector, but also contribute to the institutional infrastructure of the emerging market economy. This paper investigates the influence of organisational determinants on the relative importance of advocacy, community building, and service delivery within professional and business associations. Data for this study were collected from 215 associations throughout Russia. The study verifies multifunctional nature of associations and confirms that advocacy remains the highest priority activity for associations embedded in the transitional environment. Applying Dirichlet regression, the study finds that organisational size and a specific agency type positively influences community building function. Moreover, our findings indicate that compulsory membership negatively affects service delivery and community building functions, whereas presence in social media has a positive effect on both of these functions fulfilled by Russian associations.
Based on a review of allied literatures, along with evidence from two waves of research conducted in a range of wholly owned multinational subsidiaries operating in Russia, we seek to reignite interest in corporate parenting theory. In an effort at so doing, we advance a revised and extended typology of multinational corporate parenting styles designed to capture the continuum of different approaches observable in multinational headquarter-subsidiary interactions. Invoking ancient Greek mythology, we propose a four-way classification of dominant styles. Multinational corporations pursing a Cronus parenting style emphasize exploitation and demonstrate a proclivity for continuously extracting value from their subsidiary units. In contrast, multinationals possessed of a Rhea parenting style focus on adding value to their subsidiaries. In adopting this posture, they place a strong emphasis on care and accommodation in parent-subsidiary interactions. Zeus style multinational parents encourage heroism among their offspring, something that is commonly leveraged through adding financial value to the subsidiary and extracting a range of other types of value in return. Finally, those multinational parents possessed of an Athena style place an emphasis on developing and safeguarding wisdom in their subsidiaries and display a continuous desire for a balanced exchange of value in their ongoing interactions. Arising from our revised typology of multinational corporate parenting styles and the illustrative case examples provided, we set down a number of possible lines of enquiry for future research.
An organisational culture is composed of beliefs that are shared by the members of a group and endure over time, even when the management team changes. These beliefs nurture new entrepreneurs, mainly in family firms in which the sense of traditions and values fuels the business growth. This is then passed on to future generations through a cross-generational culture approach. Therefore, in line with this, the present research investigates the evolution of the cross-generational culture and its effects on the entrepreneurial mindset. Following Hofstede's model, the research analysed in depth a case study of a large family firm based in southern Italy. A threefold contribution is made to the literature: first, the relevance of the evolution of family firms' culture over the generations; secondly, the enhancement of the entrepreneurial mindset, converting the family business culture into the virtual reality; and, third, the improvement of Hofstede's model, offering an action research and a different point of view of culture - based on differences not of national cultures but of generational culture.
Despite increasing recognition of the importance of entrepreneurial orientation (EO), insufficient attention has been devoted to international factors which foster EO. In this paper, we examine managerial international exposure and regional involvement in international economic activity as two potential key drivers of firms' EO formation. We explore these focal relationships using a robust sample of 769 manufacturing firms from Russia, a BRIC country and emerging economy that has received relatively scant attention within the literature. Our findings indicate that managerial international exposure increases a firm's EO, and that this effect is weakened as regional involvement in international activity increases.
he research aims to provide a review of the brain gain and brain drain phenomena in the emerging market context. Specifically, we investigate the push and pull factors of talent migration focusing at society-, firm-, industry- and location-specific determinants, and develop a theoretical framework that establishes the relationships between different types of factors and global talent management. The paper extends the understanding of the role of global talent management and global talent mobility in non-Western contexts. Through a series of propositions, we claim that global talent management, as a system of practices aimed at attracting, developing and retaining talented workers on a global scale, may serve as a mediator in transforming outward talent migration into inward talent migration, thus stimulating future empirical research on the topic.
This study evaluates the short- and long-term impact of export promotion by focusing on a Spanish program to support beginning exporters. Based on the observations of 1884 firms over the period of 20052014, the findings demonstrate that the program had a positive impact on participants export and economic performance, and the effects were persistent. The paper concludes that focusing on export promotion towards SMEs and beginning exporters and ensuring a balanced mix of various forms of assistance is critical to the effectiveness and lasting effects of export promotion. It also shows that, during the recent great trade collapse starting in 2008, firms using this type of assistance outperformed firms in the control group and the national average regarding both export growth and survival rates. These results are encouraging regarding the countercyclical potential of export promotion. The findings have significant implications for scholars, managers and policymakers.
This paper examines Internal Market Orientation (IMO) in the context of international businesses (Multinational Corporations, MNCs) that execute international human resources management (IHRM) to manage their workforce overseas. Grounded in conventional IMO theory, this study suggests a novel iIMO framework that introduces the utilisation of ICTs in IMO and sets business performance metrics as an outcome of iIMO implementation. The viability of the iIMO model was verified following empirical research, which included surveying 650 employees who represent 147 international organisations in the Russian Federation. This paper posits the suitability of the iIMO concept application in the IHRM and affirms its efficacy in the improvement of MNC's business performance.