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The purpose of this paper is to provide an organizing lens for viewing the distinct contributions to knowledge production from those research communities addressing the impact of competitive strategy on company performance in general, and the influence of cost leadership and differentiation strategy on organizational performance in detail.

The research methodology was based on the PRISMA review, and thematic analysis based on an iterative process of open coding was analyzed and then the sample was analyzed by illustrating the research title, objectives, method, data analysis, sample size, variables and country.

The main factor that influenced the competitive strategy is strategic growth; strategic growth has a significant influence on competitive strategy. Furthermore, competitive strategy will boost firm network, performance measurement and organization behavior. In the same way, the internal goal factor will enhance organizational effectiveness. Also, a differentiation strategy will support management practice factors, strategic positions, product price, product characteristics and company performance.

This study contributes to the literature by identifying a framework of competitive strategy factors, company performance factors, cost leadership strategy factors, differentiation strategy factors and competitive strategy with global market factors. This study provides a complete picture and description of the resulting body knowledge in competitive strategy and organizational performance.

The purpose of this study is to revisit the conventional wisdom about a key contribution [i.e. strengths, weaknesses, opportunities, threats (SWOT) analysis] in the field of strategic management. The societal context and the role of academics, consultants and executives is taken into account in the emergence of SWOT analysis during the 1960–1980 period as a pivotal development within the broader context of the satisfactory, opportunities, faults, threats (SOFT) approach. The authors report on both the content and the approach, so that other scholars seeking to invigorate indigenous theories and/or underreported strategy practices will thrive.

Applying a historiographic approach, the authors introduce an evidence-based methodology for interpreting historical sources. This methodology incorporates source criticism, triangulation and hermeneutical interpretation, drawing upon insights from robust evidence through three iterative stages.

The underreporting of the SOFT approach/SWOT analysis can be attributed to several factors, including strategy tools being integrated into planning frameworks rather than being published as standalone materials; restricted circulation of crucial long-range planning service/theory and practice of planning reports due to copyright limitations; restricted access to the Stanford Research Institute Planning Library in California; and the enduring popularity of SOFT and SWOT variations, driven in part by their memorable acronyms.

In the spirit of a renaissance in strategic planning research, the authors unveil novel theoretical and social connections in the emergence of SWOT analysis by combining evidence from both theory and practice and delving into previously unexplored areas.

Caution is advised for scholars who examine the discrete time frame of 1960–1980 through mere bibliometric techniques. This study underscores the risks associated with gathering incomplete and/or inaccurate data, emphasizing the importance of triangulating evidence beyond scholarly databases. The paradigm shift of strategic management research due to the advent of large language models poses new challenges and the risk of conserving and perpetuating academic urban legends, myths and lies if training data is not adequately curated.

To present a method for calculating the discount rate that teams apply to future-year draft picks relative to current-year draft picks and then apply that method to the actual draft picks and trades over the period 2011–2022.

The National Football League (NFL) Draft permits teams to trade the selection rights for current-year and future-year draft picks. We seek to calculate the discount rates associated with NFL Draft trades. With this method, we calculate the discount rate for each trade by NFL teams involving a combination of current-year and future-year draft picks since 2011, when the NFL ratified a new collective bargaining agreement that instituted a draft-pick salary scale and capped the length of draftees’ contracts.

We find that teams' annualized discount rates in trading away future-year draft picks are quite steep, averaging more than 100% per year. These steep discount rates suggest that teams are pressured by market competition to adopt a “win now” approach in devaluing the future draft choices relative to the present draft choices.

The actual discount rate for each trade is not known with certainty when the trade is transacted. This uncertainty arises because the within-round order of future-year picks is determined by teams’ future performance, which is not known at the time of the transaction.

In reporting these findings, we acknowledge the limitations of our analysis. The dataset is small, as there are on average between five and six trades per year involving current-year and future-year picks. More observations could have been included by extending the timeframe to before 2011, but we opted against doing so because the NFL’s 2011 CBA changed teams’ draft calculus by imposing a draft-pick salary scale and capping the length of draftees’ contracts. In addition, our discount rates as calculated are ex post facto in that they are calculated after the future-year drafts have been held. While these are the actual discount rates for the trades as transacted, the actual discount rate for each trade is not known with certainty when the trade is transacted. This uncertainty arises because the within-round order of future-year picks is determined by teams’ future performance, which is not known at the time of the transaction. As an aside, we also re-estimated each trade’s discount rate with an adjustment for that uncertainty, and the median discount rate for all 61 trades was still over 100% per year.

Providing insights into NFL Draft management behavior and decision-making for current-year and future-year draft picks since 2011, when the NFL ratified a new collective bargaining agreement that instituted a draft-pick salary scale and capped the length of draftees’ contracts.

This paper aims to evaluate how five Operation Soteria Bluestone (OSB) participating forces integrated principles of procedural justice and proactive disruption of offending into their investigations, specifically during the closing stages of a case when considering exit strategy and longer-term prevention.

A mixed-methods approach was taken, including 32 semi-structured interviews with officers and 59 case reviews of recent rape and serious sexual offences (RASSO). Data analysis methods included qualitative thematic analysis of interviews, while data from reviewed case logs was extracted and analysed using a bespoke case review tool.

Increased workloads, preparation of evidence and relational/communication difficulties with the crown prosecution service (CPS) were identified as barriers to implementing long-term disruption options. Dedicated resourcing, training and support are needed to promote suspect-focused investigative strategy and wider uptake of long-term disruption methods. Early investigative approach was also found to have “snowball” effects on suspect exit strategy, with initial lack of suspect focus and preoccupation with victim credibility, impeding consideration of long-term disruption and safeguarding options. Findings also point to a disparity between promising practice in relation to procedural justice for victims and (a relative lack of) proactive policing of repeat suspects.

The study represents a novel contribution to research on policing RASSO, illustrating the scale and nature of the obstacles to changing how these offences are investigated, even when under intense scrutiny from policy makers. It also highlights how increased organisational investment and support is linked to positive changes in practice in some forces.

This paper examines the relationship between the adoption of accrual-based IPSAS and the level of perceived corruption of Latin-American countries, considering the moderating effect of the country’s institutional quality.

The study adopted a longitudinal analysis of 19 countries, between 2010 and 2020, following a quantitative approach by using multiple linear regression with panel data.

Main findings indicate that the harmonization of public sector accounting through the adoption of IPSAS generates a positive effect on the corruption level in Latin-American countries, causing a reduction in their indexes of perception of corruption. The countries’ institutional context, as hypothesized, increases such effect, making it even more significant in the cases of partial adoption.

To improve accountability and decision-making in public sector entities overall, contributing to reduce corruption, IPSAS adoption requires an institutional environment favorable to take the best of their benefits.

The adoption of IPSAS in an environment with a high institutional quality, allows a greater effect in reducing corruption in the jurisdiction.

This study contributes by providing a comprehensive view of IPSAS and its impact on perceived corruption levels, expanding the existing research to Latin America, where corruption is generally high and IPSAS may contribute to reduce it. It makes an important addition by defining and considering an index of the country’s institutional quality, providing evidence that when this is high, the context enhances the work of institutions, including IPSAS, to fight corruption.

The authors contribute to the literature on leadership by investigating how characteristics of principal investigators (PIs) affect innovation performance, and how collaborative and non-collaborative projects moderate this relationship within the context of inter-organisational research projects.

The authors analysed panel data from the National Science and Technology Information Service on 171 research projects within a biomedical and regenerative medicines programme overseen by the Korea Health Industry Development Institute. The authors used a hierarchical regression model, based on the ordinary least squares method, to examine the relationship between PI characteristics and performance, considering both quantity and quality.

The results show that the characteristics of PIs have diverse effects on the quantity and quality of innovation performance. Gender diversity within PIs negatively affects the quality of innovation performance, while the capacity of PIs positively influences it. Moreover, the degree of PI’s engagement is positively associated with the quantity of innovation performance but does not have a significant relationship with the quality of performance. In terms of moderating effects, collaborative projects with multiple leaders seem less reliant on PI capacity than non-collaborative projects led by a single leader, in terms of innovation performance.

The results contribute significantly to the literature on innovation management by examining the role of leadership in collaborative environments to enhance innovation performance, addressing the need for empirical evidence in this area. Analyses of PI characteristics in government R&D management can lead to improved team performance, more efficient processes and effective resource allocation, ultimately fostering innovation.

The growth of social media globally has led to brands adopting memes as a tool for communication. They have influenced digital culture, politics and marketing. This study aims to highlight the research gap in meme literature by profiling and science mapping.

This study has performed a bibliometric analysis of research papers on memes from the Scopus database. The authors profiled the literature and found the most relevant journal, author and document. Science mapping techniques such as thematic analysis, thematic evolution and co-citation of papers with content analysis were used.

Profiling of literature revealed that the most relevant journal, based on a number of papers and citations, is New Media and Society. The top researcher on memes is Shiffman L (seven papers), and the most cited author is Menczer F (717 citations). The paper titled “Towards A Unified Science of Cultural Evolution” has the highest number of citations (402). Thematic mapping revealed “Social Movements” and “Twitter” are the currently trending themes. The co-citation analysis clustered the literature into two. The first cluster elucidates the theoretical underpinnings of memes, while the second cluster explicates the various contexts in which memes are studied.

This study will be vital to researchers hoping to study internet memes by providing directions for future research. Furthermore, the insights from this study will enable social media managers to use memes effectively.

To the best of the authors’ knowledge, this study seems to be the first to use bibliometric analysis to profile and map meme literature. This study provides a new perspective for meme researchers to explore memes and suggests marketers implement novel meme-based strategies in their marketing communications.

This research aims to contribute substantively and methodologically to our understanding of CSR communications in the pharmaceutical sector targeted to employees. Of specific concern is how companies can most effectively communicate their CSR activities to employees.

Multi-methods were used to identify CSR-related communication trends and relationships in the largest pharmaceutical companies by market cap. Replicatable data are ROA from Bloomberg, ESG scores, employee satisfaction from Indeed.com and content of CSR and similar reports.

Significant findings include the content of CSR reports related to employee behaviors and human resource processes. Both HR behaviors and HR processes are related to return on assets ROA. Multinational differences were found in Indeed satisfaction scores and in trends in communications from the CSR reports.

One of the limitations was that not all pharmaceutical companies consistently reported their data.

Given that the pharmaceutical sector is comprised of a high proportion of uniquely qualified types of employees, this type of information can be used by prospective employees to consistently include more HR processes. Especially missing is recruitment and selection data that can reasonably be expected to facilitate identifying prospective employees who align with the CSR mission.

The methodology used in this study allows for replication in the pharmaceutical sector. Moreover, it encourages using similar disaggregated ESG data sources to study CSR in other sectors.

Research examines the effectiveness of different-race presenter avatar use on bias reduction in single-session online diversity training. Building on research that indicates different-race presenter use in in-person diversity training and different-race presenter avatars in online interactions are effective in reducing bias, this paper aims to test the use of simulated Inter Group Social Contact (IGSC) theory in single-session online diversity training. Undergraduate business students at nine United States institutes of higher education participated in an online training module that provided either a same-race or different-race presenter avatar to each participant. Participants then completed the Modern Racism Scale. The data were analyzed using T-tests and an analysis of covariance. Potential drawbacks to the use of different-race presenters and the diversity of the student bodies at participating institutions are considered. Results suggest that the use of different-race presenter avatars in brief online diversity training does result in less racial bias in some groups but is not effective among the groups such training is designed to affect. The results are cautionary. Organizations are advised to use multi-installment training programs when using a different-race presenter avatar to improve the effectiveness of online diversity training.

Participants were asked to answer demographic questions, to view a video with one of two avatars representing the online diversity training presenter, then to complete the Modern Racism Scale questionnaire. Results were evaluated based on school membership, representing the diversity of the school’s student body, gender and self-identified race using Independent T-tests and covariate analysis.

The effect of the use of different-race presenter was minimal and was not uniform across groups. Bias was not reduced in male or nonminority groups. Felt bias of minority respondents was reduced. There was a weak correlation between the diversity of school populations and the effect of different-race diversity presenters.

Participants were undergraduate students invited to participate by their instructors. Participants self-identified their gender and race.

The use of different-race diversity presenters in single session online diversity training is cautioned against.

Though the use of different-race diversity training presenters has been found to reduce bias in multisession online training and in in-person training, the use of different-race diversity training presenters may not be beneficial in single session online diversity training. Thus, this innovation is limited in its use. Specifically, felt bias by the object of bias was reduced, which is considered a negative response to diversity training. Single session online diversity training is more likely to be used by smaller firms which employ much of the workforce.

The effect of different-race diversity presenters had been tested in multisession online training and in in-person training, but not in single-session diversity training.

This study aims to examine the association between institutional support dimensions and female business sustainability in Uganda.

This study adopted a cross-sectional and quantitative approach. We collected data from a sample of 224 female-owned businesses using a self-administered questionnaire.

The findings indicate that institutional support is positively and significantly associated with the sustainability of female-owned businesses. The findings further indicate that all dimensions of institutional support (financial support, government policies and programs) are significantly and positively associated with female business sustainability.

This study employed a cross-sectional design; thus, it was impossible to monitor changes in the behavior of female-owned businesses over time. It may be possible to generalize the findings of this study to other developing countries.

This study provides initial empirical evidence on the relationship between institutional support dimensions and female business sustainability using evidence from a developing African economy – Uganda.