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This study sought to examine how women founders navigate gender and cultural influences in constructing network ties in Jordan.

In-depth interviews document the experiences of 14 women founders operating digital technology-based businesses in Amman, Jordan.

Gender homogenous ties were perceived to be of diminished quality, limiting the ability of the women founders to acquire resources while risking isolation from diverse networks. Formal professional, male-centric ties were perceived to offer more business impact due to the applicability and usefulness of information. Formal communication, use of intermediaries and industry events were used to develop network ties. These approaches enable founders to respect gendered collectivist norms, such as adhering to family members’ expectations about occupational roles, while meeting new business associates. The strength of network ties emerged as a continuum with strong, weak and midpoint ties. Midpoint ties offered valued encouragement and emotional support but were perceived to be less effective and provided fewer resources compared to strong network ties.

Mechanisms of gender inequality are evidenced in how gender, culture and social networks operate in relation to each other. Perceptions reflect culturally situated, within-group stereotypes, informing how women founders discount other women’s knowledge and experience.

This paper draws on the thinking of the nineteenth-century Italian philosopher and poet Giacomo Leopardi and scholars who studied his thoughts on the relationship between nature and humans. Leopardi's philosophy of nature recognizes the alienness of nature in relation to humankind, thus challenging human governance of the planet. The poet’s thoughts align with the dilemma identified in the Anthropocene literature: who speaks for nature? This dilemma has accounting implications in terms of the frameworks and disclosures to be adopted. Therefore, Leopardi’s thoughts can become the basis for a more articulated and complex understanding of some key concepts and issues at the roots of SEA.

The paper utilizes content analysis to examine four essays by Giacomo Leopardi, which serve as the source of our data.

Leopardi recognizes the alienness of nature with respect to humanity and the voicelessness of nature as a generative of conflict. He also warned of the consequences of human governance that does not take nature’s needs into account. These findings open a discussion on the complex accounting implications of the distance between humanity and nature. They can inspire SEA scholars to change the status quo by developing new accounting frameworks from the perspective of nature and adopting forms of governance of nature that recognize the need to protect it as a voiceless stakeholder.

Through Leopardi’s humanistic and poetic philosophy, the perspective of nature can be infused into SEA studies, thereby promoting the need for a multidisciplinary and complex approach to the discipline.

With the development of the digital economy, the pressure on firms to transform digitally continues to increase. The top management team (TMT) is the subject of decision-making, and its structure is expected to influence the process and outcome of corporate digital transformation. This study aims to explore the impact of the TMT structure on corporate digital transformation from perspectives on TMT relationship-related and task-related faultlines.

This study obtained 7,510 observations belonging to 1,971 publicly listed Chinese manufacturing firms between 2011 and 2019. It analyzed the above data with ordinary least squares fixed-effects panel regression models and used instrumental variables to solve potential endogeneity problems.

Drawing on social categorization theory and information processing theory and the concept of demographic faultlines, we proposed and found that relationship-related (i.e. gender and age) faultlines within a TMT may hinder digital transformation while task-related (i.e. education level, functional background and tenure) faultlines have an inverted U-shaped effect on digital transformation. In addition, we posited and confirmed that market competition weakens the negative effect of relationship-related faultlines but strengthens the inverted U-shaped effect of task-related faultlines.

By exploring the nuanced roles of TMT demographic faultlines in corporate digital transformation, our study enriches research on the antecedents of digital transformation from the TMT structure perspective and deepens the understanding of the decision process for digital transformation. In addition, this study extends existing claims about the contrasting roles of relationship-related and task-related faultlines, thereby enhancing our understanding of TMT demographic faultlines. Further, this study augments our knowledge about market competition by revealing its nuanced roles within TMT dynamics and providing supportive evidence for its positive impact on TMT function within firms. This study also offers managerial guidance for corporate digitization practice and the optimization of the internal structures of the TMTs.

This research aims to highlight the connection of entrepreneurial leadership with improved organizational outcomes through employee-driven factors of creativity and behavior. It addresses certain existing research gaps concerning the interaction of leadership practices with organizational performance.

A quantitative cross-sectional design was employed to analyze the interaction among the study variables. Data was collected from 414 employees across various industries in Punjab, Pakistan through an adapted questionnaire which was in structured form. Smart Pls 4 and SPSS were used for analysis of the collected data.

The findings indicate positive and significant effect of entrepreneurial leadership on organizational performance, wherein employee creativity and behavior are the key mediators. The study shows that high levels of employee creativity and positive behavior are directly linked to improved performance metrics in organizations led by entrepreneurial leaders. This consequently underscores the need of creating an environment which encourages creativity and supports positive employee behaviors required for entrepreneurial leadership.

This research enriches the academic discourse by quantitatively confirming the mediating role of employee creativity and behavior between entrepreneurial leadership and organizational performance. Unlike previous studies which focused mainly on direct effects or less quantifiable leadership aspects, this study provides empirical evidence supporting a model where employee attributes significantly impact organizational success under entrepreneurial leadership. This insight is valuable for leaders and practitioners aiming to utilize entrepreneurial leadership in dynamic business settings.

This literature review provides an overview of previous research on attention-deficit/hyperactivity disorder (ADHD) and entrepreneurship. After introducing the relevance of the topic and discussing different perspectives on ADHD and entrepreneurship, this chapter reviews 26 academic journal publications. In the first step, it reports how authors of empirical studies have measured ADHD and reveals a dominance of quantitative research designs. In the second step, it presents insights from previous research on ADHD and the likelihood of becoming an entrepreneur, the relationship between ADHD and entrepreneurial intentions or preferences, the translation of entrepreneurial preferences into entrepreneurial actions, and finally, ADHD and entrepreneurial performance. The literature review finds that previous research has not yet provided conclusive results on the relations between ADHD and entrepreneurship. In the third step, therefore, this chapter outlines avenues for further research.

Through a feminist lens, the study explores women’s experiences of entrepreneurial leadership in the UK and how the women manage competing and contrary patriarchal and individualism discourses and associated discursive paradox.

This study follows social constructionism and Feminist Standpoint Research approach, providing space for women to voice and contextualise lived experiences from multiple standpoints. The study comprises five cases of women entrepreneurs in IT, law, construction, beauty and childcare, using a two-stage semi-structured interview process analysed through discourse analysis.

This study provides new insights into the entrenched patriarchal socio-cultural context for women entrepreneurial leaders in the UK. The competing discourses provoke a discursive paradox, which dominates and oppresses women. This is managed through a process of discursive blending, blurring and merging contrary discursive expectations. The women use the individualism discourse to obscure patriarchy’s domination and as a resource to resist patriarchal gender power relations. To blend the discourses, the women use particular tactics: engaging in patriarchal bargains, such as “dressing not to impress”; can sidestep and manoeuvre these bargains and can utilise “patriarchal advantages”, turning gender oppression into benefits by “working it positively”.

This study addresses the lack of research interrogating patriarchy in the Global North and the absence of understandings of how women entrepreneurial leaders manage the competing and contrary discourses of patriarchy and individualism, which actively shape their experiences. The study illuminates the significance and increasing requirement for feminism to disrupt the ever-increasing power of patriarchy in entrepreneurship.

This empirical study aims to explore how actors in specific human resource practices (HRPs) such as line managers (LMs) impact employee productivity measures in the context of financial institutions (FI) banks.

This cross-country study adopted a qualitative methodology. It employed semi-structured interviews to collect data from purposefully selected 12 business facing directors (BFDs) working in the top 10 banks in Nigeria and the UK. The data collected were analysed with the help of the trans-positional cognition approach (TPCA) phenomenological method.

The findings of a TPCA analytical process imply that in the UK and Nigeria’s FIs, the BFDs line managers’ human resources practices (LMHRPs) resulted in a highly regulated workplace, knowledge gap, service operations challenges and subjective quantitatively driven key performance indicators, considered service productivity paradoxical elements. Although the practices in the UK and Nigerian FIs had similar labels, their aggregates were underpinned by different contextual issues.

To support LMs in better understanding and managing FIs BFDs productivity measures and outcomes, we propose the Managerial Employee Productivity Operational Definition framework as part of their toolkit. This study will be helpful for banking sectors, their regulators, policymakers, other FIs’ industry stakeholders and future researchers in the field.

Within the context of the UK and Nigeria’s FIs, this study is the first attempt to understand how LMHRPs impact BFDs productivity in this manner. It confirms that LMHRPs result in service productivity paradoxical elements with perceived or lost productivity implications.

Departing from previous studies, this paper aims to explore the predictive roles of financial indicators on diversity.

Data on all companies that are publicly traded was acquired from the Refinitiv Eikon database. The final list, which comprises 873 worldwide business data from 2021, composed the dataset. We used fundamental forward selection techniques, multiple regression and best subset regression in R programming to look at the data and find the most critical factors.

We found support for the predictive roles of financial indicators on total diversity score and its three components in global companies. In addition, bagging and random forest algorithms were able to find a predictor role of total liability on the diversity pillar score and inclusion score. In contrast, the people development score was best estimated by R. The boosted regression algorithm was also able to find evidence of the predictor role of total liability for people development and inclusion score but not for diversity pillar score.

This study is one of the first to examine financial predictors of firms’ diversity scores using machine learning algorithms. The discussion section offers theoretical and practical implications and directions for further research.

This study examines the complex relationship between executive overconfidence and firm performance, highlighting the moderating role of country-level factors. By conducting a meta-analysis of 116 independent effect sizes from global studies, this research aims to clarify the ambiguous effects of executive overconfidence, emphasizing the significance of national contexts.

Utilizing a cross-national meta-analytic framework, this study evaluates how variations in governance, board efficacy and shareholder protection across countries influence the impact of executive overconfidence on firm performance.

Results reveal that the relationship between executive overconfidence and performance is significantly shaped by country-level factors, suggesting a need to consider contextual influences alongside traditional trait-focused perspectives and underscoring the importance of contextual influences.

The findings suggest that organizations should incorporate national-level contextual factors in their governance structures to better manage the risks associated with executive overconfidence.

This study advances the literature by providing a comprehensive analysis of how country-specific variables modulate the effects of executive overconfidence on firm outcomes. It offers new insights into the role of situational factors in executive behavior, contributing to a more nuanced understanding of leadership and organizational performance.