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The purpose of this paper is to propose a conceptual framework for ensuring employee championing behavior (ECB) during organizational change for business organizations in Bangladesh.

On the basis of previous literature, this paper proposed a framework for ensuring ECB during organizational change.

This paper proposed transformational leadership (TL), which enhances the championing behavior of the employee. In addition, valence, work engagement and trust in leadership act as potential mediators between TL and championing behavior. This paper also proposed organizational alignment (OA) as a potential moderator that influences ECB in the context of organizational change.

This paper highlights numerous influential factors that enhance ECB. This proposed conceptual framework will be validated by the empirical evidence in future research.

This paper provides new insights for business leaders to understand the importance of ECB during organizational change. Moreover, this research underlined the effectiveness of valence, work engagement and trust in leadership and OA to nurture ECB in the time of organizational change, which helps managers of the business organizations to make efficient strategies to tackle organizational change.

This paper adopted Kurt Lewin’s change management theory and integrated with different factors associated with organizational change (TL, valence, work engagement, trust in leadership and OA) to propose a model to understand the mechanism of enhancing ECB in the context of change in Bangladesh’s business organizations.

The research aims to investigate the impact of transformational leadership on employee championing behavior and to determine the mediating effect of work engagement in the context of organizational change.

This is a quantitative approach, which is based on cross-sectional data. In total, 300 available cases are processed through structural equation modeling in order to infer the results.

The results indicate that transformational leadership is significantly related to championing behavior during organizational change. Moreover, work engagement fully mediates the relationship between transformational leadership and championing behavior in the context of organizational change.

Managers should emphasize the practice of the transformational leadership approach, as well as should stress the antecedents of work engagement in order to foster the employee championing behavior in the context of organizational change.

The research contributes to the change management and human resource management literature by providing a plausible explanation of the mediating role of work engagement in connecting transformational leadership and employee championing behavior in the context of organizational change.

This study aims to explain the effect of entrepreneurial orientation (EO) dimensions on firms’ export performance. The study has considered three dimensions of EO: innovativeness, proactiveness and risk-taking. Export performance has been measured through multifaceted determinants: financial, strategic and satisfaction levels of exporting firms.

To explain the association between such determinants, qualitative face-to-face, in-depth interviews were conducted with the respondents from the apparel manufacturing companies of Bangladesh. The study has also applied a content analysis technique to explore and triangulate the descriptions of EO dimensions on performance.

The research results reveal that EO has a meaningful explanation of export performance from the lived experience of the respondents. The study has also found frequent explanations and indicators about the association of innovativeness and proactiveness on export performance, but the risk-taking dimension has revealed no effects.

The research has different implications on theoretical, managerial and policy-making aspects of EO and export performance. Nevertheless, the findings are based on the opinions of a small sample of entrepreneurs and high-level managers. Thus, it is important to test the generalizability of these findings in future research using a larger sample.

This study indicated product, process and market creation innovativeness. Risks related to product innovation, new market entry and politics are considered for risk-taking measures, while proactive innovation, technology and new market searching are used for measuring proactiveness. Additionally, multifaceted performance determinants have been applied to evaluate export performance. Hence, this study is a unique qualitative analysis with important theoretical, practical and methodological implications.

Doctoral education (DE) is central to the development and application of operations management (OM) thinking. The European Doctoral Educational Network (EDEN) seminar on research methodology in OM is a structured initiative developed in 1999 by European Operations Management Association (EurOMA) and European Institute for Advanced Studies in Management (EIASM). This intensive five-day seminar has run annually since and, to date, has engaged 486 students. The purpose of this paper is to ask: what role has the OM EDEN seminar played in the formation and academic career development of doctoral researchers, and how has it contributed to the development of EurOMA as a community of practice?

The authors developed a retrospective case on the design, launch and growth of the OM EDEN seminar employing two data gathering methods (collecting secondary and archival data, and a survey of four selected seminar participants) and a social network analysis.

The EDEN seminar is an effective educational intervention in developing doctoral researchers and their subsequent academic careers. The seminar has also contributed to EurOMA as a community of practice, bringing faculty together to teach, write and publish leading edge contributions in research methods for OM.

The case is focused on the OM EDEN seminar only, within which the survey is limited to four of the early participants. While another set of participants might respond differently in detail, the authors’ expectation is that participant perception of the role of the seminar would not change. The paper provides an exemplar for European academic associations to guide how they might explore the formation and academic career development of doctoral candidates within a community of practice.

The seminar merits the ongoing support of EurOMA and EIASM, not just in educating doctoral students but also in bringing faculty together to publish leading edge contributions to the OM domain.

The paper draws on the areas of student formation, academic career development and communities of practice to illustrate the role played by the OM EDEN seminar.

This paper is the first description, analysis and reflection on the role played by the OM EDEN seminar.

The topic of employee empowerment and job satisfaction, and its implications for organizational change management, is underexplored in developing countries. Consequently, the purpose of this paper is to investigate the relationship between the two variables in the context of urban Malaysia as an emerging market. Differences in empowerment and job satisfaction in relation to organizational and socio-cultural environments were also assessed. The findings are then discussed in terms of their implications for organizational change management in Malaysia and other emerging countries.

Using survey data gathered from 125 local employees working in the capital city of Kuala Lumpur, the effect of empowerment on job satisfaction was tested using correlation and regression analyses. ANOVA tests were used to determine differences in empowerment and satisfaction among sub-groups divided according to four factors in the organizational and socio-cultural environments, namely, form of ownership, job sector, type of industry and organizational hierarchy.

The results demonstrate that employee empowerment has a strong positive effect on job satisfaction. However, significant differences in employee empowerment and job satisfaction between higher and lower levels of the organizational hierarchy raise concerns about organizational change diffusion and the sustainability of strategic changes.

Empirical evidences are provided for the generalizability of the theoretical link between employee empowerment and job satisfaction in the urban Malaysian context. Nevertheless, the findings have highlighted the need to further examine specific issues faced by employees in lower levels of the organizational hierarchy which affect their rates of empowerment and satisfaction in a rapidly changing environment.

Implications on power relations between managers and their subordinates are discussed, as well as on succession and goal-sharing during periods of intense organizational change.

By demonstrating the influence of organizational hierarchy on employee empowerment and job satisfaction in a non-western setting, this study has contributed new insights on the role of socio-culture and power relations in organizational change management.

This study aims to explore how social entrepreneurship initiatives and rural development address various socio-economic challenges in rural communities following Indonesia’s independence in 1945.

Adopting a pragmatic research philosophy, this study uses a historical review and thematic analysis, extending from the PRISMA method to analyse articles and reports concerning social entrepreneurship initiatives and rural development in post-independence Indonesia.

This study reveals that social entrepreneurship initiatives and rural development programs have advanced hand in hand since Indonesia's independence. Social entrepreneurship initiatives and rural development mutually reinforce each other, with social entrepreneurship prominently featured in many rural development projects, promoting socioeconomic changes in rural communities.

While this review has covered the available literature in Indonesia's context and extends the social entrepreneurship concept by showcasing its impact in rural Indonesia, further theoretical models integrating social entrepreneurship and rural development are needed, especially with local or regional context and community-driven approaches to increase the research potential in the field.

This study is beneficial for policymakers in the field to consider the findings of this review on the strong association that social entrepreneurship has had with rural development in Indonesia.

This study highlights the importance of local values and community participation in social entrepreneurship initiatives for rural development. It is also highlighted that social entrepreneurship initiatives enable rural women to participate in entrepreneurial activities.

This study concludes that prior studies consistently demonstrate a strong association between social entrepreneurship initiatives and rural development, with government policies and programs increasingly leveraging social entrepreneurial approaches to tackle rural challenges. Additionally, rural development strategies in Indonesia align with three strategic pillars established by the government’s entrepreneurship programs. These pillars, integral to rural development through the social entrepreneurship approach, are critical for the formulation and future action plans adjustable to the current trends, issues and circumstances.

The study aims to establish and conceptualise entrepreneurial orientation (EO) as a key construct that positively influences small and medium-sized enterprises (SMEs) performance. In this paper, a conceptual framework was developed, and three research propositions were outlined: EO (innovativeness, proactiveness and risk-taking) positively influences SME performance; the economic stimulus packages moderate EO and the differentiation strategy; and the differentiation strategy mediates EO and SME performance. Each of the constructs was defined, and the conditions during the COVID-19 pandemic in Malaysia were identified.

The paper suggests links between EO and SME performance and the effects of economic stimulus packages and differentiation strategies on Malaysia’s service and manufacturing industry. These concepts lead to the development of propositions based on prior empirical studies underpinning the resource-based view theory and contingency approach. The propositions aim to develop further findings and test the hypotheses.

The study proposes three research propositions to conceptualise the relationship between the four main constructs. The study also recommends an empirical approach to conduct and test the research model concerning Malaysia’s service and manufacturing industry.

While studies on EO and SME performance have been conducted extensively, studies on the impact of various economic stimulus packages by the Malaysian government on the existing EO and SME performance relationship during the COVID-19 pandemic are limited. Separately, this study uses a configuration approach to test the mediator and moderator during the COVID-19 pandemic.

The purpose of this study is to examine the role of leader and organisational credibility in influencing customers’ intention to support Islamic social enterprises.

The credibility of the leader and that of the social enterprise are exposed through advertising. Ads portraying the six largest Islamic social enterprises in Indonesia and their social entrepreneur leaders were shown to 221 existing customers via online and offline surveys.

The findings indicate that organisational credibility and organisational branding have much greater influence than leaders’ personal credibility on customers’ intention to support Islamic social enterprises.

The study has highlighted the greater role of organisational credibility and branding over advertising in attracting support for Islamic social entrepreneurship.

Islamic social enterprises need to develop a trusted brand and establish a more effective way to communicate with their stakeholders besides advertising, as the impact of ads on customer support intention is not significant.

The study contributes to the field of marketing and social entrepreneurship by providing empirical results on the Islamic social entrepreneurship phenomenon.

The purpose of this paper is to examine the influence of extrinsic factors, namely, age, education, gender, marital status and income on customers’ intention to support Islamic social enterprises via donation. The paper also assesses the influence of religiosity on support intention (SI). The impact of customers’ perceptual reaction to the credibility of social enterprises’ advertising is also measured to assess its influence on SI.

A total of 214 completed questionnaires from online and offline surveys were analysed using several statistical analyses, including structural equation modelling, to assess the effects of the independent variables on SI.

The study found that customers’ socioeconomic status and religiosity have no significant influence on their intention to channel their donations via Islamic social enterprises. It is the social enterprises’ advertising which significantly influences their SI.

The study focuses on an Islamic research context of social entrepreneurship. Thus, the results cannot be generalised directly to the non-Islamic social entrepreneurship context.

Findings of the study suggest that organisations should develop effective communication strategies through advertising to highlight organisational credibility as it plays an important role in shaping customers’ attitudes and intentions.

The study investigates the effects of marketing on customers’ SI. It also considers credibility, advertising, and the concept of branding in a context of social entrepreneurship, a concept that is still largely unexplored in the literature.

The existing literature indicates that in developing countries, much remains to be done in terms of improving understanding of international joint venture (IJV) issues such as the motives for firms to pursue IJVs and the factors which affect their performance. In view of this, the present paper seeks to identify the motives of Malaysian firms for engaging in offshore IJVs, and analyze the interplay among four key variables – motive, strategic fit, knowledge transfer and innovation performance – from the perspective of Malaysian IJVs.

Based on a literature review, theoretical linkages among the variables and relevant hypotheses were developed; then subsequently tested using bootstrap analysis. A total of 234 questionnaires were sent to managers of Malaysian IJVs abroad and 74 usable responses were returned, yielding a response rate of 31.62 percent.

The results suggest that Malaysian firms pursue IJVs abroad mainly to expedite profit generation and market penetration, while acquiring knowledge is considered only as a secondary motive. At the same time the results affirm that knowledge transfer mediates the effect of strategic fit on the innovative capacity of the IJVs. This implies that although knowledge transfer is very important to IJV innovation performance, that importance is seriously underestimated by Malaysian businesses.

The study highlights the need to incorporate moderating factors in the future when examining the effect of motive and strategic fit on innovation. Results of the reliability tests also question the generalizability of existing strategic fit and knowledge transfer scales in a Malaysian setting.

The findings provide lessons for foreign businesses by improving understanding of what Malaysian businesses seek most in an IJV, which in turn will help foster better strategic fit between partners. For Malaysian firms and policy makers, the study should serve as a reminder that knowledge transfer is very important in improving innovativeness and deserves greater attention and commitment.

Research on IJV suggests interesting differences between firms from developed and developing nations. The current paper helps to enrich the literature on IJVs, particularly from the perspective of knowledge and learning orientation in developing nations.