Chiara Cannavale, Iman Zohoorian Nadali and Anna Esempio
Entrepreneurship, in many low-resilient economies, plays a critical role in overcoming external shocks. Thus, it is crucial in such situation that entrepreneurial firms can…
Abstract
Purpose
Entrepreneurship, in many low-resilient economies, plays a critical role in overcoming external shocks. Thus, it is crucial in such situation that entrepreneurial firms can survive and even grow so that the whole economy can benefit from a higher level of resilience. The purpose of this study is to understand how entrepreneurial orientation (EO) brings about firms' performance through the moderating role of CEOs' self-transcendence values in the context of a low-resilient sanctioned economy.
Design/methodology/approach
This is a quantitative research that employs hierarchical regression analysis of a sample of 114 Iranian entrepreneurial firms composed of 62 knowledge-based and 52 creative firms.
Findings
The analysis revealed that in the low-resilient sanctioned economy, Iran, EO-performance link is moderated by the level of CEOs' self-transcendence value, that is, higher level of CEO self-transcendence leads to stronger impact of EO on performance. This moderation is not different in creative sector vs. knowledge-based sector of the economy.
Originality/value
This paper addresses a major gap in the traditional EO-performance relationship which is related to the role of CEO values. Also, the context of Iran's low level of economic resilience adds more novelty to this study, emphasizing on the role of CEO personal values of self-transcendence in times of crisis. The results could also be generalized in many economies now facing the COVID-19 pandemic crisis during which CEOs' self-transcendence values are vitally important in overcoming the difficulties of doing business in such situation.
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Francesco Calza, Chiara Cannavale and Ilaria Tutore
The purpose of this paper is to verify if and how national culture affects firms’ environmental proactivity, by using a specific index: the Carbon Disclosure Score (CDS).
Abstract
Purpose
The purpose of this paper is to verify if and how national culture affects firms’ environmental proactivity, by using a specific index: the Carbon Disclosure Score (CDS).
Design/methodology/approach
The study, an analysis of two linear regression models, examines how cultural values, measured by the Global Leadership and Organizational Behavior Effectiveness Research “should be” scores, affect companies’ environmental proactivity measured by CDS. Data about CDS derive from the Carbon Disclosure Project, which monitors Global 500 companies each year.
Findings
The analysis reveals that the values of in-group collectivism, performance orientation, assertiveness and uncertainty avoidance negatively affect firms’ environmental proactivity, while future orientation and gender egalitarianism have a positive impact.
Research limitations/implications
In spite of the limitations inherent in the indicator and the limited sample, the paper has some interesting implications. On a theoretical level, this study extends prior research in the field of organizations and natural environment, by examining the specific role exerted by national cultural dimensions on firms’ environmental proactivity.
Practical implications
From a practical standpoint, the study suggests that corporations and policy regulators should be sensitive toward national idiosyncrasies and formulate the environmental strategies according to the cultural values and contextual environment of the relevant region. Creating policies based on cultural values and adapting policies to a country’s culture can improve the effectiveness of environmental policies and raise individual and corporation awareness on the topic.
Originality/value
Most contributions consider environmental strategy at the national level. This study, instead, focusses on the effects of national culture on the environmental proactivity of firms.
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Chiara Cannavale, Anna Esempio Tammaro, Daniele Leone and Francesco Schiavone
This paper explores innovation adoption in inter-organizational healthcare networks. The authors develop theoretical speculations to investigate better the role of artificial…
Abstract
Purpose
This paper explores innovation adoption in inter-organizational healthcare networks. The authors develop theoretical speculations to investigate better the role of artificial intelligence (AI) as an innovative tool to improve buyer-supplier relationships, creating better performance outcomes.
Design/methodology/approach
The research is based on a theoretical investigation aiming at exploring the role of AI-based solutions for managing buyer-supplier relationships. The conceptual approach allows us to identify some research streams (e.g. co-working collaborations in supply chain management) by proposing a matrix that helps clarify the analysis's directions.
Findings
The results show the importance of AI that can help the operator in accessing supplier information, including current prices, available stocks, and delivery status, thereby reducing the risk of information asymmetry. AI is intended not only as a technology tool but also as an innovative solution to promote business relationships and support vertical alliances through the value chain between buyer and supplier.
Originality/value
This paper can help healthcare actors examine the choices behind their operational strategies by providing transparency of the activities and availability of information in real-time. Finally, our study reflects the future directions to enhance the cooperation and innovation adoption among healthcare operators.
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Francesco Calza, Nadir Aliane and Chiara Cannavale
The purpose of this paper is to analyse the positive effects of cultural bridges on European firms’ internationalization to SMCs and MECs. We analyse the meaning and the role of…
Abstract
Purpose
The purpose of this paper is to analyse the positive effects of cultural bridges on European firms’ internationalization to SMCs and MECs. We analyse the meaning and the role of managers’ cultural competence in order to understand if and how it contributes to the formation of effective cultural bridges.
Design/methodology/approach
Given the few contributions existing on the topic, and the lack of a general theory, a multiple case‐study analysis seems appropriate to the topic. In particular, we present five case studies of European large firms, which have successfully internationalized in SMCs and MECs. In each firm, we interviewed local and foreign managers, in order to understand the importance of cultural issues and the ways companies overcame cultural distance.
Findings
Cultural distance is a big problem for European firms investing in SMCs and MECs. They impact both intra‐ and inter‐organizational relationships and cultural bridges can be useful to overcome the effects of its perception. Cultural bridges are effective if based on managers’ cultural competencies, and can be represented by a specific manager, or by an organizational unit. In any case, the involvement of local people and the adaptation to local customs are crucial.
Research limitations/implications
The analysis is still limited, and, in the future, we’ll look for a methodology able to isolate cultural knowledge and cultural competence as key factors in order to evaluate the importance of each factor.
Practical implications
When entering Islamic countries, foreign investors should be aware of local values, particularly religious and family value, which deeply impact on business and social relationships. Based on a deep cultural knowledge, cultural bridges enable fruitful relationships both inside and outside the organization.
Originality/value
Whereas cultural competence is often mentioned in the literature, only a few contributions focus on cultural competence as a key aspect of internationalization. In addition we explore the concept and the relevance of cultural bridges, and the multiple case‐study analysis show some best practices firms could follow to succeed in SMCs and MECs.
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Francesco Calza, Nadir Aliane and Chiara Cannavale
The purpose of this paper is to investigate the impact of cross‐cultural differences on Italian firms' internationalization in Algeria, and to determine if performance orientation…
Abstract
Purpose
The purpose of this paper is to investigate the impact of cross‐cultural differences on Italian firms' internationalization in Algeria, and to determine if performance orientation and assertiveness are perceived by Italian managers of local subsidiaries as important cultural dimensions.
Design/methodology/approach
This paper is a qualitative analysis based on a semi‐structured questionnaire and three case studies. All the questionnaires are submitted during an interview in order to clearly explain their purpose and the terms used.
Findings
Cultural differences are strongly perceived by Italian managers operating in Algeria. Algerian culture seems to be characterized by a low degree of performance orientation and a low degree of assertiveness, with strong implications for Italian managers.
Research limitations/implications
The sample is still limited and in the future a quantitative analysis on a larger sample should be done in order to evaluate the relationship between family and religious values, on one hand, and performance orientation and assertiveness, on the other.
Practical implications
While entering Algeria, Italian firms have to be aware of cross‐cultural differences. Algerians' low performance orientation and assertiveness discourage local workers to reach higher standards and to improve performance, and they impact on Italian managers' capability to give instructions and to motivate local workers. The involvement of local managers is crucial in overcoming these problems.
Originality/value
While interest towards Southern Mediterranean countries is increasing, there is little written on this topic. The impact of performance orientation and assertiveness on firms' internationalization has not been investigated so far.
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Abstract
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Gerhard Fink and Maurice Yolles
The purpose of this study is to develop a generic cultural socio-cognitive trait theory of a “plural affect agency” (the emotional organisation). Interaction between the cognitive…
Abstract
Purpose
The purpose of this study is to develop a generic cultural socio-cognitive trait theory of a “plural affect agency” (the emotional organisation). Interaction between the cognitive and the affective personality is modelled.
Design/methodology/approach
James Gross’ (1988) model of Emotion Regulation is integrated with Normative Personality Theory in the context of Mindset Agency Theory: The agency has a “cognitive system” and an emotion regulating “affective system” which interact (Fink and Yolles, 2015).
Findings
Processes of emotion regulation pass through three stages: “Identification”, “Elaboration” and “Execution”. In a social environment, emotions are expressed through actions. The results of actions (feedback, goal achievement) are assessed through affective operative intelligence in the light of pursued goals.
Research limitations/implications
The theory will provide guidance for analysis of cultural differentiation within social systems (e.g. societies or organisations), with reference to identification, elaboration and execution of “emotion knowledge”.
Practical implications
Understanding interdependencies between cognition and emotion regulation is a prerequisite of managerial intelligence and strategic cultural intelligence, in demand for interaction and integration processes across social systems.
Originality/Value
The model provides a framework which links emotion expression and emotion regulation with cognition analysis. In part 2 of this paper, based on this theory a typology can be developed which for given contexts allows ex ante expectations of typical patterns of behaviour to be identified.
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Gerhard Fink and Maurice Yolles
A typology of basic affective and cognitive orientations is developed within a generic cultural socio-cognitive trait theory of a “plural affect agency” (the emotional…
Abstract
Purpose
A typology of basic affective and cognitive orientations is developed within a generic cultural socio-cognitive trait theory of a “plural affect agency” (the emotional organisation).
Design/methodology/approach
Affective personality is defined in terms of a set of affect traits. These are defined in terms of epistemically independent bipolar affect types, which in turn coalesce into a set of mindset types that can be related to the classical four temperaments.
Findings
Different affect types are supposed to differently regulate the three stages of emotion management. Affect types and cognitive types provide mutual contexts, and foster reciprocal affect and cognitive orientations.
Research limitations/implications
The theory provides guidance for analysis of cultural differentiation within social systems (societies/organisations), with reference to identification, elaboration and execution of “emotion knowledge” and “cognitive knowledge”.
Practical implications
Understanding interdependencies between cognition and emotion regulation is a prerequisite of managerial intelligence and strategic cultural intelligence, which is in demand for interaction and integration processes across social systems.
Originality/value
From the framework model linking emotion expression and emotion regulation with cognition analysis, a typology arises allowing ex-ante expectation of typical patterns of behaviour.
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David Ludwig and Jona van Laak
Innovation is key. It improves a nations’ standing in international competition and in-creases the productivity of the workforce – a significant aspect in aging societies with a…
Abstract
Purpose
Innovation is key. It improves a nations’ standing in international competition and in-creases the productivity of the workforce – a significant aspect in aging societies with a declining entrepreneurial activity. But how can innovation be fostered? This paper argues that entrepreneurial culture is an underestimated solution to this difficult challenge. It therefore differs from common models in which other measures such as financial capital or networks play a predominant role and thus mask the influence of entrepreneurial culture on innovation in entrepreneurial ecosystems.
Design/methodology/approach
Using a qualitative literature analysis, the paper links various interdisciplinary touch points to the entrepreneurial ecosystem – including the individual-focused cognitive aspects of entrepreneurs, the social and spatial communities and the ecosystem as a service model.
Findings
The framework is conceptualized as a multi-layer model, enabling a discussion of policy measures in socioeconomic spaces with a short- and long-term perspective. It dispenses artificial assumptions and considers the complexity of human behavior as a strong and reciprocal driver of entrepreneurial culture.
Practical implications
With this framework, the paper tends to qualify policy makers and researchers in a de-tailed manner, when it comes to the formulation and application of culture-focused innovation policies.
Originality/value
The paper enriches the existing research with a new perspective on the relation between entrepreneurial culture and entrepreneurial ecosystems, which especially emphasizes the entrepreneurs experienced reality and its multi-level embeddedness.
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Valentina Dolce, Monica Molino, Sophie Wodociag and Chiara Ghislieri
This paper aims to explore the interplay between international experiences and male and female top managers' career paths, taking into consideration gender differences…
Abstract
Purpose
This paper aims to explore the interplay between international experiences and male and female top managers' career paths, taking into consideration gender differences. Furthermore, the research investigates the specific job and personal demands and resources related to the different types of international work experiences.
Design/methodology/approach
This study provides an in-depth subjective reconstruction of the international professional experience of 37 male and female top managers employed in Italy, using semi-structured interviews.
Findings
Participants highlighted the benefits of their international assignments (IAs) in terms of the development of managerial, soft and cross-cultural skills. Family issues and cultural differences were frequently cited as challenges by the top managers interviewed. Culture shock and perceived difficulty in managing multicultural teams were reported by both women and men. Men reported experiencing long periods of separation from their family more often than women and cited the support of their partner as a valuable resource. In addition to the support of a partner, women also indicated that certain job resources and welfare policies played a crucial role. Moreover, women appear to be more interested in work-family management issues, thus suggesting that the traditional division of roles between men and women continues to persist in Italy.
Originality/value
This study provides an insight into the extrinsic factors linked to career success, as well as the challenges and the resources associated with different forms of global work other than traditional expatriation. It takes into consideration a specific country, Italy, where a traditional family paradigm persists, providing an insight into better understanding the link between IA experiences and gender roles in global mobility. Managerial implications are also discussed.