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Joint consultative committees (JCCs) involving employee representatives exist to stimulate positive employee relations and unlock employee involvement to build organisational performance. They are rare in Africa. Mauritius is a successful, beacon economy for Africa. We therefore investigate which categories of an organisation implemented the 2008 Mauritian government Code of Practice on JCCs, to discover how effective this “soft law” for of institutional change had been three years after its inception, when post-Code JCCs were formed.

We test propositions derived from institutional theory broadly conceived, through analysis of data from 120 organizations in Mauritius responding to a comprehensive HR survey covering a wide range of organisational level policies and practices conducted during the JCC formation period 2011–2012.

By 2012, nearly 30% of our sample had JCCs. Three quite distinct categories of an organisation created them, as follows: those with substantial union influence, those where strategic HRM was practiced and recently formed organisations. Remarkably, no interaction effects existed between the three categories.

Several contributions are made to shed light on a previously unstudied institution. First, we empirically establish that over a limited period in response to institutional change in the form of the code of practice, JCCs increased from 10% of organizations to almost 30%. Our second central contribution is to show three principal, quite separate organisational antecedents of JCCs, which do not interact statistically.

Tempting as it is to be deterministic about world trade, Western economies are facing a number of new challenges. The collapse of hi‐tech stocks has prompted a re‐evaluation of the new economy, yet traditional economic models no longer offer reliable predictions for the future. New information and communications technology has unquestionably jump‐started America’s economy, yet its re‐found prosperity is in many ways illusory. While the economists debate the relevance of classical theory, one inescapable fact confronts the nations of Europe: the inexorable decline of their population – and with it, their intellectual capital.

Today we are in an “information society”. Live information is strategic both for the customer and the portfolio manager. This means that the best way to fight against risk is to act and react very quickly. This way of thinking leads to short‐term planning process. This paper presents the place of portfolio management in the short‐term planning process in France. Today, portfolio management is greatly influenced by institutional organisation and new technologies. New competences are needed, new competitors and new strategies appear (for bankers) and generate a new organisation of this industry as a whole.

Focusing on the development of the craft sector seems to be a good alternative to compensate for the effects of economic crises. Indeed, the handicraft sector is characterised by considerable growth in job creation and wealth production, bringing together ancestral know-how and adaptation to new technologies. Only not all innovations are necessarily adopted. The insertion of technological innovations in the artisanal cluster may face resistance from some artisans or rejection from all of them. This work aims to measure and understand the impacts that the individualistic or collectivist culture could have on the communication and the willingness of the artisans to share their knowledge and, therefore, the capacity of the cluster to disseminate the innovation. The methodology adopted in this research is analytical, materialised by quantitative-qualitative field surveys. This will allow us a better understanding of our research object.

The purpose of this work is to study the relationships of trust in a local agri-food supply chain in Southern Brazil. In an unsustainable context, where the number of mariculturists is decreasing, the authors seek to identify what the factors are and how they contribute to this problem, as well as find solutions aimed at the sustainability of that chain.

The authors carried out qualitative research with 15 semi-structured interviews that took place in the year 2021. The thematic analysis of the results applied the IRAMUTEQ software and the assessment of the narratives was guided by prior thematic analysis.

The supply chain under investigation requires better organisation. Communication and interpersonal trust proved important in the relationship between producers and control bodies. The university, as a seed supplier, needs predictability and efficiency to convey inter-organisational trust. Informal relationships are interpersonal and extremely trust-based and inter-organisational trust increases the performance of establishments and promotes the development of innovative structures. Furthermore, in crisis periods interpersonal trust increases.

The results allow policymakers to plan better their actions and build more effective tactics in order to reach sustainable development. This work is also important for stakeholders and managers, as it guides improvements in management, governance and sustainability of agri-food supply chains.

An unprecedented research was done on the studied supply chain, knowing the relationships of trust among them, identifying peculiar partnerships and recognising some constructs and outcomes of trust.

Sponsorship rarely occurs in a one sponsor-one sponsee dyad (single sponsorship), yet a large portion of sponsorship research takes this perspective. The purpose of this paper is to propose a model that reflects the complexity and rich diversity inherent in the field. The sponsorship network model considers the plurality of stakeholders to a sponsorship and their potential relationships to each other.

This conceptual paper develops a theoretical and conceptual framework to better identify the effect of sponsorship networks on consumer behavior.

Based on a review of the multiple sponsorships literature, the authors propose an innovative theoretical framework and a set of research propositions. The model considers simultaneously the potential relations between sponsors, sponsees and ambushers at the cognitive, affective and conative levels.

This research emphasizes the managerial implications for stakeholders involved in sponsorship and ambush marketing actions in order to maximize their investment. The model provides a comprehensive understanding of the complex nature of sponsorship networks and their ability to influence consumer behaviors. These effects are more complex than is currently recognized.

The purpose of this paper is to analyse the history of, and prospects for, mergers between incumbent European mobile operators.

The paper examines the history of proposals for mergers among incumbent mobile operators in Europe over the past two decades, but with a particular emphasis upon the period commencing in 2006. It examines the rationale for the proposals and analyses why, in virtually every case, the proposals failed to come to fruition.

The paper argues that there are a set of road blocks that bar the way to realising inter‐incumbent mergers, and that these are by no means all economic. Given that the environment for M&A activity was relatively positive during 2006/2007, yet nothing much was achieved, it now seems likely that in the febrile environment of the 2008/2009 credit crunch, the topic will return to the backburner.

This paper is the first detailed attempt to address this topic.

The purpose of this paper is to explore the experiences of employees excluded from a talent pool and to identify what career development is provided for them.

A qualitative approach was adopted, and narrative inquiry was selected as the optimum route to obtaining detailed and rich accounts of the experiences of employees excluded from a talent pool. Fifteen in-depth interviews were conducted with eight employees and seven managers in a small hotel chain in the south of England.

The study shows that employees who are excluded from a talent pool feel frustration, mistrust in the organisation, have low expectations of career development and show an intention to leave the organisation.

The study was conducted in a chain of hotels where talent management (TM) strategies are one of the key priorities in the organisation. The results may be different in hotels where TM strategies are less formal and talent pool segmentation is not clearly identified.

Hotel managers should consider employees who are excluded from a talent pool and build effective TM strategies and provide career development to minimise adverse reactions and improve commitment and motivation.

This research contributes to understanding talent pool exclusion and its consequences for the hotel sector. Narrative interviewing is used in this context for the first time.