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The purpose of this paper is to examine how the expansionary phase of a business cycle driven by an exogenous commodity price shock (oil) affects R&D expenditures among Ecuadorian firms.

Using two rounds of the Ecuadorian National Science, Technology and Innovation Activities Survey (ACTI 2012 and 2015) and a data set on gross value added (GVA) by industry, we run a sample correction model applied to a panel data of 1,023 firms from 2009 to 2014.

In deciding whether to invest in R&D, the higher an industry’s GVA, the lower the predicted probability that firms in that industry would invest. Additionally, R&D investments are not procyclical, and there is marginal evidence that they might actually be countercyclical. These findings are consistent with Schumpeter (1939) and Ouyang (2011) and are likely due to an increased opportunity cost of R&D investment during the oil boom.

In this study, we examine a boom period and not a full business cycle. This boom is driven by an exogenous shock, deviating from much of the current literature, which focuses on endogenously driven business cycles. This paper examines how the oil shock impacted a variety of industries, and not just attractive ones. Additionally, this paper adds to the limited literature around R&D and business cycles in Latin America.

El objetivo de este trabajo es examinar cómo la fase de expansión del ciclo económico, impulsada por un choque exógeno en los precios de un producto básico (petróleo), afecta al gasto en I + D de las empresas ecuatorianas.

Usando dos rondas de la Encuesta Nacional de Actividades de Ciencia, Tecnología e Innovación (ACTI 2012 and 2015) y una base de datos del valor añadido bruto (VAB) por industrias, se estima un modelo de corrección de muestra aplicado a un panel de 1,023 empresas de 2009 a 2014.

En cuanto a la decisión de invertir o no en I + D, mientras mayor es el VAB de una industria, menor es la probabilidad pronosticada de que las empresas inviertan en I + D. Adicionalmente, la inversión en I + D no es procíclica, y de hecho encontramos evidencia marginal de que muestra un comportamiento contracíclico. Estos resultados son consistentes con Schumpeter (1939) y Ouyang (2011) y se explican posiblemente por un incremento en el costo de oportunidad de invertir en I + D durante la bonanza petrolera.

En nuestro estudio examinamos un periodo de auge, y no un ciclo económico completo. Dicho auge fue ocasionado por un choque exógeno en los precios del petróleo, lo cual diferencia el análisis de gran parte de la literatura actual, enfocada en ciclos económicos endógenos. Este trabajo examina cómo la bonanza petrolera impactó a distintas industrias, y no únicamente a las extractivas. Nuestro estudio contribuye a la escasa literatura existente sobre la relación entre el gasto en I + D y los ciclos económicos en Latinoamérica.

O objetivo deste artigo é examinar como a fase de expansão de um ciclo de negócios impulsionada por um choque exógeno de preços de commodities (petróleo) afeta os gastos com P and D entre as empresas equatorianas.

Utilizando duas rodadas da Pesquisa Nacional Equatoriana de Atividades de Ciência, Tecnologia e Inovação (ACTI 2012 and 2015) e um conjunto de dados sobre o valor agregado bruto (VAB) por indústria, aplicamos um modelo de correção de amostra aplicado a um painel de 1.023 empresas de 2009 a 2014.

Ao decidir investir ou não em P and D, quanto maior o VAB de uma indústria, menor a probabilidade prevista que as empresas dessa indústria investiriam. Além disso, os investimentos em P and D não são pró-cíclicos, e há evidências marginais de que eles podem realmente ser contracíclicos. Essas descobertas são consistentes com Schumpeter (1939) e Ouyang (2011) e são provavelmente devidas a um maior custo de oportunidade de investimento em P and D durante o boom do petróleo.

Em nosso estudo, examinamos um período de expansão e não um ciclo completo de negócios. Esse boom é impulsionado por um choque de petróleo exógeno, diferenciando-se de grande parte da literatura atual, que se concentra em ciclos de negócios impulsionados endogenamente. O artigo examina como o choque do petróleo impactou diversas indústrias, e não apenas as extrativistas. Além disso, nosso trabalho contribui para a escassa literatura em torno de P and D e ciclos de negócios na América Latina.

Associated with status, excess and wastefulness, the consumption of luxury is perceived as the antithesis to sustainable development. Entrepreneurs create business cases to mediate positive sustainability changes, which transform markets and institutional arrangements. The purpose of this paper is to propose the concept of value-in-impact as an interface concept to integrate perspectives from entrepreneurship, marketing and ecological economics. It provides interdisciplinarily applicable, generalizable concepts to describe social entrepreneurs’ personal motivations to reconfigure market structures to produce sustainability change.

The case of Ecuadorian luxury chocolate manufactory To’ak is described in the context of the three pillars of sustainability, chocolate producers and cacao suppliers. Thematic analysis of the founders’ personal narratives provides insight regarding their motivation to use ostensibly antithetical luxury marketing for rainforest preservation and to foster self-reliant communities.

To’ak pays premium prices to create incentives to community farmers to propagate the rare, DNA-certified cacao exclusive to their products, thereby marginalizing oppressive suppliers. The company’s founders are motivated to excellence in the chocolate industry, having witnessed the loss of the cultural meaning of cacao, rainforest degradation and the dissipation of associated communities. The case study findings illustrate how value-in-impact is interpreted as purposeful configuration of value-in-use and value-in-exchange on luxury markets to produce positive sustainability change.

The notion of value-in-impact describes higher order conceptualizations in business research. It encompasses a holistic understanding of the dynamics within and between societal and natural ecosystems. Its application at the marketing/entrepreneurship interface can lead to improved management and policy decisions.

Taking as reference a sample of around a hundred biographical materials on entrepreneurs in Mexico and Colombia, the purpose of this chapter is dual. Both to show the relevance and varied modalities that the biographical approach has enjoyed in business history research since the 1990s, and to display the intrinsic potential this modality of scholarship entails for entrepreneurship endeavors. In particular, it discusses the prospects to incorporate this body of empirical works into the large Latin American audience attending undergraduate, graduate and executive education programs in business, economic history and related fields. The chapter is organized into three sections. The first two are devoted to illustrate relevant patterns in the entrepreneurial trajectory of individuals and entrepreneurial families studied in each of the two countries under consideration. The last section identifies some conceptual issues that may impact current debates on Latin American business development as exemplified in recent business and economic history journal venues and scholarly conferences.

Narcissism is characterized by grandiosity, and it is included in the Dark Triad with Machiavellianism and psychopathy. Narcissism relates to many detrimental outcomes, but a growing stream of research has investigated beneficial outcomes of the Dark Triad. The authors continue this stream of research by assessing the relation of narcissism with social courage behaviors, which are prosocial actions with personal social risks. The authors propose that this relation is mediated by self-deceptive enhancement and subjective invulnerability and also test these relations while including the other Dark Triad dimensions.

The authors perform two survey studies to investigate our research questions. The first utilizes a cross-sectional approach, whereas the second utilizes a time-separated approach.

The results of this study show that narcissism has an indirect effect on social courage via both mediators, and it also produced a significant direct effect. Machiavellianism and psychopathy did not produce any reliable effects on social courage – whether direct or indirect.

The authors support that a “dark” trait relates to a “bright” outcome, but also that a bright outcome relates to a dark trait. These findings link the narcissism and social courage to novel theoretical frameworks, such as those associated with ethical decision making and self-regulation, which opens many directions for future research on both constructs.

The current article addresses two recent calls for novel research: the study of courage as well as positive outcomes of negative traits. It also adds much-needed nuance to current research on narcissism and courage.

This research examines how perceived supervisor political support (SPS) moderates the relationship between perceived supervisor narcissistic rage (SNR) and relevant employee work outcomes.

Across three studies (Study 1: 604 student-recruited working adults; Study 2: 156 practicing lawyers: Study 3: 161 municipality employees), employees provided ratings for SPS, SNR and ratings of their job satisfaction, organizational citizenship behavior (OCB), depressed work mood and work neglect.

Results supported the authors’ argument that SPS moderates the relationship between SNR and work outcomes. Specifically, SNR was associated with unfavorable outcomes only when SPS was low. When SPS was high, SNR had little effect on job satisfaction, OCBs, depressed mood and neglect.

Results affirm that supervisor characteristics considered toxic do not always provoke adverse reactions when considering other leader features simultaneously.

Supervisors capable of offering political support can positively influence subordinate attitudes, behaviors and well-being even when other aspects of their personality potentially initiate antagonism.

This study is the first to examine SNR features and informal support activities concurrently.

To report on the 31st Annual National Library Legislative Day held on May 3, 2005.

Provides a concise review of the conference/

Topics covered were congressional appropriations, copyright, the USA Patriot Act, key issues: honing the message, school libraries, tele‐communications: the E‐rate, government information and Library Services and Technology Act [LSTA].

This paper is a useful summary of a conference of interest to library and information management professionals.

In this paper I explore how members of rural Maya households in central Quintana Roo (Mexico) interact with the wider social system and cope with long-term transformations in productive relations since c. 1840. Maya householders integrate elements of capitalist and non-capitalist modes of production. Through particular cultural forms they regulate internal uses of wealth and their relationships with the larger capitalist world. Social and economic stratification is a fundamental feature of life among Maya householders today as it was in the past. While disparities between wealth strata within the local context have increased, the community is far from disintegrating into antagonistic groups.

The purpose of this paper is to review organizational research on the criterion-related validity of the Big Five model of personality with a view to examine the organizational utility of facet measures of personality.

A literature review of studies that use personality traits to predict organizational outcomes in three domains: performance (task and contextual), deviance, and interpersonal dynamics (leadership, team cohesion).

The authors identify 15 specific facets drawn from the Big Five model that appear to have demonstrated criterion-related validity in the prediction of organizational outcomes.

Results of the analysis suggest the utility of using facet-specific measures in organizational applications such as personnel selection.

Although there is a substantial literature speaking to the validity of the Big Five traits, the study identifies specific facets that may provide a basis for more focused use of personality variables in organizations. The work also provides the basis for further measurement development of occupationally relevant personality measures.

Research has demonstrated that varying degrees and combinations of individual traits, behaviors and characteristics influence the emergence of leaders in teams. While existing models have shown that such variables affect leader choice independently and interactively, the overall findings suggest that there is still a lack of research on a potentially significant factor, the impact of personal reputation on leader selection in autonomous work teams (AWTs), an increasingly ubiquitous team practice in organizations. This preliminary review thus aims to offer a general overview of personal reputation and its effects on leader emergence in the context of AWTs.

By surveying extant literature on team leader emergence, this review has identified that the potential impact of personal reputation on leader selection in teams is significant yet largely ignored.

Models of leader emergence in teams should incorporate the realistic assumption that teams formed in organizations are often comprised of individuals who have information on others either directly or indirectly. Personal reputation based on an individual’s history thus moderates how one’s behaviors or traits exhibited become contextualized in the overall assessment of leader desirability and selection in teams.

Based on a review of existing research on leadership emergence and personal reputation, this work contends that the external validity and predictive value of leader emergence models would greatly benefit from the inclusion of employee reputations as a moderating variable in the future assessment of the leader emergence process in AWTs.

By designing models that explain the potential effects of personal reputations on leader emergence in self-managed teams, team members and managers can be better elucidated and ultimately improve their understanding of the process of the evaluation and selection of team leaders.

Despite the prolific research on leader emergence, there is still a paucity of studies examining personal reputational effects on leader selection, especially in the context of AWTs. This work is the first review piece calling for the inclusion of personal reputation, a substantive factor overlooked and excluded in previous models, to enhance the current understanding of leader emergence in AWTs.

The purpose of this study is to investigate the structural relationship model among narcissism, work centrality, employee engagement and discretionary effort.

Respecting the quantitative approach, the data were gathered by means of the survey completed by 1,190 respondents of Generation X, Y and Z working in the Thai service and manufacturing industries.

The findings of the study indicated positive associations between narcissism and work centrality, narcissism and employee engagement, work centrality and employee engagement and employee engagement and discretionary effort. It was observed that work centrality played a partially mediating role in the relationships between narcissism and employee engagement, while employee engagement fully mediated the associations between work centrality and discretionary effort, as well as between narcissism and discretionary effort. The structural model demonstrated variations across different generational cohorts, suggesting that the relationships differed among generations. However, the model did not exhibit any variations across different types of industries. Furthermore, the findings from the Thai samples indicated that generational differences had a moderating effect on the path relationships between narcissism and work centrality (with Generation Y having a stronger effect compared to Generation Z and Generation X), narcissism and employee engagement (with Generation Y having a stronger effect compared to Generation Z and Generation X) and narcissism and discretionary effort (with Generation X having a stronger effect compared to Generation Y and Generation Z), all with a significance level of 95%. Additionally, the relationship between employee engagement and discretionary effort showed a significant difference across generations, with Generation Z exhibiting a stronger effect compared to Generation Y and Generation X, at a significance level of 99%.

This study provides empirical evidence supporting the positive relationships between narcissism and work centrality, as well as narcissism and employee engagement, contrary to previous research findings. The results reveal that employee engagement fully mediates the associations between work centrality and discretionary effort, as well as between narcissism and discretionary effort, offering valuable contributions to the existing literature. Furthermore, this study expands on previous research by examining the moderating effect of industry type, specifically comparing manufacturing and service industries. The findings suggest that the model exhibits variations across different generational cohorts, highlighting the importance of considering generational differences in understanding these relationships. However, the model does not exhibit variations across different types of industries.