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Addressing a significant gap in current understanding, this study explores how workforce development, workplace practices, and employee characteristics interact to influence job satisfaction. We introduce a configurational framework to bolster talent development and enhance job satisfaction in organizations.

Through conceptual analysis, we identify and propose strategic talent management configurations that include two-way and three-way interactions between HRD initiatives, HR practices, and employee attributes. We demonstrate the potential efficacy of these tailored configurations with real-world examples, such as aligning developmental support with employee learning styles and job design.

A configurational model is proposed that offers a practical framework for leveraging the interplay between HRD initiatives (e.g., training and mentoring), HR practices (e.g., compensation and performance management), and employee attributes (e.g., personality and cognition) to create a tailored, supportive, and engaging work environment.

The findings provide a novel and actionable framework for workforce development. This configurational model emphasizes the strategic alignment of HRD initiatives, HR practices, and employee attributes, equipping practitioners with a valuable tool to enhance talent management, optimize job satisfaction, improve resource allocation, and ultimately boost organizational performance.

This paper aims to examine the relationship between family firm generation, performance and entrepreneurial orientation (EO) in investments in sustainability initiatives. The objective of this research is to establish EO as an important antecedent of investments in sustainability initiatives, assess EO’s interaction with firm performance and establish that later-generation family firms are more environmentally and socially responsible.

Data were collected in-person from 151 top managers in automobile and motorcycle dealerships in the southwestern USA. Regression analysis was utilized to analyze the hypothesized relationships.

EO is significantly and positively related to investments in sustainability initiatives. That relationship is dependent on the performance of the firm. At low levels of EO, high-performing firms invest significantly more in sustainability initiatives. However, at high levels of EO, low-performing firms invest slightly more in sustainability initiatives. The generation of the family business is moderately related to sustainability investments, with later-generation family firms investing more.

The findings herein bridge the gap between the entrepreneurship and sustainability literature by establishing EO as an important antecedent of corporate responsibility. Further, the results indicate that firm mechanisms such as EO are more important than the performance of the firm or slack resources available.

This project focuses specifically on how intercultural negotiating differences are evidenced communicatively. Evidence suggests that negotiators deal differently with internationals than domestics. Therefore, it is important to move beyond within‐culture comparisons as a basis for predicting intercultural negotiation processes. This paper tests empirically the endurance of culturally‐associated negotiation styles in inter‐cultural negotiations between Americans and Taiwanese. Results suggest that culture does exert some global effects in face‐to‐face encounters with cultural outsiders. Other aspects of negotiation are managed locally, so that predicted cultural differences do not emerge in interaction.

This study contributes to the participative budgeting and budget misrepresentation literature by exploring: (1) whether managers’ judgments of fair behaviors are malleable and context-dependent and (2) if these judgments of fair behavior impact cost reporting misrepresentations. Two experiments investigate these questions. Experiment 1 (n = 42) tests whether the behavior that managers judge to be “fair” differs based on the decision context (i.e., initial economic position [IEP]). Experiment 2 (n = 130) investigates: (1) how managers’ deployment of fairness beliefs influences their reporting misrepresentations and (2) how decision aids that reduce task complexity impact managers’ deployment of fairness beliefs in their misreporting decisions. The study found that managers deploy fairness beliefs (i.e., honesty or equality) consistent with maximizing their context-relevant income. Hence, fairness beliefs constrain misrepresentations in predictable ways. In addition, we find more accounting information is not always beneficial. The presence of decision aids actually increases misrepresentations when managers are initially advantaged (i.e., start with more resources than others). The implications from these findings are relevant to the honesty and budgeting literature and provide novel findings of how managers’ preferences for fairness constrain managers from maximizing their income. The chapter demonstrates that contextual factors can influence the deployment of managers’ fairness beliefs which, in turn, differentially impact their reporting misrepresentation. Another contribution is that providing decision aids, which reduce task complexity, may not always benefit companies, since such aids may increase misrepresentation under certain conditions.

The paper provides an overview of research published in the innovation and operations management (IOM) literature on 15 methods for cost management in new product development, and it provides a comparison to an earlier review of the management accounting (MA) literature (Wouters & Morales, 2014).

This structured literature search covers papers published in 23 journals in IOM in the period 1990–2014.

The search yielded a sample of 208 unique papers with 275 results (one paper could refer to multiple cost management methods). The top 3 methods are modular design, component commonality, and product platforms, with 115 results (42%) together. In the MA literature, these three methods accounted for 29%, but target costing was the most researched cost management method by far (26%). Simulation is the most frequently used research method in the IOM literature, whereas this was averagely used in the MA literature; qualitative studies were the most frequently used research method in the MA literature, whereas this was averagely used in the IOM literature. We found a lot of papers presenting practical approaches or decision models as a further development of a particular cost management method, which is a clear difference from the MA literature.

This review focused on the same cost management methods, and future research could also consider other cost management methods which are likely to be more important in the IOM literature compared to the MA literature. Future research could also investigate innovative cost management practices in more detail through longitudinal case studies.

This review of research on methods for cost management published outside the MA literature provides an overview for MA researchers. It highlights key differences between both literatures in their research of the same cost management methods.