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This article aims to provide an analysis of the joint impact of the business network and the company's internal resources on the level of environmental management (EM) deployment.

Correlation, regression and cluster analyses of data gathered in 2005 in the Dutch food and drink (F&D) industry were carried out.

The deployment of managerial capabilities that support ecological modernization (such as supply chain cooperation and network information exchange, or product‐redesign) in the Dutch F&D industry is low. The results show that different company profiles are connected with specific drivers and barriers for environmental pro‐activeness. Prospector companies (a minority) are more pro‐active with respect to environmental capability building than defenders.

Comparative longitudinal studies of environmental management drivers in subsectors could improve the understanding of the factors that stimulate environmental performance.

Optimism that industry will enhance EM‐performance through radical market‐induced innovation is misplaced. Instead, a contingency approach is in place. Public environmental policy with respect to the F&D industry should be adjusted to discernable managerial patterns and categories of companies. Voluntary cooperation, self‐governance, and market‐induced environmental innovation are only effective with respect to a minority of the companies.

The research opposes the existing foundation of public environmental policy on generic attributes assigned to the whole F&D‐industry and, consequently, of generic policies to improve environmental management performance. A differentiation of public policy should be based on the understanding of the drivers of managerial behavior.

The purpose of this paper is to simulate compliance behaviour of entrepreneurs in the Netherlands based on the Table of Eleven: 11 factors determining compliance (based on economic, cognitive, social and institutional factors).

An Agent-Based Model (ABM) was developed that could incorporate both individual and group behaviour and allowed to evaluate the effect of various intervention strategies. For this purpose, a case study on the compliance of pig farmers with antibiotics legislation in the Netherlands was used.

The effect of social factors (acceptance of legislation and social influence) on compliance levels was tested as well as the number of inspectors. This showed that the model can help to choose the most optimal intervention strategy depending on the input parameters.

Further expansion of the model may be necessary, e.g. including economic factors, in order to reflect real-life situations more closely.

The model can be used by inspection services to effectively implement their control programme.

The developed ABM is a first attempt to simulate compliance behaviour and as such contributes to the current limited knowledge on effective intervention strategies.

This chapter investigates how small- and medium-sized enterprises and large firms decide the sourcing strategies to explore and exploit. This study adopts a qualitative methodology and reports on the insights derived from interviews with 35 companies and 2 experts. A series of propositions are derived, and these propositions are used to propose a height–distance view of exploration and exploitation. The implications for theory and managerial practice are presented in the concluding remarks.

The uncompromising preference of citizens for public sector employment throughout the Middle East is not new. However, with the recent saturation of the public sector job market and demographic pressures, it has grown to become a problem of unpredictable economic and social consequences. This paper aims to explore the factors determining career choice behaviour and the underlying career expectations and perceptions of young citizens in one Middle Eastern country, the United Arab Emirates (UAE), where the preference for public sector employment is not only very strong, but is also perceived as increasingly problematic.

Semi‐structured interviews were conducted with a total of 60 UAE citizens in the age group of 18‐23.

The authors explore and discuss cognitive, social, and institutional factors that influence the job‐seeking behaviour of young Emiratis and lead to negative attitudes towards the private sector. They further suggest potential causes of the very low private sector employment levels among UAE citizens and discuss their implications for policy makers. The authors argue for two main approaches: first, a focus on training and orientation of young citizens to enable them to confidently pursue job opportunities in the private sector. This may also include ways for providing young UAE citizens with private sector exposure, as 98 per cent of the national workforce is currently working in the public sector and a lot of what young UAE citizens think they know about the private sector is not founded in reality. Second, interventions to address structural and institutional challenges hindering employment of citizens including gaps in employment conditions and remuneration levels for citizens between the public and private employment sectors.

While much previous research in this field has focused on the perceptions of employers, this is the first paper to actually explore the perceptions of those at the centre of the discussion – young UAE citizens themselves.

This paper sets out to identify HR‐relevant recommendations for workforce localization in the context of emerging Gulf economies. While previous research has focused on topics such as commitment or the influence of stereotypes, this paper aims to suggest concrete steps to help organizations in addressing the full scale of localization from recruitment to retention.

Data were collected predominantly through in‐depth, semi‐structured interviews with HR managers from both the public and private sector.

With a multitude of definitions and approaches to Emiratization, best practices are yet to be established. The paper provides a potential stepping‐stone towards these by identifying some of the adaptations needed to key HR processes to foster localization.

There are difficulties in generalizing the data due to the limited sample size and there were significant difficulties in accessing relevant personnel, with another limitation being the tendency towards socially acceptable responses.

The paper puts forward several recommendations, the realization of which could positively influence the chances for successful localization – as opposed to widespread tokenism practices. This might support meaningful localization aiding both the employer and the employee by providing locals with meaningful and suitable work, while at the same time increasing the returns on human capital investment.

There has been no previous research which provides recommendations across key HR practices.

For teachers to fully enact pedagogy rooted in equity and inclusion, they must have access to purposeful systems and tools supporting proactive and collaborative planning built explicitly to center the needs of those historically denied full access to learning. This chapter takes on the historical injustices that have been perpetuated within public education in the United States since its inception and presents practical tools and systems (rooted in research and refined in the field) that can promote more equitable day-to-day teaching and learning in classrooms.

Even though initiatives to increase the participation of citizens in the workforce have been in place for more than a decade in the United Arab Emirates (UAE), the results are not impressive. Citizens' workforce participation – it is argued in the literature – is hindered by structural as well as attitudinal concerns. A key concern of this paper is to explore stereotypes which – as anecdotal evidence in the literature suggests – are a key hindrance to successful localisation.

A survey was completed by 310 expatriates and citizens. Exploratory factor analysis was used to understand the key factors describing how UAE citizens are perceived and stereotyped and ANOVA analyses were used to understand the determinants of such perceptions.

Findings confirm the general belief that Emiratis are negatively stereotyped by expatriates in the UAE labour market. Four themes or factors regarding perceptions of citizens were identified: generally negative perceptions with regard to skills and competencies, work ethics, cultural disposition, and perceived effectiveness of Emiratisation.

The sample was not ideally balanced as it included more citizens compared to the overall composition of the labour market.

The implications of these negative stereotypes on intergroup relations and expected impacts on Emiratisation are discussed. Ultimately, this paper provides a new subject perspective on immigration, presenting the case of citizens being a minority in need of acculturation to their own country's work environment.

This paper is the first to empirically assess stereotyping and negative perceptions of citizens and its implications on workforce nationalisation in the GCC region.

This study objective is twofold. This study aims to present an institutional analysis of the implications of job localization programs in Gulf Cooperation Council (GCC) countries, such as Saudi Arabia, United Arab Emirates and Qatar. Further, it highlights the impacts of these programs on the accounting profession.

This study is based primarily on the desktop research method, where data is collected from the review of previous studies, published data on Internet Websites and reports released by International organizations such as the United Nations. In addition, the study benefitted from conducting six interviews with government officials from GCC countries. Theoretically, this study draws upon insights from the institutional logics theory to discern higher-order institutions deriving job localization decisions in the GCC region.

This paper explained how job localization policies in the GCC region are informed by three central logics: economic, socio-political and professional. Despite contributing to achieving some socio-political goals for policymakers, these policies could have serious consequences for the practice of the professions and, hence, the local business environment. Besides, this paper highlighted the serious localization policies' impacts on the accounting profession, especially the quality of the workforce (accountants) and their job readiness.

This study highlights the various implications of job localization policies for locals, foreigners, public and private sector entities and governments. Besides, it has recommended some actions to mitigate the negative influences of such policies on the surrounding society.

This study contributes to the literature by following an interpretative approach in explaining the localization of the accounting profession from an institutional perspective by bringing new evidence from GCC emerging markets.

This paper aims to apply the Legitimacy-Based View (LBV) of political risk to the experience of the Hongkong and Shanghai Banking Corporation (HSBC) in the First World War. The paper shows that HSBC’s ability to survive this conflict was due, in part, to its ability to manage political risk by maintaining legitimacy in the eyes of stakeholders in its home market(s), Hong Kong and the UK.

This case study is based on the surviving internal correspondence from this period in the HSBC Group archives in London and other primary sources.

This paper suggests that maintaining legitimacy in the home market is crucial to firm survival and profitability. Managers’ efforts to bolster firm legitimacy should ensure that individuals in all of the relevant government departments continue to regard the multinational enterprise (MNE) as legitimate.

This paper shows that the LBV is a potentially powerful analytical tool, but it also argues that the LBV must be modified so as to incorporate insights from the theoretical literature on ethnic and national identities, particularly the insight that such identities are culturally constructed and malleable.

Warfare tends to increase the degree to which a MNE’s stakeholders feel emotional bonds to their respective nations. HSBC’s experience in the First World War suggests that continued profitability in wartime may depend on the firm’s ability to shed its peacetime “world citizen” identity in favour of one that is more closely aligned with that of its home nation. Preserving political capital in wartime may require the ruthless termination of relationships with clients and employees who are associated with the enemy nation. Another lesson that MNE managers can derive from this paper is that preserving legitimacy in the home country may require the head office to exert more control over overseas managers, than would be the case in peace. A MNE in wartime that is concerned about the loss of legitimacy in the home country should consider adopting an organizational architecture that temporarily reduces subsidiary autonomy.

Buckley (2009) called for the re-integration of business history in International Business research. This paper is part of the ongoing historic turn in International Business and other management disciplines. This paper also argues that International Business scholars need to consider the impact of past wars on contemporary multinationals as we may witness the re-emergence of Great Power rivalries similar to those that led to the First World War. This paper proceeds on the assumption the probabilities of a war between two major capitalist economies are non-trivial and that additional investigation of the impact of major interstate warfare on MNEs is therefore merited. Historical research can help us to think about what a war between capitalist countries would mean for today’s MNEs.