Search results

This article explores the influence of education and experience on the time to the top in family and non-family CEOs who work for Latin American family firms.

In order to achieve these objectives, this study draws upon human capital theory as well as career and family firm literature. The careers of 129 CEOs of family firms who form part of the América Economía ranking were analyzed and quantitative methods were used.

In Latin American family firms, family CEOs reach the top faster than their non-family counterparts. In addition, the influence of human capital variables on the way to the top differs between the two groups. For family CEOs, obtaining a graduate degree delays the way to the top, while for non-family ones, it reduces the time to the top. As regards experience, for promoted family CEOs, the greater the percentage of the career spent in the organization they lead, the shorter the time to the top. No support was found for either the influence of having worked for just one firm or having had elite graduate education abroad, in multilatina CEOs.

Individual career management suggestions for future CEOs as well as specific guidelines for talent managers are proposed

This is the first study to explore the influence of human capital indicators on the time to the top in Latin American family firm CEOs.

Este artículo explora la influencia de la educación y la experiencia sobre el “time to the top” de los Gerentes Generales, miembros de la familia y no miembros, quienes trabajan para empresas familiares latinoamericanas.

Para lograr estos objetivos, este estudio se basa en la teoría de capital humano y la literatura sobre carreras y empresas familiares. Fueron analizadas las carreras de 129 Gerentes Generales de empresas familiares, integrantes del ranking América Economía, y se utilizaron métodos cuantitativos.

En las empresas familiares latinoamericanas, los Gerentes Generales miembros de la familia llegan más rápido a la cima que los no miembros, y la influencia de las variables de capital humano en el “time to the top” difiere entre ambos grupos. Para los Gerentes Generales familiares, los estudios de posgrado retrasan el “time to the top”, mientras que, para los no familiares, lo reducen. En cuanto a la experiencia, para los Gerentes Generales que han sido promovidos, cuanto mayor es el porcentaje de carrera invertido en la organización, menor es el “time to the top”. No se obtuvo respaldo para las hipótesis sobre la influencia de trabajar en única firma o el posgrado de élite en el extranjero, en este último caso para los Gerentes Generales de multilatinas.

Se ofrecen sugerencias de gestión de carrera a nivel individual para futuros ejecutivos, así como lineamientos para los gerentes de talento.

Este es el primer estudio que explora la influencia de los indicadores de capital humano sobre el “time to the top” de Gerentes Generales de empresas familiares latinoamericanas.

In Latin America, the growing participation of women microentrepreneurs who continue to operate in the informal sector stands out. The purpose of this study is to analyse if the context where the business is developed influences the gender perspective in the decision of the microentrepreneur to remain in the informal sector, mainly in Peru, which registers high rates of informality in businesses led by women.

The National Household Survey for the period 2014–2021 is used with a sample of 63,020 micro and small Peruvian companies that have been in operation for more than three years. The data is analysed with the logistic regression technique.

The results show that microenterprises run by women are less likely to be formal. However, this situation would change if these businesses were larger. In addition, women microentrepreneurs face limitations in accessing resources, and their businesses frequently run from their homes, allowing them to hide their activities from regulatory bodies.

The context of Peruvian women microentrepreneurs who have been in operation for over three years and who persist in informality is analysed. It is essential to know the characteristics of this sector to formulate policies that encourage the formalization of companies, particularly in Latin America, incorporating gender differences.

The aim of this paper is to introduce the special issue on “Human resource management and corporate entrepreneurship”.

The paper discuses the articles in the special issue, which investigate the relationships between human resource management and entrepreneurship from different points of view, approaches and employing different empirical contexts.

The papers highlight different human resource management factors of entrepreneurial behaviour and their influence on corporate entrepreneurship. Results from different empirical contexts as small and medium‐size firms, case studies, joint ventures, in the USA, China, and Spain, among others, make important contributions to the previous literature.

The paper discusses the intersection and association between human resource management and corporate entrepreneurship. Human resources play an essential role in so far as they can encourage or hinder corporate entrepreneurship.

The transfer of knowledge is a source of competitive advantage, and in particular, transfer between organisations through cooperation between firms via a joint venture. This paper aims to discuss some of the issues

The hypotheses were contrasted via a structural equation model using a sample of 74 firms, 51 of which were Spanish and 23 from the rest of the world, which had recently cooperated.

The authors address the question of the positive influence of employees on knowledge transfer. They do not influence the process. Second, the authors propose the influence of intermediate management on knowledge transfer. These managers play a very relevant role. However, with regard to the influence proposed of high‐level managers, the authors find that they do not play a relevant role as this type of process.

The authors carried out an in‐depth review of the literature that reveals that few studies either theoretically or empirically address this question. They begin with the idea that organisational knowledge is the basis of business today. Not all organisations have all the knowledge they need to carry out their strategies.

The role of HR is an essential element in order to be able to carry out interorganisational transfer. The authors consider how the degree of involvement of resources positively influences knowledge transfer. It is important to develop adequate HR policies for fomenting transfer, especially motivating staff by fostering the development and exploitation of knowledge transfer.

The purpose of this paper is to add new theoretical insights on the employee‐organization relationship (EOR) in the context of corporate entrepreneurship (CE), specifically in collective entrepreneurship.

The paper presents a brief overview of the content of each of the articles included in this special issue.

In the last decades, the study of the EOR has become an integral part of the literature as an approach aimed to provide the theoretical foundations to understanding the employee and employer perspectives to the exchange. Also, the greater complex environment and the higher level of innovativeness have pushed firms to become more entrepreneurial in order to identify new opportunities for sustained superior performance. In this context, emerges CE and involves not only formal activities to enhance product innovation, risk taking and a proactive response to environmental forces, but also organizational learning, driven by collaboration, and commitment. Specifically, different EORs and specific human resources management practices are required in the light of collective entrepreneurship, understood as work among entrepreneurial teams within the organizations and collaboration among employees.

The paper provides an overview of the EOR in collective entrepreneurship.

The purpose of this paper is to provide a selected bibliography of recent resources on library instruction and information literacy.

Introduces and annotates English-language periodical articles, monographs and other materials on library instruction and information literacy published in 2013.

Provides information about each source, discusses the characteristics of current scholarship and describes sources that contain unique scholarly contributions and quality reproductions.

The information may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.

The innovation process demands an interaction between environment agents, knowledge generators and policies of incentive for innovation and not only development by companies. Universities have gradually become the core of the knowledge production system and, therefore, their role regarding innovation has become more important and diversified. This study is aimed at identifying the mechanisms of university–industry (U–I) collaboration, as well as the operationalization steps of the U–I collaboration process.

This study is aimed at identifying, based on a systematic literature review, the mechanisms of university–industry (U–I) collaboration, as well as the operationalization steps of the U–I collaboration process.

The analysis of the 72 selected articles enabled identifying 15 mechanisms of U–I collaboration, proposing a new classification for such mechanisms and developing a framework presenting the operationalization steps of the interaction process.

In this paper, the authors screened nearly 1,500 papers and analyzed in detail 86 papers addressing U–I collaboration, mechanisms of U–I collaboration and operationalization steps of the U–I collaboration process. This paper provides a new classification for such mechanisms and developing a framework presenting the operationalization steps of the interaction process. This research contributes to both theory and practice by highlighting managerial aspects and stimulating academic research on such timely topic.

The purpose of this paper is to analyze the importance of the linkage between academia and industry from a business perspective. The analysis focuses on the impact generated from these collaboration programs to promote innovation. Data for the analysis was obtained through a measurement instrument, which allows evaluating multiple dimensions of capacity of absorption as determinants of the innovation.

The methodology consisted of the implementation of the measurement instrument for the managers in the companies who were involved in the collaborative projects. From the answers obtained, an analysis of strengths and weaknesses was performed, categorized by absorptive capacity dimensions, satisfaction with linkage relationship and innovative impact. In addition, a comparative exercise is presented with the purpose of learning the position of the Postgraduate Program in Industrial Engineering in México, and finally, an analysis of Spearman’s coefficient was performed to verify whether the linkage influenced innovation for this case study.

There is a positive correlation between linkage and innovation. An unexpected finding was the level of satisfaction of the companies that collaborated with the academy and the real situation of each dimension to determine the improvements in the policies and mechanisms of linkage.

One of the main challenges of this paper was to identify and contact the managers of the projects. These projects have been performed and completed in several companies from 2011 to date. Over this time, some managers have changed their employment status and even their places of residence. Therefore, establishing contact and performing interviews with the managers directly linked to each project was a complex process.

This is the first paper that demonstrates and measures the relationship between linkage and innovation through an instrument of absorptive capacity, which determines the behavior of each dimension where strengths and weaknesses of collaboration relationships are detected and determines the punctual impact on innovation from the perspective of the businessmen involved.