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This case study delves into the evolving landscape of equity, inclusion and diversity (EID) initiatives within the health-care sector, with a specific focus on the “EverybodyIN” program implemented at the Mayo Clinic, a large academic Medical Center in the USA. Against the backdrop of growing awareness catalyzed by societal events, this case study aims to explore the multifaceted aspects of workplace conversations aimed at addressing racial disparities and fostering a more inclusive environment.

The case study relies on the application of critical race theory and a social constructionist approach to investigate the impact of a subset of voluntary educational conversations that were centered on the Black/African-American experience, on staff members’ racial understanding and allyship within the health-care organization. Through thematic analysis of postevent surveys and participant sentiments, three overarching themes emerged: appreciation, education and validation.

Through thematic analysis of postevent surveys and participant sentiments, three overarching themes emerged: appreciation, education and validation. The findings underscore the pivotal role of leadership buy-in, evidence-based practices, health equity and an ongoing commitment to “the journey” in successful EID efforts. The results highlight the significance of integrating EID into health-care organizations as a continuous endeavor that aligns with organizational values and mission.

The findings underscore the pivotal role that theory and practice play through a newly described framework that includes leadership buy-in, evidence-based practices, health equity and an ongoing commitment to “the journey” for successful EID efforts.

The results highlight the significance of integrating EID into health-care organizations as a continuous endeavor that aligns with organizational values and mission.

By fostering a safe and informed space for dialogue, organizations can empower staff to engage authentically and acquire cultural competence that may contribute to advancing health equity.

The Pacific Alliance (PA) arose from a project for economic integration and strategic cooperation between the four member countries – Mexico, Chile, Peru, and Colombia – with the hope of driving competitiveness in the region through specialized production and exportation of assets, and to an extent consolidating them, which would have a strong impact on the process of regional integration within Latin America. Considering this, the purpose of this chapter is to review the current economic scene for regional integration that promotes competition in the countries of the PA. A documentary and statistical investigation are carried out and presented to show the primary advances of the PA in different economic and strategic areas that propel competition among its member countries. The primary findings show that there are economic and commercial indicators that encourage the achievement of a unified perspective and stability between these member countries, which allows for more competitiveness with regard to economic and commercial development in other blocks or alliances. Today, the PA shows itself as an innovative process that seeks and promises to change the economic relations of both the countries involved in it and the region in general, which is the reason for the dynamism shown in decision making and the interest in the international community. It is concluded that the PA responds to the shared interests of the four member countries while being more competitive to take advantage of any opportunities that appear from the opening and incursion of new international markets.

The purpose of this research paper is to establish the impact of process and service innovation on non-financial and financial performance in the tourism sector, as well as to explain the mediating role of organizational learning.

A quantitative approach was used, based on partial least squares–structural equation modeling (PLS-SEM), Smart PLS 4.0 software. The sample consisted of 426 establishments in the tourism sector in Zone I, Ecuador. Online surveys were employed to collect data, yielding 118 responses, to assess the impact of innovation on business performance from 2020 to 2022.

Process and service innovation positively and significantly affect non-financial and financial performance, respectively. Organizational learning mediates the relationship between process innovation and disservice. The relationship between non-financial and financial performance could not be confirmed. The model explains 53.10% of non-financial performance and 26.10% of financial performance.

The relationship between innovation and performance in the tourism sector has been studied in several developed economies, while little has been studied in developing countries. This work contributes to an empirical discussion including a mediating variable in the innovation–performance relationship in the Latin American context.

El propósito de esta investigación es establecer el impacto de la innovación de procesos y servicios en el desempeño no financiero y financiero en el sector turístico, así como explicar el papel mediador del aprendizaje organizacional.

Se utilizó un enfoque cuantitativo, basado en el software PLS SE M, Smart PLS 4.0. La muestra estuvo constituida por 426 establecimientos del sector turístico de la Zona I, Ecuador. Se aplicaron encuestas en línea para recopilar datos, que arrojaron 118 respuestas, para evaluar el impacto de la innovación en el desempeño empresarial de 2020 a 2022.

La innovación de proceso y de servicio afecta positiva y significativa al desempeño no financiero y financiero, respectivamente. El aprendizaje organizacional media la relación entre innovación de proceso y des servicio. No se pudo confirmar la relación entre desempeño no financiero y financiero. El modelo explica el 53.10% del desempeño no financiero y el 26.10 del desempeño financiero.

La relación entre innovación y rendimiento en el sector turístico se ha estudiado en varias economías desarrolladas, mientras que en los países en desarrollo se ha estudiado poco. Este trabajo contribuye a una discusión empírica incluyendo una variable mediadora en la relación innovación-desempeño en contexto latinoamericano.

The purpose of this paper is to boost the internationalization of companies by implementing key factors that will help them to increase their exports in a context of an emerging country such as Mexico, where very few small- and medium-sized enterprises (SMEs) achieve internationalization.

According to different theories on the internationalization of companies, five independent variables were designed to measure their effect on the export performance using a multiple regression model on a sample of 95 Mexican industrial SMEs. In this context, the objective of this study is to investigate the impact of the product price, product quality, installed capacity, innovation capacity and financial capacity on the export performance of SMEs; and to identify the factors that are more significant.

The results indicate that innovation has a positive relationship, while the price of the product has a negative relationship with the internationalization of small- and medium-sized enterprises, showing that there is a possibility of overemphasizing the role of both variables in export performance of SMEs, at least in the Mexican context. The rest of the variables were not statistically significant to the generated model, perhaps because they are implicitly considered at the time of exporting and entering international markets.

These results will help companies to focus their efforts on obtaining resources to maintain and expand exports and find new opportunities in foreign markets to grow. They also show that companies can implement different types of internationalization strategies with the study’s variables to achieve better performance.

El objetivo de este estudio es impulsar la internacionalización de las empresas mediante la implementación de factores clave que les ayudarán a incrementar sus exportaciones en un contexto de países emergentes como México, donde muy pocas pequeñas y medianas empresas logran la internacionalización.

Según las diferentes teorías sobre la internacionalización de las empresas, cinco variables independientes fueron diseñadas para medir su efecto en el desempeño de las exportaciones, utilizando un modelo de regresión múltiple en una muestra de 95 pequeñas y medianas empresas industriales mexicanas. En este contexto, el objetivo de este estudio es investigar el impacto del precio del producto, la calidad del producto, la capacidad instalada, la capacidad de innovación y la capacidad financiera en el desempeño exportador de las PYME, e identificar los factores que son más relevantes.

Los resultados indican que la innovación tiene una relación positiva, mientras que el precio del producto tiene una relación negativa con la internacionalización de las pequeñas y medianas empresas, lo que demuestra que existe la posibilidad de sobre-enfatizar el papel de ambas variables en el desempeño exportador de las pequeñas y medianas empresas, al menos en el contexto mexicano. El resto de las variables no resultaron estadísticamente significativas para el modelo generado, tal vez porque están consideradas de forma implícita al momento de exportar e ingresar a los mercados internacionales.

Estos resultados ayudarán a las empresas a concentrar sus esfuerzos en obtener recursos para mantener y expandir las exportaciones y encontrar nuevas oportunidades en los mercados extranjeros para el crecimiento. También demuestran que las empresas pueden implementar diferentes tipos de estrategias de internacionalización con las variables de estudio para lograr un mejor desempeño.

Purpose – This paper seeks to examine the relationship between individuals' developmental mentoring networks and a subjective career outcome, clarity of professional identity. How developmental network characteristics are related to professional identity over time is explored. Design/methodology/approach – This is a three‐wave, longitudinal survey study, covering a five‐year span (1996‐2001). The participants (n=136), full‐time MBA students at the inception of the study, provided complete developmental network data on each survey. The relationships between clarity of professional identity and three different measures of developmental network density were explored: early‐career density; general density; and density dynamics (e.g. the change in density over time). Findings – Developmental network density, which reflects the professional identity exploration process, is negatively related to clarity of professional identity. Research limitations/implications – The study is limited by the use of graduating MBA students from a single, top‐20 business school as participants. Practical implications – The findings suggest that people might be able to improve their careers through changing their developmental networks, particularly during their early‐career years. Originality/value – This paper provides novel insights to the mentoring, identity, and careers literatures. Given the previously uncharted territory of understanding the dynamics of developmental networks and its relationship to career outcomes, this study opens avenues for future research, while also answering questions about developmental networks and the ways they function over time.

Understanding belonging provides a better insight into the structural, political, cultural and gendered elements of entrepreneurship. This paper aims to focus on Mexican female entrepreneurs’ (MFE) experiences in managing material and affective aspects of entrepreneurial belonging during the start-up and transition phase to become an established business owner.

The narrative analysis is based on qualitative interview data with 11 MFE in Mexico.

The analysis reveals that MFEs’ sense of belonging evolves from self-oriented to more socially-oriented identity claims. In the former, the need to “fit in” and achieve material aspects of belonging is intertwined with gender and family responsibilities. In the latter, the need to “stand out” and achieve affective aspects of belonging is intertwined with validating entrepreneurial achievements by challenging gendered assumptions and helping others through the notion of “sisterhood.”

The paper extends the understanding of the relation of material and affective aspects of belonging as an “evolving” process from the nascent stage to the established stage of entrepreneurship. Within the evolving process of entrepreneurial belonging, a shift from material to affective aspects unveils a theoretical framework that relates belonging, gender and entrepreneurship in context. This process seems to regulate entrepreneur’s agency in what they interpret as acceptable while standing up against challenges and legitimizing belonging through the emergence of a “sisterhood.”

Universities play a key role in the production and transfer of knowledge. The purpose of this research is to describe practices of knowledge management at UNAM in response to COVID-19. A qualitative methodology is used. Through documentary research, information was collected to present four descriptive case studies to identify elements that characterise a knowledge-intensive organisation through the value chain model. This chapter begins with a review of the literature on the creation and transfer of knowledge from universities to society in the context of COVID-19. The knowledge value chain concept is integrated in order to model elements related to both infrastructure and processes that have allowed for continuity in the development of knowledge production and transfer activities. These results contribute to the modelling of management practices to create value in organisations.

This study utilizes Bourdieu’s concepts of field, capital and habitus to investigate the networking strategies of Asian and Black knowledge workers in the London Insurance Market. It also examines the factors contributing to the success or failure of these strategies. The trading activities of the London Insurance Market are underpinned by interdependent relations among its participants. It provides an appropriate context for examining the networking strategies adopted by Asian and Black workers to accelerate their careers.

This research employed a qualitative methodology, gathering data from 24 participants through semi-structured interviews. Participants were selected using purposive, convenience, and snowball sampling methods. Thematic analysis was used to analyze data and develop aggregated concepts from the identified themes and subthemes.

The London Insurance Market accords great importance to networking. Interpersonal connections significantly influenced career progression, often overshadowing educational attainments. Asian and Black workers faced systemic nepotism and limited access to influential networks in this field. Participants strategically used their interactions to overcome these challenges and advance their careers. Many believed that their careers had a better chance of progressing through informal networks than through formal channels such as Human Resources. Some participants declined to engage in the commonly accepted networking practices, choosing alternative ways to further their careers.

Findings underscore the need for implementing specific organizational policies to address systemic biases and nepotism, particularly in front-office recruitment. Such policies could include prioritizing merit-based hiring practices and developing targeted initiatives to reduce the underrepresentation of minority ethnic workers in front-office positions. By adopting these measures, organizations can create more equitable career advancement opportunities and leverage the full potential of their diverse workforce.

This study contributes to the existing literature on minority ethnic workers' careers, networking theory and workplace diversity. It provides insights into the networking strategies of Asian and Black workers within the London Insurance Market, revealing that these strategies are dependent on contextual factors. The study also highlights the pervasive practice of nepotism deeply ingrained in the habitus of the London Insurance Market and which acts as a barrier for gaining access to influential networks.

Despite the breadth of knowledge on self and identity formation across the study of organizations, the field of organizational development and change has limited research on the construction of professional identity. Much has been written to describe the “self-concepts” of those practicing and researching in the field, but there have been no investigations that have explored how these “self-concepts” form. In addition, although women have contributed to defining the “self” in the field, men have held the dominant perspective on the subject. Thus, in this chapter, we address a disparity in the research by exploring the construction of professional identity in the field of organizational development and change, and we give voice to the renowned women who helped to build the field. Using the profiles of 17 American women included in The Palgrave Handbook of Organizational Change Thinkers, we perform a narrative analysis based upon the concepts and models prevalent in the literature on identity formation. By disentangling professional identity formation of the notable women in the field, we can begin to see the nuance and particularities involved in its construction and gain deeper understandings about effective ways to prepare individuals to work in and advance the field.

Researchers recognize that interpersonal relationships contribute to the career development of professional employees. The purpose of this paper is to extend this research to individuals working at a formative point in their careers. Guided by Social Cognitive Career Theory, a model is developed that tests whether the quality of individuals’ work relationships at an early career stage has implications for their development of career cognitions and career exploration behaviors.

Structural equation modeling is used to test the model in two samples of employed students (n=372 and n=166).

Coworker relationship quality had a direct influence on career self-efficacy, which led to increased career outcome expectations, goals and exploration behaviors. The influence of supervisor relationship quality was mixed across studies.

Findings suggest that the quality of individuals’ relational experiences at work, even at an early career stage, has implications that extend beyond the workplace to affect their careers more generally.

Results speak to the dangers associated with a poor interpersonal climate for employees at an early career stage, and suggest that managers invest in opportunities that allow these employees to build stronger bonds with coworkers. The results also suggest that career counselors and internship coordinators be sensitive to the interpersonal climate of organizations with whom they contract.

This study offers insight into the connection between early employment experiences and individuals’ career cognitions and career exploration behaviors.