Department of International Business, Marketing, Strategy and Law

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Now showing 1 - 5 of 112
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    Entrepreneurial re-entry post an economic crisis
    (2022) Muralidharan, Etayankara; Pathak, Saurav
    In this chapter, insights from prospect theory and institutional theory are used to explore how societal level well-being and inter-personal trust interplay with political stability of the country to facilitate re-entry of entrepreneurs who have exited because of an economic crisis. The conceptual model presented suggests that informal institutional conditions of societal well-being, inter-personal trust, and their interplay with political stability of the country are key to subsequent entrepreneurial intensions by entrepreneurs who have exited unfavourably during an economic crisis. The suggestions of the model are used to discuss implications related to the present COVID-19 pandemic and survival of entrepreneurship after the pandemic.
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    Tracing the path of international business research
    (2022) Muralidharan, Etayankara; Tiwari, Sejal
    Past studies have attempted to identify the domains of international business over specific periods of time. Most have used data sets for short time periods, providing a snapshot of the field for the period under review. This chapter reviews the research in the area of international business for the past five decades, with the objective of understanding the path that research has taken during that period in terms of research content, relevance, and methodology. While this understanding supports a proposal for a research agenda for the future, from the perspective of both content and methods in international business research, the impact of the pandemic may require a re-look at the trends that have been presented. The chapter addresses some of the potential changes in the trends in the research agenda that could occur due to the pandemic.
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    Global academic virtual teams versus corporate virtual teams
    (2022) Punnett, Betty Jane; Galperin, Bella L.; Lituchy, Terri R.; Melyoki, Lemayon L.; Senaji, Thomas Anyanje; Taleb, Ali
    Over the past twenty years or so, many academics and practitioners have, in some way, addressed the question, “What makes a virtual team succeed or fail?” Most of this literature has dealt with virtual teams that are associated with businesses/organizations or corporate virtual teams (CVTs). There is less discussion of the unique aspects of academic virtual teams (AVTs) and the best practices for these teams. In this chapter, we focus on AVTs, their characteristics, and approaches for creating and managing them to ensure successful performance. Virtual teams provide significant advantages—reduced travel costs, the enhanced possibility for team members collaborating on projects regardless of distance, and the ability to draw on the best talent from anywhere in the world. Our objective is to make practical recommendations for designing and managing AVTs. This has become even more relevant today in light of the Covid-19 pandemic, which has resulted in most academic activities moving from in-person to virtual. For example, in the summer of 2020, planned in-person conferences associated with groups such as the Academy of Management and the Academy of International Business were all conducted virtually. We expect that there will be more virtual collaboration in the academic world in the future, and understanding what makes AVTs succeed will be ever more important.
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    The prevalence of economic abuse among intimate partners in Alberta
    (2022) White, R. McKay; Fjellner, Devon
    We examine the prevalence of economic abuse in all demographics. Previous research primarily considers female victims within heterosexual relationships characterized by other forms of intimate partner violence (“IPV”). Consequently, economic abuse may appear to be a less widespread societal issue than it is. Relying on theory that IPV is not a gendered phenomenon, we collected primary data of the prevalence of economic abuse in the Alberta general population and analyzed the influence of demographic variables on the likelihood of experiencing economic abuse. We surveyed 300 random adults in every demographic on what economically abusive behaviors they have experienced and used univariate and regression analysis to determine the effect of different demographic variables on those experiences. We found that 36% of all adults in the sample experienced economic abuse, with 17% experiencing severe economic abuse. Being male or female had no statistical impact on the likelihood of experiencing such abuse, and the effect of income is contrary to previous assumptions. Women are more vulnerable to Economic Control, a subtype of economic abuse. Economic abuse is a broader problem than research to date has considered. Though it is not a gendered phenomenon, different behaviors are more prevalent or severe for different genders. The prevalence of economic abuse in all demographics suggests that further awareness and advocacy is necessary to reduce its incidence. Additional research on a national level is needed to determine patterns and motivations for economic abuse and its correlations with other forms of IPV.
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    Examining antecedents of repatriates’ job engagement and its influence on turnover intention
    (2022) Cave, Adam H.; Roberts, Michaels; Muralidharan, Etayankara
    Repatriate turnover is a key challenge for Multinational Enterprises (MNEs). While MNEs expect to retain returning employees (i.e., repatriates) and to benefit from new knowledge and experience they bring back from international assignments, a number of studies identify high rates of repatriate turnover intentions. This paper draws insights from social exchange theory and psychological contracts. By using survey data from 221 repatriates from the U.S., the paper presents an empirical study of the antecedents of repatriate turnover. Our findings demonstrate that repatriate perceptions of recognition of foreign experience, involvement, team orientation, and application of knowledge, had a significant impact on turnover intention and this impact was felt through repatriate job engagement i.e., repatriate job engagement significantly mediated the influence of recognition of foreign experience, involvement, team orientation, and application of knowledge on turnover intention. While the study findings contribute to the theoretical underpinnings of the antecedents of repatriate turnover it also informs how MNEs can apply new strategies and initiatives that heighten repatriate retention rates and prevent knowledge slippage and the loss of highly valued people soon after they return from international assignments.