Global Mobility of Talent from a Perspective of New Industrial Policy: Open Migration Chains and Diaspora Networks

economic development, diaspora networks, search networks, serendipity

The internal features of high-growth firms in Finland

Abstract. It is evident that high-growth firms are getting attention from the researchers. But there is still a gap in defining high-growth firms as there is scattered data available for defining high-growth firms with respect to its characteristics. The purpose of this study is to find out the inner qualities of high growth firms that differentiate them from other firms due to which, it is called high-growth firms. Previous researches have mainly focused on high-growth firms with respect to job creation only. Also, researches have emphasized on the firm-specific features of high-growth firms such as size, age, and industry. As high growth firms play an important role to support economic growth and raise the employment level in the country so it is very important to further research on it due to which it stands out as compared to other companies in the entrepreneurial ecosystem. This research is a qualitative study. Data is gathered by semi-structured interviews. All the interviewees were personnel from Finnish high-growth firms and had several years of experience in their field. In this study, internal characteristics are highlight based on the contemporary literature such as the growth vision: the identified opportunities or needs: the strategic management, partnerships or the inter-organizational relations,innovation and R&D, capabilities, entrepreneurial teams: entrepreneur characteristics, and human resource management practices: human capital. From the finding of the research Finnish high-growth firms in the metropolitan area have similar internal features which help the firms to grow. Moreover, there are some features which are also positively correlated such as 1) entrepreneurial teams and entrepreneur characteristics, 2) entrepreneurial teams, human capital, and Strategic management, 3) human resource management practices and human capital, and 4) partnerships or inter-organizational relations, capabilities and identified opportunities. Hence, it is empirically proven that High-growth firms possess these characteristics and some are positively correlated to each other. Further, the findings of the study are similar to the extant literature. The limitations and future studies are also discussed

Management development and training in Kenya, preliminary findings

This paper reports on the preliminary findings on an ongoing study in the area of management development and training in Kenya's private sector. It begins with an assessment of the quantitative and qualitative current and projected demand for various categories of managerial skills and the extent to which current kenyanization policies and training programmes effectively address themselves to these needs. An identification of the more important managerial skill deficiencies among Kenyan managers is also made and used as basis for discussing the relevancy of current management development and training programmes and methodologies in eliminating these deficiencies. The need for trainers to provide professional assistance for the organizations and individual trainees to identify training needs and reformulate more realistic expectations from management development programmes is also stressed

Social network analysis: A tool for evaluating and predicting future knowledge flows from an insurance organization

[EN] The paper aims to identify the individuals who influence the knowledge sharing processes from an internal social network and to forecast the future knowledge flows that may cross it. Exploratory research is employed, and a four-phase methodology is developed which combines a social network analysis with structural modeling. This is applied to the internal enterprise social network used by a British insurance company. The main results emphasize the most influential groups, their relationships, future knowledge flows, and the connection between the network's heterogeneity and structure, and employees' future knowledge sharing intention. These findings have both theoretical and practical implications. The theory is extended by proving that a social network analysis can be used as a tool for evaluating and predicting future knowledge flows. At the same time, a solution is offered to decision-makers so they will be able to: (i) identify the potential knowledge loss; (ii) determine leaders; (iii) establish who is going to act as a knowledge diffuser, by sharing what they know with their coworkers, and who is going to act as a knowledge repository, by focusing on acquiring increasingly more knowledge; (iv) identify the elements that influence employees' future knowledge sharing intention. (C) 2016 Elsevier Inc. All rights reserved."The research reported in this paper is supported by the European Commission for the project "Engaging in Knowledge Networking via an interactive 3D social Supplier Network (KNOWNET)" (FP7-PEOPLE-2013-IAPP 324408)".Leon, R.; Rodríguez Rodríguez, R.; Gómez-Gasquet, P.; Mula, J. (2017). Social network analysis: A tool for evaluating and predicting future knowledge flows from an insurance organization. Technological Forecasting and Social Change. 114:103-118. https://doi.org/10.1016/j.techfore.2016.07.032S10311811

Corporate Entrepreneurship, HRM Practices and Firm Performance

AIn modern business dynamics, firm growth and sustainability significantly depends on corporate entrepreneurship (CE) and entrepreneurship (E) practices. Because of their significance, we have examined the direct and indirect effect of corporate entrepreneurship (CE) and entrepreneurship (E) on firm performance (FP) in SMEs of Nigeria. We have used a sample of 387 for collecting the data non-randomly. The tool we used for collecting the data was a close-ended questionnaire, which we adapted from earlier studies. The authors have used Smart PLS for statistical analysis. We found that corporate entrepreneurship (CE), entrepreneurship (E), and human resource management (HRM) affects firm performance (FP). We also found that HRM practices also have a significant link with corporate entrepreneurship (CE), entrepreneurship (E), and firm performance (FP). The results also suggest that entrepreneurship (E) and corporate entrepreneurship (CE) mediates HRM practices and firm performance (FP). The above findings were consistent with the view that HRM practices are an essential component of an organization. HRM activities besides conventional functions also promote entrepreneurial (E) behaviour and organizational outcomes. Thus, the HRM department must continuously revisit the policies and procedures to ensure that they are aligned with the changing environment. Entrepreneurial (E) and corporate entrepreneurial (E) orientation support an environment that encourages employees to participate in decision making, which enhances employees’ sense of belonging and promote a positive attitude towards work.Keywords: Corporate entrepreneurship, entrepreneurship, practices, firm performance, Nigeri

Incentives for the adoption of e-government by Greek municipalities

Purpose: The research aims to identify the incentives that play an important role in the evolution of e-government in Greece at local scale and its actual development level. It also investigates the factors and the perceived barriers that affect the development of local egovernment in Greek Municipalities, as well as the benefits they derive from it. Design/Methodology/Approach: The research is based on a survey that was conducted through a questionnaire to all 325 Municipalities of the country and includes data from 109 Municipalities that participated in the quantitative approach. Findings: While e-government is spread at a relatively satisfactory level, it appears that only a few Municipalities are performing well. Results highlight also the two main incentives that motivate Municipalities to adopt e-government: The first is the improvement of the efficiency of information exchange with the external environment and the second is managing internal issues-relationships in conjunction with the existence of prominent IT departments. Amongst the main factors that affect e-government adoption by Local authorities, budgetary constraints stand out, while the lack of personnel specialized in Information Technologies is identified as common obstacle. Practical Implications: Findings suggest that an integrated approach to e-government is needed in order to enable organizations to minimize failures and to overcome barriers and counter risks. The capacity to align e-government applications with the increasing and evolving needs and requirements of the citizens is the key to optimizing the benefits of eGovernment at local scale. Originality/Value: There is no similar empirical research in the context of Greece; hence, it seems important to increase the knowledge about the drivers of e-government adoption, especially in the public sector at the local scale.peer-reviewe

Industry 4.0 & Servitization: Role and impact of digital servitization strategies in international industrial markets

Il presente progetto di ricerca riguarda l'indagine di due fenomeni principali, la digitalizzazione e la servitizzazione, e la risultante ‘servitizzazione digitale’, all’interno dei mercati industriali. L'obiettivo principale di questo studio è contribuire alla generazione di nuova conoscenza circa i fenomeni indagati e fornire a manager e professionisti validi suggerimenti su come affrontarli con successo. La digitalizzazione e la servitizzazione digitale sono ambiti di ricerca recenti ma in forte crescita, attorno ai quali sta convergendo l'attenzione di numerose figure accademiche e professionali. Nonostante il grande dinamismo che caratterizza tali fenomeni, le imprese industriali si trovano ad affrontare ancora oggi diverse sfide nel tentativo di implementarli. In effetti, le aziende manifatturiere dimostrano di percepire barriere elevate all'investimento in strategie digitali. Adottando un approccio alla problematizzazione, è possibile notare come sia necessario sviluppare ulteriori conoscenze circa i processi di digitalizzazione e servitizzazione al fine di comprendere al meglio i vantaggi e le sfide ad essi connessi. Partendo dall’identificazione di una serie di nuove aree di ricerca ancora poco studiate, questa tesi analizza empiricamente i fenomeni di digitalizzazione e servitizzazione. A tal fine, il presente lavoro di ricerca è strutturato in cinque capitoli principali. Il Capitolo I – Fondamenti teorici e note metodologiche – passa in rassegna la letteratura disponibile su digitalizzazione e servitizzazione digitale e fornisce chiarimenti sulle note metodologiche adottate in questa tesi. Lo scopo del capitolo è fornire un'analisi teorica preliminare sulla digitalizzazione e la servitizzazione. Il Capitolo II – I meccanismi di diffusione della conoscenza di Industria 4.0 nei distretti industriali tradizionali: evidenze dall'Italia – indaga empiricamente la digitalizzazione a livello di analisi contestuale. Il capitolo esamina il contesto e i meccanismi attraverso i quali si stanno diffondendo le tecnologie di Industria 4.0. Il Capitolo III – Verso una prospettiva multilivello sulla servitizzazione digitale – studia empiricamente i percorsi di servitizzazione digitale di due aziende manifatturiere a livello intersettoriale. Il Capitolo IV – Tensioni intra e interorganizzative di una strategia di servitizzazione digitale: evidenze dal settore meccatronico in Italia – è uno studio empirico circa le tensioni emergenti legate alla servitizzazione digitale. In particolare, il capitolo implementa un'indagine approfondita su un'azienda industriale esplorando longitudinalmente le fasi del suo percorso di servitizzazione digitale al fine di districarne la complessità. Il Capitolo V – Osservazioni conclusive e percorsi di ricerca futuri – traccia le conclusioni della ricerca e fornisce linee di ricerca future. I principali contributi di questo lavoro di ricerca possono essere riassunti come segue. Questa tesi evidenzia la stretta connessione tra i fenomeni di digitalizzazione e servitizzazione e prova che la digitalizzazione può essere ‘un’arma a doppio taglio’. I risultati empirici raccolti descrivono la servitizzazione digitale attraverso la sua natura multilivello, che si manifesta su tre livelli: micro (individuale), organizzativo e di network. Inoltre, sottolinea l'impatto del networking nei processi di digitalizzazione e servitizzazione; nuovi attori entrano a far parte della catena del valore e possono influenzare l’andamento dei due fenomeni. Infine, la complessità dei processi di digitalizzazione e servitizzazione è provata empiricamente e si propone evidenza delle difficoltà incontrate dalle aziende manifatturiere nel tentativo di realizzarli