Externalizing, internalizing and fostering commitment: the case of born-global firms in emerging economies

This paper examines the HR practices of mature born-global firms from twenty-nine emerging economies. Through an examination of large scale survey data the paper questions the extent to which firm size impacts the employment of temporary workers, the employment of skilled workers and the extent of employee training. Findings suggest that as firm size increases the use of temporary workers decreases, the number of skilled workers increases and the number of employees receiving training also increases. The paper highlights how born-global firms are able to shift away from externalized, market-based approaches towards more internalized, commitment-based approaches in order to survive, adapt and grow

Polarizing Effects of Early Exporting on Exit

Extant research offers limited and inconclusive findings on the effects of early exporting by new ventures. This longitudinal study examines such effects, taking into consideration the roles of competition and adaptation in international venturing and exiting. The findings alert us to the potentially negative impact of early exporting on exit. Despite the deterrent effect of exporter competition, those new ventures that engage in early international venturing are impelled to keep strategically alert and expedite their learning process, therefore prospering in the highly competitive environment. By attracting foreign investors, new ventures will be able to start exporting early, and endorsed by the knowledge advantages associated with foreign partners the rapid entrants have better continuation chances. At the same time, early exporting in a relatively less competitive environment or without foreign ownership will lead to higher exit likelihood. By highlighting the polarizing effects of early exporting in the life cycle of new ventures, this study reconciles the difference between the process model and theories on international entrepreneurship to some extent.</p