What Works Wellbeing: A guide to our evidence review methods

A guide to the systematic review method adopted by the national research centre for What Works Wellbein

Investigation of Enteric Viruses Associated With Runting and Stunting in Day-Old Chicks and Older Broilers in Southwest Nigeria

Publication history: Accepted - 2 July 2019; Published - 16 July 2019Enteric viruses are known to have significant economic impact on poultry, especially broiler chicken flocks, because of production losses attributable to poor feed conversion and weight gain. To sustain the Nigerian poultry industry that contributes significantly to the livestock sector of the economy, there is a need to investigate commercial broiler flocks in the country for the presence of enteric viruses causing runting and stunting, growth retardation, and hatchery diseases. Gut contents were collected from 158 day-old and six 14-week old runted/stunted broiler chickens in commercial farms (ten) and hatcheries (six) located in Southwest Nigeria. The samples were examined for the presence of chicken astrovirus (CAstV), avian nephritis virus (ANV), avian rotavirus (AvRV), chicken parvovirus (ChPV), and turkey astroviruses (TAstV-1 and−2) by polymerase chain reaction (PCR) and reverse transcriptase-PCR (RT-PCR) whereas avian reovirus (ARV) and fowl adenovirus (FAdV) by virus isolation (VI), RT-PCR, and PCR. While CAstV was detected in all the birds (100%), sporadic detection of ANV (5%), and ChPV (5%) was observed in day-old and/or older birds. Four isolates were obtained by VI with one isolate being ARV positive and other three FAdV positive by RT-PCR and PCR, respectively. These findings strongly suggest CAstV as a major cause of runting and stunting as well as hatchery condemnations in commercial broilers in Southwest Nigeria, although co-infections with ANV, FAdV, ARV, and ChPV cannot be ruled out. In addition, the possible vertical and horizontal transmissions of these viruses are discussed

The effects of market economy and foreign MNE subsidiaries on the convergence and divergence of HRM

This study explores patterns of human resource management (HRM) practices across market economies, and between indigenous firms and foreign MNE subsidiary operations, offering a novel perspective on convergence and divergence. Applying institutional theorizing to improve our understanding of convergence/ divergence as a process and an outcome, data collected from nine countries at three points in time over a decade confirm that convergence and divergence occur to different extents in a non-linear fashion, and vary depending on the area of HRM practice observed. Patterns of adoption and convergence/ divergence are explained through the effect of institutional constraints, which vary between liberal and coordinated market economies, and between indigenous firms and foreign MNE subsidiaries. The study contributes a more graded conceptualization of convergence/ divergence, which reflects the complex dynamic reality of international business

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

International Business as disciplinary tautology: an ontological perspective

The identity, legitimacy, and sustainability of international business (IB) as a research field are at stake. IB is being overtaken by the evolution of industries and technology, and critical voices challenge its distinctiveness and value. We identify IB’s ambiguous conceptual space, articulate the roots of the problem, and suggest a perspective for re-legitimizing the discipline. Specifically, we contend that redrawing legitimate knowledge boundaries for IB requires an ontological shift. In this respect, we promote a focus on the processual constitution of international entities across time and a reconceptualization of IB as the amalgamation of local and international forces. The perspective we advocate aims to counterbalance the disciplinary tautology suffered by current IB conceptualizations and to open up the discussion on boundary identification in the field

Multinational subsidiaries' learning and development systems The case of R and D employees in UK based subsidiaries

SIGLEAvailable from British Library Document Supply Centre-DSC:DXN041359 / BLDSC - British Library Document Supply CentreGBUnited Kingdo

Towards an understanding of configurational and national influences on international integration in the HR function in MNCs

© 2020, © 2020 Informa UK Limited, trading as Taylor & Francis Group. The human resource (HR) function plays a critical role in how multinational companies (MNCs) centralise decision-making or coordinate and exploit expertise internationally. However, there has been limited attention on the extent to which the HR function in MNCs is integrated internationally and the influencing factors behind this. Using nationally representative, cross-country comparative data, this paper identifies the degree to which internationally integrated HR functions exist and test the extent to which this is shaped by the strategy, structure and nationality of the MNC. We demonstrate the multidimensionality of an internationally integrated HR function; with the structural configuration, level of inter-dependencies between MNC operations and country of origin each partially impacting its nature. A key implication concerns the need to move beyond solely focusing on either nationality as per institutionalist theory, or corporate strategy and structure as characterised in the strategic international HRM literature, towards an integrated explanation that incorporates both sets of factors