集群企业国际化成长理论框架分析

基于产业集群组织资源——集群企业国际化动力——集群企业国际化成长分析框架,综合产业集群理论、企业战略管理理论、企业国际化理论以及企业成长理论,阐述了产业集群组织的劳动分工资源、产业环境资源、集群企业网络资源对集群企业竞争优势的形成和动态能力提升的作用。作为集群企业国际化动力来源的集群企业竞争优势与动态能力,主要从量的维度影响集群企业成长资源,从形的维度影响其全球价值链网络的嵌入,从质的维度作用其国际化市场知识的积累,最终影响集群企业国际化成长。     

家族企业继任者进入模式及其实证检验：温州个案

家族企业继任者进入企业有五种模式：联合创业式进入、实习式进入、跳槽式进入、空降式进入和自主创业式进入。对温州家族企业的实证研究表明：温州家族企业正在进行企业控制权的交接,而企业所有权的交接还没有开始;除实习式进入企业的模式在所有条件下都普遍采用外,其余的继任者进入模式都会受到企业规模、企业创立时间、企业类型、企业主个人特征、家族治理等因素的影响而变化。     

Dynamic stability: Unfolding dynamics of vicious cycles in a design firm

Paradoxes generate tensions and contradictions in organizations. In this paper, we contribute to the paradox literature by developing a complex systems approach to how organizational members experience tensions generated by the strategic intent paradox. Specifically, we focus on the unfolding dynamics of vicious cycles experienced by organizations dealing with paradox. Drawing on a case study of a design firm, we demonstrate how a vicious cycle forms through feedback loops and develops dynamic stability over time. On the basis of our findings, we develop a micro-level understanding of vicious cycles, which incorporates defence mechanisms at staff and senior management levels. Our main contribution is a theoretical model of unfolding dynamics of vicious cycles. Our model shows the importance of (1) feedback loops that underpin a vicious cycle and (2) importance of circular causality, reinforcing cycles, and micro-mechanisms in theorizing vicious cycles.     

Do Employees boost opportunities to compete abroad? A longitudinal study of family and non-family firms

This study sheds light on the contingent effect that employee human capital may have on the relationship between family involvement and internationalisation via exporting —both in terms of entry mode (how to export) and degree (how much to export). We formulate several hypotheses by drawing mainly on arguments from the resource-based view and stewardship theory. The empirical setting is a large sample of Spanish manufacturing firms (family and non-family) operating between 1991 and 2016. Our results reveal that the positive (negative) relationship between family involvement and export intensity (direct exporting) is boosted (mitigated) at higher levels of employee human capital. Our findings thus provide statistical support for a positive and significant contingent approach to the effect human capital has on the connection between family involvement and internationalisation.