FIRM RESOURCES FOR INTERNATIONALIZATION OF SMES FROM EMERGING COUNTRIES: A MULTIMETHOD STUDY

ABSTRACT Purpose: This article investigates and classifies firm resources for the internationalization of small and medium enterprises (SMEs) from emerging countries. Originality/value: SMEs from emerging countries in global markets evidence their more restricted access to resources for internationalization. The mainstream international business literature classifies firm’s resources identified in large companies from developed economies. This research classifies firms’ internationalization resources located in different emerging countries based on a systematic literature review (SLR) and interviews. This paper contributes to the theoretical development about the internationalization of SMEs from emerging countries, indicating the importance of organizational resources in this process. Design/methodology/approach: This paper presents an exploratory research developed in two stages: a SLR on emerging countries and interviews with experts, institutions, and SMEs about the Brazilian context. Bibliographic research and an interview with semi-structured script were adopted as data collection techniques. Interviews were analyzed with NVivo software using content analysis technique and providing categorization of resources. Findings: Up to 2016, 15 works mentioned resources for the internationalization of SMEs from emerging countries and seven were done in Asia. We identified 72 resources in ten emerging countries. Organizational resources predominate. The use of financial resources in Brazil contradicts the trend in other emerging countries. More tangible resources seem less strategic for SMEs’ internationalization from emerging countries when compared to more intangible resources, as organizational ones.

The availability of organizational resources and the degree of internationalization of furniture companies - the empirical research findings

The availability of organizational resources and the degree of internationalization of furniture companies - the empirical research findings. The article presents the results of empirical research carried out in 100 medium and large furniture companies. The availability of organizational resources was assessed in the group of furniture manufacturers using the Likert scale. The respondents indicated that the highest availability, taking into account the average score for all surveyed companies, was obtained in the case of financial and material resources. It should be emphasized, however, that the remaining categories of resources were also characterized by a relatively high level of availability. The differences were noticed in the groups of enterprises considering the degree of internationalization. The highest availability of all resources was indicated by respondents from companies operating mainly in foreign markets. Moreover, the relationship between the level of availability of organizational resources and the degree of internationalization of the surveyed enterprises was checked. For this purpose, the Spearman's rho correlation coefficient was used. Such a relationship was confirmed in the case of human resources and information resources. The research shows that higher availability of the indicated resources occurs in enterprises showing a greater degree of involvement in foreign activities.

The influence of relatedness and organizational resources on teaching motivation in continuing higher education

This article will answer the research question if relatedness and organizational resources influence the teaching motivation in continuing higher education, whereby a distinction is made between intrinsic and extrinsic motivation. Self-determination theory is used as the theoretical underpinning. We conducted a survey of 549 continuing higher education university faculty. Regression analysis determined that relatedness was correlated with intrinsic teaching motivation but was not correlated with extrinsic teaching motivation. Meanwhile, organizational resources increase both intrinsic and extrinsic teaching motivation. Professors are more extrinsically motivated than other faculty. The older university faculty tends to be less extrinsically and more intrinsically motivated. Additionally, female university faculty are more intrinsically motivated than male university faculty.

Party organizational resources

What kinds of resources do parties have at their disposal? How are these resources distributed across the organization, and how are they deployed? Are modern British parties better or less well resourced than they used to be? This chapter attempts to answer these questions by focusing, in turn, on the three main resource assets that British parties have at their disposal: members, money, and staff. Those who argue that parties are generally in decline are inclined to suggest that this is demonstrated by, among other things, the weakening of party organizations. The evidence of this chapter, however, does not support their contention. Rather, it shows that, though frequently under pressure, parties are able to adapt to changing circumstances and exploit both the old and new resources available to them.

Trust in leadership

Trust is one of the organizational resources. In the contemporary world, due to a variety of challenges related to demographic and globalization problems and the revival of modern areas of the economy, human capital and its application on the market are the fundamental growth factor. Trust generates a willingness to cooperate, and it is imperative to build positive relationships with others, which is necessary to cooperate with the environment. The discussed phenomenon is based on social coexistence, reflected on many levels and in various, often overlapping, interactions, and influences. Trust in any organization is a determinant of undertaking supra-individual activities and a pillar for motivating and mobilizing other people. The need for potent leadership is strong trust, openness in communication, and behavior rooted in conduct ethics. The theoretical aspects of trust and the essence of this phenomenon are presented in the article. There are described ways to build trust. Moreover, the issue of trust in organizations was discussed.

Crisis Communication as Course Correction: Communicative Efforts Revive Goals

It is common to think of crisis communication as a reactive form of communication intending to protect an organization from a threat. Some research and media focus on crisis communication serve to create that interpretation. While the crisis response often is reactive, crisis communication also can be proactive and, more importantly, should be considered a valuable resource for pursuing strategic organizational outcomes (Coombs & Holladay, 2015). Crises posse threats to achieving organizational outcomes by pushing organizations off course. Crisis communication can be considered a means of correcting the course and reviving the pursuit of organizational goals/outcomes. Crises disrupt strategy by detracting from the pursuit of organizational outcomes (Bundy et al., 2016). A crisis demands management’s attention and the application of organizational resources to that situation (Milburn et al., 1983). A crisis can create a “distraction” from the pursuit of organizational goals — can impeded strategy. Moreover, a crisis can erode critical organization goals such as maintaining positive social evaluations and the pursuit of revenue (e.g., Chen et al., 2009; Coombs, 2007). This chapter considers how crisis communication can be used as a form of strategic communication designed to return managers to the pursuit of organizational goals.

Using Theoretical Domains Framework (TDF) to understand implementation of a pragmatic clinical trial in Public Dental Service in Norway

Background Most dental research in Norway has traditionally been conducted by universities, and the involvement of clinicians in research projects has not been a common practice. The aim of the present study was to identify behavioral factors that influence effective implementation of a pragmatic clinical trial in the Public Dental Service (PDS) in Norway and to understand which of these factors result in higher patient recruitment. Methods Dentists, dental hygienists, and dental assistants at nine Public Dental Service clinics in three counties in Norway involved in an ongoing pragmatic clinical trial were asked to complete an electronically distributed questionnaire based on the Theoretical Domains Framework (TDF). Results Thirty-seven out of 69 dentists and dental hygienists (54 %) and seventeen out of 57 dental assistants (30 %) answered the questionnaire. “Knowledge” was the domain with the highest mean response, suggesting strong confidence in personal knowledge and practical skills among the clinicians. Together with “beliefs about consequences,” “organizational resources,” and “environmental context,” “knowledge” was the one of five domains identified as important behavioral determinants in patient recruitment to clinical trials by dental professionals. Conclusions The findings suggest that TDF was useful to understand factors affecting implementation of clinical trials in PDS and that several factors such as clinical relevance of trial to be implemented, organizational resources, and communication with the research team require more attention when planning and implementing clinical trials in PDS.

STRATEGI PEMBANGUNAN ZONA INTEGRITAS

Text This study aims to determine the organizational management strategy with all the capabilities and limitations of organizational resources in going beyond the twists and turns, sacrifices, obstacles and challenges in realizing the development of the integrity zone by implementing effective management and empowering potential employees. as human capital. To serve as a reference as a pilot office in realizing good governance. Qualitative methods with triangulation techniques, namely interviews, field observations and document studies, with the research setting at the Office of Supervision and Service of Customs and Excise Type Madya Pabean Ngurah Rai. The data were analyzed against the interviewee's answers with secondary / supporting data obtained and verification of the validity / validity of the data was carried out with no difference between what the researcher reported and what actually happened to the object under study. In this study, it was found the intricacies of organizational efforts in implementing management in the form of work programs / strategies, innovation, empowerment of employees as human capital and the results of developing the integrity zone.