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This special issue aims to advance our understanding of talent management in emerging market economies. The uniqueness of this special issue was that it invited and accepted contributions on talent management in emerging countries at multiple levels. At the macro level, i.e. from a country level perspective, given the prevalence of state intervention in emerging economies, we were interested in understanding the impact of state ownership/intervention on talent management in those markets. From a meso level, i.e. from a firm level perspective, we were interested in empirical evidence, as to how talent management contributes to performance in emerging markets. Finally, at a micro level, i.e. from an individual level, we were interested in empirical work on research topics such as the career expectations of talent in emerging markets, and the factors that determine the attractiveness of employers for employees in emerging markets. The papers that represented contextual data from lesser-represented emerging countries, were included in this special issue. More specifically, these papers contextually represented the emerging countries namely Nepal, Russia, The United Arab Emirates, Vietnam, Poland, Iraq and the last study included a collection of data from 19 African countries. We contribute through this editorial piece by comparing the seven papers included in this special issue to both, previous work in the last two decades or so (2000–2022), globally and within International Journal of Human Resource Management, and identify meaningful future research directions.

This is a study of the volume flexibility of the British and European goods industry, and its relative ability to cope with exogenous shocks, using the case of the Brexit process in a comparative context. It is located within the literature on comparative capitalism, and what it tells us in terms of how different institutional orders may be equipped to deal with such events. Using data for goods firms across 27 EU countries and the UK, we find that the UK goods industry has coped poorly with the shocks related to the Brexit process: its volume flexibility has declined. Brexit also has had an, albeit lesser, impact on the volume flexibility of their European firms counterparts. In particular, smaller firms in the EU coped better, a possible reflection of stronger institutional supports. However, firms that investing more in R&D, provide training to improve management efficiency, and apply innovation to improve asset efficiency, seem to be coping better. This study illustrates how the withdrawal of Britain from supra-national European institutions seems to have accentuated any negative effects of domestic institutions on firms, and, indeed, has had even worse consequences than the 2008 economic crisis for the British goods industry. The latter would suggest it is ill equipped to cope with further shocks, such as the 2020 pandemic. We draw out the implications for theorizing, policy and future research.

The focus of this article is the evolution of local content law and policy in the context of European renewable energy understood through a critical review of the offshore wind policies of the United Kingdom (UK) and Poland. It includes an analysis of the significance of a nascent local content claim made, in 2021, by the European Commission against a former European Union (EU) Member State, the UK, and its swift resolution out-of-court in 2022.

Characterization of PC3 cells cultured under serum free PCSC culturing conditions.

IHC staining for CNTN1 and PAP expression on 8 bone metastatic prostate cancer tissues

Clinical Information for CPCTR TMAs

Prostate cancer metastasis is the main cause of disease-related mortality. Elucidating the mechanisms underlying prostate cancer metastasis is critical for effective therapeutic intervention. In this study, we performed gene-expression profiling of prostate cancer stem-like cells (PCSC) derived from DU145 human prostate cancer cells to identify factors involved in metastatic progression. Our studies revealed contactin 1 (CNTN1), a neural cell adhesion protein, to be a prostate cancer–promoting factor. CNTN1 knockdown reduced PCSC-mediated tumor initiation, whereas CNTN1 overexpression enhanced prostate cancer cell invasion in vitro and promoted xenograft tumor formation and lung metastasis in vivo. In addition, CNTN1 overexpression in DU145 cells and corresponding xenograft tumors resulted in elevated AKT activation and reduced E-cadherin (CDH1) expression. CNTN1 expression was not readily detected in normal prostate glands, but was clearly evident on prostate cancer cells in primary tumors and lymph node and bone metastases. Tumors from 637 patients expressing CNTN1 were associated with prostate cancer progression and worse biochemical recurrence-free survival following radical prostatectomy (P < 0.05). Collectively, our findings demonstrate that CNTN1 promotes prostate cancer progression and metastasis, prompting further investigation into the mechanisms that enable neural proteins to become aberrantly expressed in non-neural malignancies. Cancer Res; 76(6); 1603–14. ©2016 AACR.

Detailed legends for supplementary Figures

The number of differentially expressed genes for DU145 PCSCs shCTRL compared to shCNTN1 and DU145 EV compared to CNTN1 associated with disease and function.

References indicating the functions of candidates whose expressions are affected following the alterations of CNTN1 expression

The impact of CNTN1 on PC tumorigenesis.

This paper develops and extends the existing body of literature on human resource management (HRM) and contextual uncertainty. We identify and explore the consequences of present uncertainties of a broad scale and scope for the practice of HRM. We then review salient bodies of theorising, and map out relevant areas of application. This is followed by a presentation of some of the most recent work on uncertainty and HRM that is encompassed in this collection, which brings to bear evidence from around the world.

Research Question/Issue: There has been growing concern about rising social inequality and its effects on general well-being and the polity. Much of this rise can be traced to changes in the manner in which corporations or firms are governed and how this impacts on income and wealth dispersion. This study systematically reviews the most recent literature on external and internal corporate governance (CG) that deals with the issue of income and wealth inequality. Research Findings/Insights: External mechanisms such as institutional regime (defined in terms of varieties of capitalism—liberal or coordinated markets) and financialization reveal important insights, often implicitly, into what makes or sustains inequality. The rise of the platform business model raises explicit concerns about increasing wealth and wage inequality. This is because it is associated with a rapidly growing precariat of gig workers, Big Tech entrepreneurs with untrammeled levels of control and extreme levels of personal wealth, and widespread tax avoidance despite record profits. The literature on internal CG is somewhat constrained in its reliance on agency theory and a focus on shareholder primacy. This only provides limited insights on how internal CG mechanisms impact on inequality. However, in recent work, the issue of perverse incentives posed by CEO reward systems and their impact on organizational sustainability and wage dispersion are receiving increasing attention. Theoretical/Academic Implications: Some studies do attempt to widen the lens, and we suggest a greater focus on theorizing codetermination and alternate forms of ownership, non-monetary incentives, the power of the Big Tech companies, and those strands of comparative institutional analyses that explore the determinants of internal CG structures. Practitioner/Policy Implications: The study reasserts the importance of the firm as a central analytical paradigm in understanding income and wealth inequality and that, in seeking to ameliorate the latter's negative consequences, more attention needs to be accorded to the governance and regulation of firms.

This collection of papers was gathered together to celebrate the lifetime scholarly achievements of Mike Wright, Fellow of the British Academy of Management (BAM). Mike was a founder and doyen of the rapidly growing area of entrepreneurial finance, a multidisciplinary area that brings together insights from entrepreneurship, corporate finance, human resource management and strategic management. As such, it is an area of relevance and interest to many in the BAM community. What the field seeks to do is identify and better understand new categories of investors who seek to play a more hands-on role in the management of companies and what they do; the former would include private equity (PE), venture capital (VC) and crowdfunding. The British Journal of Management (BJM) was delighted that so many of the papers submitted involved scholars who were either former collaborators of Mike, or very closely influenced by his work; this represents a lasting testimony to his contribution to the field.

Drawing upon anxiety/uncertainty management (AUM) theory and organization support theory (OST), we developed and tested a model on how globally mobile talent – in this instance, self-initiated expatriates (SIEs) - stay and perform well in the organization. We collected data from 276 superior-subordinate dyads, which were analyzed using structural equation modeling (SEM). Our results suggest that role clarity mediates the influence of perceived organizational support and work adjustment. Furthermore, we found that work adjustment mediates the influence of role clarity on task performance and organizational citizenship behavior. We draw out the implications for advancing theory and practice in expatriate management.

New institutionalism increasingly informs work on comparative human resource management (HRM), downplaying power and how competing logics play out, and potentially providing an incomplete explanation of how and why ‘HRM’ and associated practices vary in different national contexts. We examine HRM in Pakistan’s banking industry and assess how managers’ espoused views of HRM practices reflect prevailing ones in dominant HRM models, and how they differ from early-career professionals’ perceptions of these practices. The cultural script of ‘seth’ (a neo-feudalist construction of authority) influences managers’ implementation of HRM policies and competes with the espoused HRM logic. We argue that managers will pursue a ‘seth’ logic when managing employees, as it reproduces existing power differentials within companies. By doing so, they render HRM unrecognizable from dominant models. Indeed, by using the term ‘HRM’, much of the existing, new institutionalism-influenced literature rationalizes a particular view of organizations and management that is inappropriate and analytically misleading in emerging economies.

International business and management (IB/IM) scholars are increasingly calling for more research attention to subject matter that incorporates global-scale issues (Buckley, Doh,Benischke, 2017). These calls have frequently focused on societal "grand challenges" that transcend discrete geographical locations and well-defined (typically short) time periods. The present long-term energy transition (LTE), characterized by a shift away from hydrocarbons and towards renewables, represents an important example of a multi-level, multi-actor global challenge that unfolds at the interface of business and society, and requires employing multiple conceptual lenses to process and understand. Researchers addressing such multi-faceted complex problems face a range of challenges related to theorizing, framing, modeling, and ultimately conducting empirical studies. Based on our collective work as IB scholars and journal editors, in this Perspective article we identify some of the challenges long-term energy transitions pose, reflect on how those challenges can be conceptualized, offer potential responses, and propose a future research agenda.Les chercheurs en affaires et management internationaux (AI/MI) lancent des appels de plus en plus pressants en faveur des objets de recherche qui englobent des enjeux à l'échelle mondiale (Buckley, DohBenischke, 2017). Ces appels se focalisent souvent sur les « grands défis » sociétaux qui transcendent des emplacements géographiques distincts et des périodes bien définies (généralement courtes). L’actuelle transition énergétique à long terme, caractérisée par un passage des hydrocarbures vers les énergies renouvelables, représente un exemple important de défi mondial multi-niveaux et multi-acteurs, déployé à l'interface entre les affaires et la société. Pour le traiter et comprendre, il est nécessaire de mobiliser de multiples perspectives conceptuelles. Les chercheurs qui s'attaquent à de tels problèmes complexes aux multiples facettes sont confrontés à une série d’obstacles liés à la théorisation, au cadrage, à la modélisation et, in fine, à la conduite des études empiriques. Sur la base de notre travail collectif en tant que rédacteurs en chef de revues et chercheurs en AI, nous identifions, dans cet article Perspective, certains des défis posés par les transitions énergétiques à long terme, réfléchissons à la manière dont ces défis peuvent être conceptualisés, offrons des réponses potentielles et proposons un programme de recherche futur.Los académicos de negocios internacionales y de gerencia internacional (IB/IM por sus siglas en inglés) están pidiendo cada vez más atención de la investigación a asuntos que incorporaran cuestiones a escala mundial (Buckley, Doh,Benischke, 2017). Estos llamados se han centrado frecuentemente en los “grandes desafíos” sociales que transcienden ubicaciones geográficas específicas y periodos de tiempo bien definidos (habitualmente cortos). La actual transición energética está caracterizada por dar un giro de los hidrocarbonos y hacia los renovables, representa un ejemplo importante de un desafío global multinivel y multi-actor que se despliega en la interfaz entre los negocios y la sociedad, y requiere el uso de múltiples lentes conceptuales para procesar y entender. Los investigadores que abordan estos problemas complejos multifáceticos se enfrentan a una serie de retos relacionados con la teorización, la formulación, el modelado y, en última instancia con llevar a cabo los estudios empíricos. Con base en nuestro trabajo colectivo como académicos y editores de revistas de negocios internacionales, en este artículo de Perspectiva identificamos algunos de los desafíos que representan las transiciones energéticas a largo plazo, reflexionamos sobre cómo estos desafíos pueden ser conceptualizados, ofrecemos respuestas potenciales, y proponemos una agenda de investigación futura.Acadêmicos de negócios e gestão internacional (IB/IM) estão cada vez mais pedindo mais atenção para pesquisa para assuntos que incorporam questões de escala global (Buckley, Doh,Benischke, 2017). Esses pedidos frequentemente se concentravam em “grandes desafios” sociais que transcendem distintas localizações geográficas e períodos de tempo bem definidos (normalmente curtos). A atual transição energética de longo prazo, caracterizada por um afastamento de hidrocarbonetos em aproximação de energias renováveis, representa um exemplo importante de um desafio global multinível e multiator que se desdobra na interface entre negócios e sociedade, e requer o emprego de múltiplas lentes conceituais para processar e entender. Pesquisadores que abordam esses problemas complexos multifacetados enfrentam uma série de desafios relacionados à teorização, enquadramento, modelagem e, por fim, a realização de estudos empíricos. Com base em nosso trabalho coletivo como acadêmicos de IB e editores de periódicos, neste artigo de perspectiva identificamos alguns dos desafios que transições de energia de longo prazo impõem, refletimos sobre como esses desafios podem ser conceituados, oferecemos potenciais respostas e propomos uma agenda de pesquisa futura.国际商务与管理 (IB/IM) 学者日益呼吁对结合了全球规模问题的主题给予更多研究关注 (Buckley, Doh,Benischke,2017) 。这些呼吁通常聚焦于超越离散地理位置和明确定义 (通常较短) 时间段的社会“巨大挑战”。当前的长期能源转型 (其特征是从碳氢化合物转向可再生能源) 代表了一个多层次、多参与者、全球性挑战的重要例子, 这种挑战在企业与社会的界面上不断展开, 需要运用多概念视角来处理和理解。研究此类多方面复杂问题的研究人员面临着与理论化、框架化、建模以及最终进行实证研究相关的一系列挑战。基于我们作为IB学者和期刊编辑的集体的工作, 在此观点 (Perspective) 文章中, 我们确定了长期能源转型带来的一些挑战, 反思了如何将这些挑战概念化, 提供了潜在的对策, 并提出了未来的研究议程。.

This article sketches the theory of debt finance and cites historical evidence on the sustainability of debt. If it is accepted that the future should under the current circumstances of COVID‐19 help to alleviate the problems of the present, then debt finance is in principle appropriate. It need not lead to an explosive rise in the debt‐to‐GNP ratio. British history shows that the theory can work in practice. A satisfactory outcome, however, depends on government being reliable, honest, and competent. Trust is easily lost and hard to restore.

Over the past two decades, a growing body of research on human resource management (HRM) has analyzed the relationship between international HRM and institutions. This work has primarily been informed by two leading streams of theory—organizational institutionalism and comparative institutionalism. However, these two dominant streams have seen much juxtaposition, but little logical integration. Moreover, scholars have paid little attention to the dynamics of contextualization (more specifically, institutional development and evolution), which limits the relevance of extant research. In this article, we review the extant literatures and their intellectual origins and develop an integrative research agenda that emphasizes the multilevel nature of HRM and evolution under external institutional change.

In introducing this special section of New Political Economy, this paper explores the key themes that emerge from the three papers included in this special section presents a new generation of CC r...

This review article supplements and extends earlier reviews on the state and practice of HRM and employment in Africa, encompassing earlier landmark empirical studies. Work published from 2014 is r...

We review the relationship between the causes and impact of rising right-wing populism and human resource management practice, drawing on the recent experiences of the United States and the United Kingdom. Specifically, we explore the links between right-wing populism and firms and their HRM practices. Although the links between declining standards of work, employment, and populism may be indirect and spatially uneven, each impacts the other in a manner that reinforces existing trends. We pay particular attention to migration and labour mobility, pay dispersion, and job and occupational security. At the level of the workplace, the populist turn undermines workforce diversity and makes transnational mobility more difficult. At the same time, structural pressures mitigating against a greater commitment to employees and their development and well-being contribute to a general climate of insecurity, which, in turn, reinforces populism.

The discipline of management and organization has been presented as being rife with paradox. Cameron and Quinn (1988) referred to a paradox as a concept embracing contradiction and the clashing of ideas, “contradictory, mutually exclusive elements that are present and operate equally at the same time” (p. 2). For Van de Ven and Poole (1988, p. 22), paradox refers to “the real or apparent contradiction between equally well-based assumptions or conclusions”. More recently, Smith and Lewis (2011, p. 382) deemed paradox as “contradictory yet interrelated elements that exist simultaneously and persist over time”. A burgeoning literature on paradox, plurality, contradiction and dialectics (Cunha et al., 2020; Cunha and Putnam, 2019; Putnam et al., 2016; Schad et al., 2016) has mostly treated the theme in accordance to traditions of East and West and even from disciplinary areas as distant as quantum theory (Hahn and Knight, 2019). Yet, we have until now failed to systematically analyze paradox lessons from African organizations.