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Cybercrime continues to cause increasing threat to business processes, eroding stakeholders’ trust in Internet technologies. In this article, we explore how six dominant algorithmic trust positions facilitate cognitive processing, which, in turn, can influence an organization's productivity and align its values and support structures for combating cybercrimes. This conceptual paper uses a cognitive perspective described as a throughput model. This modeling perspective captures several dominant algorithmic trust positions for organizations, providing a new, and powerful approach which seeks to enhance our understanding of the cognitive representation of decision-making processes. These trust positions are rational-based trust, rule-based trust, category-based trust, third-party based trust, role-based trust, and knowledge-based trust. Finally, we provide conclusion and implications for future research.

Little research has been done on female board representation in emerging market multinational enterprises (EMNEs). Our paper considers the role of female board representation and its impact on open innovation (OI) in the unique context of emerging markets. We draw on upper echelons and institutional theories to understand how female board representation and cross-country institutional contexts influence coupled OI. Combining a 10-year (2009–2019) dataset with a rich in-depth content analysis of 183 (EMNEs) engaged in OI, our results reveal a significant positive association between female board representation and a firm's commitment to coupled OI initiatives. We also find that country-level institutional factors affect and positively moderate the relationship between female board representation and coupled OI. In emerging market environments where managerial perception and cultural beliefs sometimes hinder the promotion of females into top positions, our work has implications for EMNEs regarding how they harness diversity. We contribute to the OI literature by showing that female board representation enhances corporate OI investment within EMNEs. Validerad;2023;Nivå 2;2023-04-18 (hanlid)

This paper seeks to contribute to IFRS literature by examining the effects of adopting international financial reporting standards (IFRS) on stock market performance around the world from the perspective of the diffusion of innovation theory. Using combinations of unique panel data sets from 110 countries around the world spanning 1995-2014, and robust empirical analysis, our study revealed several interesting findings including the following; First, we find a positive association between the late mandatory IFRS adoption and EU stock market integration. Second, our findings indicate a significant negative association between the early IFRS adoption and the following financial indicators: stock market trading volumes, stock market capitalization, stock market turnover, and return. Third, our study revealed an insignificant association between early IFRS adoption and stock price volatility alongside stock market development. Our findings are robust and have important practical and policy implications for regulators and policymakers of multinational corporations.

Drawing from signaling theory and the multinational global value chain (GVC) literature, this study examines a critical question “does the adoption of eco-friendly technology improve firm value?”. In addressing this question, we test a panel dataset for 633 technology multinational enterprises (TMNEs) operating in 15 emerging economies and covering 10 years from 2009 to 2019. This paper provides new insight into the increasing CO2 emission concerns, especially from the emerging economies and household consumption perspectives. Our study reveals that the adoption of eco-friendly technology by TMNE's GVC operations will increase firm value and increase total environmental spending. Consequently, CO2 footprints in emerging countries will be reduced. Our findings are robust, controlling for several firm-level and country-level variables in our analysis. The practical, managerial, and policy implications of our study are discussed.

With the surge in economic growth in the global-north vis-a-vis social and economic inequalities in the global-south (north-south dichotomy), there is an increasing requirement for critical research and an examination of the policy implications with respect to human rights in emerging economies. This paper draws on the concept of convergence and institutional theories to enhance our understanding of how multinational corporations (MNCs) fulfil their profit maximisation agendas using capitalist principles; and the extent to which these ideologies produce human rights violations in emerging economies. Using multiple data sources from the Human Rights Watch, our study provides a comprehensive list of various human rights violations perpetrated by MNCs from 2002 to 2017. We verified 273 violations by 160 MNCs mostly from developed countries. More than 90% of our sample firms have CSR/sustainability committees, are signatories to the UN Global Compact and have reported compliance with the International Labour Organisation (ILO). This raises questions about the effectiveness of these programmes for CSR compliance. We contribute to the CSR/sustainability literature by providing new insights into the nature and location of human rights violations committed by MNCs.

This chapter investigates the barriers and driving forces of supply chain collaboration in Nigeria as prior research has not adequately explored this issue in developing countries. Using an in-depth qualitative interviews conducted with purchasing and supply chain managers in the food and beverage manufacturing industry in Nigeria, our results reveal the fragmented nature of supply chain management systems. Our findings also show how supply chain collaborations struggle to flourish in a highly unpredictable market. Thus, this chapter offers insights into the different factors that act as barriers to effective collaboration between supply chain partners. We also show how IT infrastructure and digital technologies could be used as a springboard to promote collaboration in the African context. The barriers and drivers are segmented into three distinct levels such as external, internal and supply chain level. The theoretical and practical implications of this research are highlighted.

Blockchain is one the most remarkable technological innovations of the 21st century. The most notable application of blockchain is in the development and operation of cryptocurrencies (e.g. bitcoin, ethereum, among others). Besides the financial services industry, blockchain is also considered in other sectors such as international trade, taxation, supply chain management, business operations and governance. However, blockchain has not been examined comprehensively in all areas of relevant literature. This article conducts a survey of the literature to gain an understanding of the opportunities and issues presented by blockchain in various business functions. The article begins by providing a discussion regarding how the blockchain technology operates. The paper takes a broad focus in its analysis of the prospects of blockchain for various business functions, including banking and the capital markets, corporate governance, international trade, and taxation. The paper demonstrates how organisations and regulators can leverage blockchain to upscale business operations, enhance efficiency and reduce operational costs. The key drawbacks of blockchain that stakeholders need to bear in mind before adopting the technology are also highlighted. The article also reflects on how organisations can tap into blockchain to reap the full potential of the fourth industrial revolution.

PurposeThis research explores the significant contribution of human resource development (HRD) managers in building organisational brands in the hotel industry through the lenses of dynamic capabilities for sustaining competitiveness.Design/methodology/approachUsing a qualitative case study design, this study deployed a semi-structured interview research method. It used a purposive sample of 20 HRD managers across twenty different hotels in India and South East Asia (ISEA) to explore their contribution to organisational brands. The data was analysed using thematic analysis.FindingsThe findings show the significance of HRD in building organisational brands. From a dynamic capabilities perspective, it was found that HRD has an impact on fostering brand awareness culture; HRD functional branding enhances the creation and sustaining of quality service culture; functional branding of HRD helps differentiate the brand and quality service, for product development and innovation by linking talent development and growth of key competencies and capabilities; brand training and behavioural training directly influence the right behaviour knowledge and effective communication that is translated into the enhancement of guest experience; and finally, organisational branding through branding culture and employer branding creates organisational wealth.Originality/valueThe authors propose a new conceptual framework for the branding of the Heroes to reclaim the HRD's splendour in the realm of other functions in the hotel industry in ISEA contexts. While the authors do not claim an external generalisability, we believe that an analytical application of this framework could be relevant in similar environments. The study also claims that HRD practitioners could use parallel literature repertoires from brand management discourse to value their strategic contributions in building and maintaining their reputational position at the board level. Practical implications and further research are discussed.

Purpose The purpose of this paper is to explore ways in which learning and development (L&D) professionals use reflective practice to promote the function of L&D and their own professional growth. The claim that L&D practitioners need to develop their reflective ability to make sense of their own practice is well-argued in the literature, but few studies focus on an in-depth individual self-reflection and its impact on professional growth. Design/methodology/approach An autoethnography and reflective practice design was deployed. The data was collected by sending a semi-structured, pre-set question as a ‘reflective conversation’ to an L&D manager and a 10-hour tape recording of personal reflection over three months.[AQ1] Data was sanitised, transcribed and edited, and a narrative data analysis method was used to analyse the data developed into reflective narratives. Findings The authors find that reflective practice emerges through gradual reflective patterns that define the circumstances surrounding the reflection, the content, exploration and interpretation and confirming the fulfilling of the reflection. Originality/value This paper offers the journey of an L&D manager working in the hotel industry in India. Through a set of reflective practices, including introspection and reflexivity, the manager considers the changes she has experienced. The paper contributes to the literature on reflective practice based on promoting the L&D function as an essential part of the horizontal integration of human resource management in organisations. Theoretical and practical implications are discussed.

Convicted for paying bribes to secure contracts abroad, Mabey and Johnson (M&J), a UK construction firm,\ud made both legal and international business history. Drawing on hubris as a lens, we examine M&J’s bribery\ud scandal in Ghana and Jamaica. Through a qualitative study of court documents, witness statements, newspaper\ud articles, and internal company emails, we unpack the bribery scheme operated by M&J executives that enabled\ud the firm to illegitimately win major government contracts in Ghana and Jamaica. Fuelled by executive hubris,\ud we found M&J’s practice of bribing foreign officials to secure contracts effectively insulated M&J executives\ud from day-to-day realities. Overtime, the firm’s executives viewed themselves as infallible, exempt from\ud established mores, invincible, and unremorseful for their actions. Building on these findings; we develop a\ud hubris-bribery heuristic framework showing how individual, organizational, and institutional context\ud constitutively fuelled executive hubris to drive bribery at M&J. The implication for theory and practice are\ud examined.

Despite the extensive literature on the human resource management (HRM) systems and practices of multinational companies (MNCs) from developed countries, there are serious gaps in our understanding of emerging countries multinationals HRM practices and systems at both home and host countries. This study empirically examines the similarities and differences of South African (SA) MNCs' HRM systems and practices at both the headquarters in SA and at the subsidiaries operating in Ghana. The study reveals that with the exception of compensation and industrial relation practices which are localised, EMNCs HR systems and practices are mainly transferred to subsidiaries with minimal adaptation to contextual realities. Further research and practical implications are discussed.

Motivated by recent inconclusive debates on the natural resource ‘curse’ phenomenon, this paper reviews studies that have explored the causes and implications of natural resource endowments ‘curse’ within oil-rich developing countries (ODCs). Most of these studies find corruption, transparency, accountability, weak institutions and poor governance as causes of developing countries’ natural resource ‘curse’. However, recent studies identify a strong association between oil and gas multinational corporations (MNCs) as agents of globalisation and the resource-curse. First, we consider the international dimensions of this relationship and how MNCs have an influence on the resources of ODCs. Second, we link the impact of MNCs and their natural resource nexus to broaden debates on strategic organisational practices. We show that globalisation creates the platform for the natural resource ‘curse’ phenomenon. Our findings offer new insights into the natural resource ‘curse’ debates. We expand knowledge on the traditional focus of the resource-curse literature to include globalisation and how ethical practices of MNCs could avert the ‘curse’ or allow ODCs to experience the advantages of their natural resource wealth.

This paper contributes to burgeoning research concerning the relationship between boardroom gender diversity and corporate innovation. The paper deploys a multi-theoretical framework comprising insights from the upper echelons, resource-dependency, and institutional theories, and the Hofstede's cultural dimensions framework. We test a panel dataset for 472 multinationals in 21 emerging economies, covering nine years (2009-2018). Our findings reveal that gender diversity is positively associated with corporate innovation. We also find that local factors such as national norms, cultural values, and country-level institutional quality influence boardroom gender diversity, level of investment in research and development (R&D), and corporate innovation. The paper concludes by providing policy and managerial recommendations on how to promote firm R&D within emerging markets contexts.

This conceptual paper provides a decision-making framework that enhances our understanding of how Do-It-Yourself (DIY) laboratory entrepreneurs execute ethical standards by dismissing fraud. Although our theory assumes that most DIY entrepreneurs are by nature ‘ethical’, we discuss how the unique nature of DIY laboratory entrepreneurship provides risks for fraud. Drawing on three ethical theoretical lenses, utilitarianism, deontology and egoism, our paper proposes different potential causes of fraud and motivates further analysis about why DIY laboratory entrepreneurship is an important context for the study of fraud. We contribute to theory and government policy by providing a conceptual framework that explains how entrepreneurial choices lead to three main types of fraud based on the dominant decision pathways. Further research and practical implications are discussed.

Empirical research shows that developing countries that are rich in natural resources tend to suffer slow economic growth and development due to various factors such as quality of institutions, governance, among others. The phenomenon of slow growth is widely known as the ‘natural resource-curse’ within the energy sector literature, and past research suggests that the membership of international non-governmental organisations and transparency are key factors in supporting economic development. However, limited research has been conducted to explore the key factors and their impact on the ‘natural resource-curse’. This study utilizes 222 cases from 18 of Ghana’s key stakeholders and finds that the membership of country’s Extractive Industries Transparency Initiative (EITI) and petroleum revenue management policies are insufficient to avert its ‘resource-curse’ unless they are complemented with country-level institutional factors such as the quality of institutions, quality of governance, government effectiveness, accountability, corruption control mechanisms, natural resource sustainability and effective accounting practices. Consequently, the study contributes to the deeper understanding of complex macro-level factors interlinked with the ‘natural resource-curse’. We also discuss the theoretical and practical implications of these findings, along with suggestions for future research.

Scores of studies highlight the significance of human resource development in Africa. However, this study is one of the first that combines human capital development and innovation and its impact on international competitiveness in sub-Saharan Africa (SSA). Thus, many questions about economic and business competitiveness in SSA have remained unanswered. This chapter, therefore, provides insights into how multinational corporations operating in SSA can acquire and develop their human capital to innovate and enhance their international competitiveness and that of the region. The study reveals that Africa’s long-term growth prospect hinges on developing their human capital. The sustainability of SSA’s competitiveness in the world requires that education and on-the-job training centre on the skills most needed in today’s global marketplace. Research and practical implications are discussed.

The main aim of this article is to examine the factors that influence the inflow of financial foreign direct\ud investment (FDI) into SSA and to understand foreign investors’ perceptions of the role of institutional\ud factors in facilitating financial FDI inflows and the extent to which the post reform business environment\ud has been successful in attracting financial FDI inflows into SSA. An in-depth qualitative study\ud was adopted for the research. \ud \ud Using two financial multinational corporations as case studies, the environmental factors that influenced their decision to choose Ghana as an investment destination are\ud examined, as well as the institutional and regulatory factors that affect their current operations and\ud future investment decisions.