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This study aimed to understand the psychological process behind employees’ knowledge hiding (KH) behaviors in organizations. KH is an intentional act of concealing knowledge when it is requested by a colleague and can lead to counterproductive consequences for the organization. Therefore, this study synthesized previous studies (n = 88) on KH through a systematic literature review. We used the cognitive–motivational–relational (CMR) theory of emotion to create a framework for the studies’ findings. Based on the framework, the psychological process behind KH has two stages—personal goal generation and the knowledge-request event appraisal process, each of which contains its own CMR process. In the first stage, an individual’s internal and external attributes related to the organization shape their personal goals. In the second stage, an individual appraises the features of a knowledge-request event in terms of both their personal goal and the internal and external attributes that created the goal. If the knowledge request is appraised as harmful for the personal goal, emotion arises and leads to the manifestation of KH. This study contributes to the knowledge management literature as, to our knowledge, it is the first to propose a CMR theory-based framework to understand the overall psychological process behind KH.
Roksana Rezwan; Yoshi Takahashi. The Psychology behind Knowledge Hiding in an Organization. Administrative Sciences 2021, 11, 57 .
AMA StyleRoksana Rezwan, Yoshi Takahashi. The Psychology behind Knowledge Hiding in an Organization. Administrative Sciences. 2021; 11 (2):57.
Chicago/Turabian StyleRoksana Rezwan; Yoshi Takahashi. 2021. "The Psychology behind Knowledge Hiding in an Organization." Administrative Sciences 11, no. 2: 57.
This study aims to investigate how ethical leadership can influence work engagement and workaholism through the potential moderating effect of self-efficacy. There have been debates on the similarities, their negative correlation, and differences between these two work outcomes. To show one new aspect of evidence regarding the debate, we chose ethical leadership as the common antecedent of the outcomes and analyzed the relationships while considering a boundary condition, self-efficacy. For this purpose, using an online questionnaire, we collected primary data from 80 graduate students from a university in Indonesia. An experimental research design was applied, and we used t-test and hierarchical regression analysis to confirm the relationship mentioned above. Results indicate that ethical leadership has a positive effect on work engagement, while it has an insignificant effect on workaholism. Moreover, self-efficacy did not moderate the relationships between ethical leadership and work engagement, or ethical leadership and workaholism. One novelty of the present study is the finding of different consequences of the two “similar” work outcomes from ethical leadership. Implications, limitations, and direction for future research are also discussed.
Widdy Wibawa; Yoshi Takahashi. The Effect of Ethical Leadership on Work Engagement and Workaholism: Examining Self-Efficacy as a Moderator. Administrative Sciences 2021, 11, 50 .
AMA StyleWiddy Wibawa, Yoshi Takahashi. The Effect of Ethical Leadership on Work Engagement and Workaholism: Examining Self-Efficacy as a Moderator. Administrative Sciences. 2021; 11 (2):50.
Chicago/Turabian StyleWiddy Wibawa; Yoshi Takahashi. 2021. "The Effect of Ethical Leadership on Work Engagement and Workaholism: Examining Self-Efficacy as a Moderator." Administrative Sciences 11, no. 2: 50.
Purpose This study sought to examine the detailed mechanism of employee perceptions of commitment-based human resource practices (CBHRPs) to employee knowledge-sharing behavior (i.e. knowledge collection and knowledge contribution) by unveiling the “black box” of trust in the workplace. Design/methodology/approach Based on data from 383 employees in China's Top Innovators in 2016, path analysis was used to test six hypotheses. Findings Employee perceptions of CBHRPs, namely, selection, incentives and training and development, were positively related to employees' trust in coworkers, supervisors and the organization, which in turn was positively related to employees' knowledge collection and contribution behavior. Trust in the workplace fully mediated the relationship between employee perceptions of CBHRPs and employee knowledge sharing. Among CBHRPs, training and development practices had the strongest effects on employees' knowledge-sharing behavior. Among trust, trust in coworkers was found to be the closest related to knowledge-sharing behavior. Knowledge contribution was more related to CBHRPs through trust than knowledge collection was. Practical implications Organizations can employ CBHRPs to enhance trust in the workplace and encourage employees to contribute toward and collect knowledge. Organizations need to pay more attention to employees' long-term investment, such as employee training and development. Organizations can perform human resource practices consistently and ensure that all employees are aware of practices in use to enhance employees' understanding of these practices. Originality/value This study provides a detailed understanding of the relationship between human resource management and knowledge sharing. It also presents new empirical evidence in the research fields of human resource management and knowledge management, with implications for the development of employees' knowledge-sharing behavior.
Huajiang Yu; Yoshi Takahashi. Knowledge-sharing mechanisms: human resource practices and trust. Journal of Organizational Effectiveness: People and Performance 2021, 8, 173 -189.
AMA StyleHuajiang Yu, Yoshi Takahashi. Knowledge-sharing mechanisms: human resource practices and trust. Journal of Organizational Effectiveness: People and Performance. 2021; 8 (2):173-189.
Chicago/Turabian StyleHuajiang Yu; Yoshi Takahashi. 2021. "Knowledge-sharing mechanisms: human resource practices and trust." Journal of Organizational Effectiveness: People and Performance 8, no. 2: 173-189.
This study aims to investigate the applicability of the job demands and resources (JD-R) model. While prior studies tend to focus on older employees, we investigate the potentially effective job resources and demands specifically for the highly educated young individuals that are the future of any organization. We collected primary cross-sectional data from 155 respondents in Indonesia with master’s or doctoral degrees, under 40 years of age, currently working in public and private sectors. Participants completed an online questionnaire by following a link distributed by email. PLS-SEM was used to analyze data regarding the relationships between job resources (perceived organizational support (POS) and employee voice), job demands (emotional demands), and work engagement. Our results indicated the relationships for POS positively and emotional demands negatively with work engagement, while employee voice was not significantly correlated with work engagement. Emotional demands are considered to be perceived as stress rather than opportunity. Furthermore, emotional demands did not moderate the correlation of POS and employee voice with work engagement. A multi-group analysis found no significant differences between employees in the private and public sectors. The results showed the JD-R model was partially applicable. This study is one of few seeking to apply the JD-R model to highly educated young employees in the private and public sectors. The specific results of this study will provide insight for the organizations employing such individuals.
Widdy Muhammad Sabar Wibawa; Yoshi Takahashi; Corina D. Riantoputra. Investigating Work Engagement of Highly Educated Young Employees through Applying the Job Demands-Resources Model. International Journal of Organizational Leadership 2021, 10, 89 -102.
AMA StyleWiddy Muhammad Sabar Wibawa, Yoshi Takahashi, Corina D. Riantoputra. Investigating Work Engagement of Highly Educated Young Employees through Applying the Job Demands-Resources Model. International Journal of Organizational Leadership. 2021; 10 (1):89-102.
Chicago/Turabian StyleWiddy Muhammad Sabar Wibawa; Yoshi Takahashi; Corina D. Riantoputra. 2021. "Investigating Work Engagement of Highly Educated Young Employees through Applying the Job Demands-Resources Model." International Journal of Organizational Leadership 10, no. 1: 89-102.
Purpose In this study, the authors examine how employees' retention intentions are related to their proactive personalities through the theoretical lens of the model of motivational force of turnover and the model of proactive motivation. More specifically, the authors also verify the partial mediation of work engagement on the main relationship and moderation of high-performance human resource practices (HPHRPs) in the process, which has rarely been explored previously. Design/methodology/approach The hypothesized model was tested using partial least squares structural equational modeling on a sample of 221 employees of a bank in Bangladesh. Findings The results showed that having a proactive personality is positively related to retention intentions due to enhanced work engagement. However, the effect of the interaction between having a proactive personality and HPHRPs was found to be not significant on work engagement and retention intention. Originality/value This study contributes to the literature by exploring the reason behind mixed results found in the relationship between having a proactive personality and retention intentions through work engagement as a mediator and HPHRPs as a contextual boundary condition in a single model.
Roksana Binte Rezwan; Yoshi Takahashi. Retention intention: does having a proactive personality matter? Personnel Review 2021, ahead-of-p, 1 .
AMA StyleRoksana Binte Rezwan, Yoshi Takahashi. Retention intention: does having a proactive personality matter? Personnel Review. 2021; ahead-of-p (ahead-of-p):1.
Chicago/Turabian StyleRoksana Binte Rezwan; Yoshi Takahashi. 2021. "Retention intention: does having a proactive personality matter?" Personnel Review ahead-of-p, no. ahead-of-p: 1.
This study constructed a model to explore how emotional intelligence (EI) predicts organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) via the mediators of job satisfaction (JS) and work engagement (WE). Furthermore, this study examined whether organizational justice (OJ) and person-organization fit (P-O fit) moderate the effect of EI on OCB and CWB. The model was tested using data from 540 knowledge employees in mainland China. This study found that JS and WE positively and partially mediated the association between EI and OCB, as well as negatively and partially mediated the association between EI and CWB. Moreover, OJ and P-O fit moderated the effect of EI positively on OCB and negatively on CWB. This study revealed the mechanism from EI to OCB and CWB through multiple mediators, identified two variables that may adjust EI-OCB and EI-CWB relationships, and proposed that organizations could promote OCB and diminish CWB of knowledge employees by employing certain human resource practices.
Huajiang Yu; Yoshi Takahashi. Emotional Intelligence and Extra-Role Behavior of Knowledge Employees: Mediating and Moderating Effects. Organizations and Markets in Emerging Economies 2020, 11, 388 -406.
AMA StyleHuajiang Yu, Yoshi Takahashi. Emotional Intelligence and Extra-Role Behavior of Knowledge Employees: Mediating and Moderating Effects. Organizations and Markets in Emerging Economies. 2020; 11 (22):388-406.
Chicago/Turabian StyleHuajiang Yu; Yoshi Takahashi. 2020. "Emotional Intelligence and Extra-Role Behavior of Knowledge Employees: Mediating and Moderating Effects." Organizations and Markets in Emerging Economies 11, no. 22: 388-406.
This study examines a possible dark side of emotional intelligence (EI). Specifically, a meta-analytic investigation of 5,687 participants was conducted to examine the relationship between EI and emotional manipulation. The findings revealed that self-reported ability-based EI was positively correlated to non-prosocial emotional manipulation (as measured by the Emotional Manipulation Scale), with a 0.10 effect size. Whereas, a negative relationship emerged between self-reported trait EI and non-prosocial emotional manipulation (as measured by the Worsen factor of the Managing Emotions of Others Scale [MEOS]), with a −0.16 effect size. Moreover, self-reported trait-based EI was positively correlated with prosocial emotional manipulation (as measured by the Enhance and Divert factors of the MEOS), with effect sizes of 0.40 and 0.34, respectively. Furthermore, gender had a moderating effect on the relationship between self-reported ability-based EI and non-prosocial emotional manipulation; this relationship was stronger among males than females. We discuss the implications of these findings across academic and practice settings.
Nguyen Nhu Ngoc; Nham Phong Tuan; Yoshi Takahashi. A Meta-Analytic Investigation of the Relationship Between Emotional Intelligence and Emotional Manipulation. SAGE Open 2020, 10, 1 .
AMA StyleNguyen Nhu Ngoc, Nham Phong Tuan, Yoshi Takahashi. A Meta-Analytic Investigation of the Relationship Between Emotional Intelligence and Emotional Manipulation. SAGE Open. 2020; 10 (4):1.
Chicago/Turabian StyleNguyen Nhu Ngoc; Nham Phong Tuan; Yoshi Takahashi. 2020. "A Meta-Analytic Investigation of the Relationship Between Emotional Intelligence and Emotional Manipulation." SAGE Open 10, no. 4: 1.
Virtual trade show (VTS) marketing has been growing as a major issue of interest from the last decade, attracting the businessperson and researcher. However, this body of research has not been subject to systematic review. Accordingly, the purpose of the study is to highlight past assessment, present trends, and to direct future research agenda within the VTS domain. The approach is taken as a literature review format. For this purpose, multiple databases were searched, and ten VTS articles were extracted. The extracted articles were carefully analyzed from the broader perspective, and only four empirical studies were found in this field. The paper was aggregated into the following themes: (1) preliminary discussion on VTS and comparison with physical trade show based on participation mode; activity stage; subject area; and performance and (2) from the empirical findings, three categories of antecedents are identified, namely, website factors; market-orientation factors; and firms’ motives. Also, direct as well as indirect consequences through mediators and with moderators are identified. All these are presented as an integrated framework. (3) Based on the compendium of the antecedents and consequences of VTS literature, the research focused on the limitations, implications, and extends future research avenue that can be utilized by trade show attending firms for their better performance in the future. The findings suggest that future VTS research can exploit from the application of concepts and theories used in the physical trade show literature and offered by other disciplines that traditionally have not been examined in VTS. Future researchers could also focus on the development of a technological aspect of VTS systems to overcome the limitation of unavailability of modern technology, low-quality website design, lack of timeliness and accuracy of information content, inability to measure effectiveness, virtual rudeness, lack of after service initiative, and lack of synergies between human and electronic elements. Managers of VTS firm can identify the important technologies related to VTS on different stages (preshow, at-show, and post–post) and can imply a convenient way to establish human interaction along with technological issues.
Mohammad Osman Gani; Yoshi Takahashi; Anisur R. Faroque. Virtual Trade Show (VTS): A Systematic Literature Review: An Abstract. Marketing Challenges in a Turbulent Business Environment 2020, 317 -318.
AMA StyleMohammad Osman Gani, Yoshi Takahashi, Anisur R. Faroque. Virtual Trade Show (VTS): A Systematic Literature Review: An Abstract. Marketing Challenges in a Turbulent Business Environment. 2020; ():317-318.
Chicago/Turabian StyleMohammad Osman Gani; Yoshi Takahashi; Anisur R. Faroque. 2020. "Virtual Trade Show (VTS): A Systematic Literature Review: An Abstract." Marketing Challenges in a Turbulent Business Environment , no. : 317-318.
How to enhance the transfer of training remains an important question, and to some extent, post-training interventions can provide an answer. The purpose of this study was to validate inconclusive findings on the effectiveness of two post-training transfer interventions. This study used Solomon four-group design to filter out the effects of pretest sensitization and history, which are threats to the internal and external validity but have rarely been checked in previous transfer studies. Management study undergraduate students were randomly divided into two groups: pretested and unpretested groups. After a time management workshop, the students were randomly subdivided into three additional groups based on the following conditions: full relapse prevention (RP); proximal plus distal goal setting (GS); and the control group. Although results from both intervention groups were not significantly different from those of the control group, a significant difference was found between full RP and proximal plus distal GS in terms of self-reported time-management behavioral change. It is difficult to conclude whether post-training interventions enhance the transfer of training. Further ideas for improving research designs were explored, such as increasing the time intervals between training and interventions so that trainees have opportunities to attempt transfers before the interventions.
Nu Nu Mai; Yoshi Takahashi; Mon Mon Oo. Testing the Effectiveness of Transfer Interventions Using Solomon Four-Group Designs. Education Sciences 2020, 10, 92 .
AMA StyleNu Nu Mai, Yoshi Takahashi, Mon Mon Oo. Testing the Effectiveness of Transfer Interventions Using Solomon Four-Group Designs. Education Sciences. 2020; 10 (4):92.
Chicago/Turabian StyleNu Nu Mai; Yoshi Takahashi; Mon Mon Oo. 2020. "Testing the Effectiveness of Transfer Interventions Using Solomon Four-Group Designs." Education Sciences 10, no. 4: 92.
Purpose: The present study aims to investigate the relationship between internal corporate social responsibility (CSR), a type of CSR particularly for employees within organizations, and two types of innovation, that is, exploratory and exploitative innovation. The focus is on the mediating effects of affective commitment, knowledge sharing, and organizational creativity within the relationship.Design/methodology/approach: This study’s data were collected in Vietnam via questionnaire survey. Regarding survey administration, first, we chose the five biggest universities, which specialize in economics and business in Hanoi. Then, from those universities, we randomly selected graduate classes whose students are full-time employees in various companies around Hanoi. The questionnaire included multi-items designed to measure factors. Each item was measured by 5 point Likert scale: 1 (strongly disagree) to 5 (strongly agree). Among 750 distributed questionnaires, 252 were returned. After screening and deleting those questionnaires with missing information or those from large companies, 212 remained for further investigation, representing 28.3% of the valid response rate. There are 130 manufacturing companies and 82 non-manufacturing companies in this sample. For the statistical analysis of the data, we follow the three-step procedure of exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and structural equation modeling.Findings: This study successfully tests the empirical relationship between internal CSR and innovation by introducing the mediating effects of knowledge sharing, affective commitment, and organizational creativity. In other words, the results support our hypotheses that predict positive mediating effects, except for the relationship between training and development as one aspect of internal CSR and affective commitment, although training and development have an indirect relationship with innovation through knowledge sharing and, in turn, organizational creativity.Originality/value: The study contributes to the literature on internal CSR, especially because it provides the new empirical evidence for the relationship between internal CSR and innovation, which has been vague in academic research up to now. In particular, by incorporating knowledge sharing, affective commitment, and organizational creativity, the relationship becomes clearer, more reliable, and comprehensive. We emphasize that the factors concerned are relevant to the case of small and medium-sized enterprises in developing countries, because they often face difficulties implementing external CSR due to resource constraints.
Nhu Ngoc Nguyen; Phong Tuan Nham; Yoshi Takahashi. Internal corporate social responsibility and organizational creativity: An empirical study of Vietnamese small and medium-sized enterprises. Intangible Capital 2019, 15, 208 -223.
AMA StyleNhu Ngoc Nguyen, Phong Tuan Nham, Yoshi Takahashi. Internal corporate social responsibility and organizational creativity: An empirical study of Vietnamese small and medium-sized enterprises. Intangible Capital. 2019; 15 (3):208-223.
Chicago/Turabian StyleNhu Ngoc Nguyen; Phong Tuan Nham; Yoshi Takahashi. 2019. "Internal corporate social responsibility and organizational creativity: An empirical study of Vietnamese small and medium-sized enterprises." Intangible Capital 15, no. 3: 208-223.
Based on previous findings, which found that the three facets of ability-based emotional intelligence (EI) have varying effects on job performance, this study investigates the relationship between emotional intelligence, cognitive intelligence (CI), and job performance. The use of a cascade model suggests a progressive pattern, starting from emotion perception, followed by emotional understanding and emotion regulation, with downstream effects on job performance. Considering the advantages and disadvantages of both measurements, we employed the performance-based ability measurement, the Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT) and the self-reporting ability EI measurement, Wong Law Emotional Intelligence Scale (WLEIS). Our findings supported the cascade model, but in the case of WLEIS measures, both self-emotion appraisal and others’ emotion appraisal precede emotion regulation, leading to a positive effect on job performance. Moreover, CI moderated the relationship between EI and job performance, such that a decline in CI rendered the relationship more positive. The MSCEIT and WLEIS showed similar results, thus supporting the cascading model and moderating effects.
Nhu Ngoc Nguyen; Phong Tuan Nham; Yoshi Takahashi. Relationship between Ability-Based Emotional Intelligence, Cognitive Intelligence, and Job Performance. Sustainability 2019, 11, 2299 .
AMA StyleNhu Ngoc Nguyen, Phong Tuan Nham, Yoshi Takahashi. Relationship between Ability-Based Emotional Intelligence, Cognitive Intelligence, and Job Performance. Sustainability. 2019; 11 (8):2299.
Chicago/Turabian StyleNhu Ngoc Nguyen; Phong Tuan Nham; Yoshi Takahashi. 2019. "Relationship between Ability-Based Emotional Intelligence, Cognitive Intelligence, and Job Performance." Sustainability 11, no. 8: 2299.
Anisur R. Faroque; Yoshi Takahashi; Mohammad Osman Gani; Olli Kuivalainen. EXPORT MARKET ORIENTATION (EMO): ASSESSMENT OF RESEARCH TREND, STATUS AND FUTURE AGENDA. Global Fashion Management Conference 2018, 2018, 182 -182.
AMA StyleAnisur R. Faroque, Yoshi Takahashi, Mohammad Osman Gani, Olli Kuivalainen. EXPORT MARKET ORIENTATION (EMO): ASSESSMENT OF RESEARCH TREND, STATUS AND FUTURE AGENDA. Global Fashion Management Conference. 2018; 2018 ():182-182.
Chicago/Turabian StyleAnisur R. Faroque; Yoshi Takahashi; Mohammad Osman Gani; Olli Kuivalainen. 2018. "EXPORT MARKET ORIENTATION (EMO): ASSESSMENT OF RESEARCH TREND, STATUS AND FUTURE AGENDA." Global Fashion Management Conference 2018, no. : 182-182.
Purpose – The purpose of this paper is to investigate the contingent relationship between government marketing assistance for export and the performance of early internationalizing firms in a developing country’s low-tech industry. Design/methodology/approach – The authors employ hierarchical multiple regression based on the data obtained from Bangladesh, a south Asian developing country and a leading exporter of apparel products worldwide. The authors used a sample of 224 early internationalizing apparel firms to test the hypotheses. Findings – Research describes the relationship between export assistance and performance as direct. Recently, some researchers have suggested moderators between them. The authors argue that the relationship between the two is contingent on the level of export commitment. The authors find that neither informational nor experiential marketing assistance is directly related to export performance. The relationship between informational assistance and export performance is significantly, but (unexpectedly) negatively, moderated by export commitment. The effect of experiential assistance is positively, but only marginally, moderated by export commitment. Originality/value – Contrary to researchers’ overarching focus on a direct relationship, the authors investigate the moderation on the relationship between export informational and experiential marketing assistance, and early internationalizing firms’ performance in a developing country’s low-tech industry setting. The authors use export commitment as the moderator; it is one of the most important internal determinants of export performance and extremely relevant in early internationalizing firms. The differential impact of informational and experiential assistance provides additional insights.
Anisur R. Faroque; Yoshi Takahashi. Export marketing assistance and early internationalizing firm performance. Asia Pacific Journal of Marketing and Logistics 2015, 27, 421 -443.
AMA StyleAnisur R. Faroque, Yoshi Takahashi. Export marketing assistance and early internationalizing firm performance. Asia Pacific Journal of Marketing and Logistics. 2015; 27 (3):421-443.
Chicago/Turabian StyleAnisur R. Faroque; Yoshi Takahashi. 2015. "Export marketing assistance and early internationalizing firm performance." Asia Pacific Journal of Marketing and Logistics 27, no. 3: 421-443.
Tassanee Homklin; Yoshi Takahashi; Kriengkrai Techakanont. The influence of social and organizational support on transfer of training: evidence from Thailand. International Journal of Training and Development 2014, 18, 116 -131.
AMA StyleTassanee Homklin, Yoshi Takahashi, Kriengkrai Techakanont. The influence of social and organizational support on transfer of training: evidence from Thailand. International Journal of Training and Development. 2014; 18 (2):116-131.
Chicago/Turabian StyleTassanee Homklin; Yoshi Takahashi; Kriengkrai Techakanont. 2014. "The influence of social and organizational support on transfer of training: evidence from Thailand." International Journal of Training and Development 18, no. 2: 116-131.
Previous research over the past two decades has argued Kirkpatrick’s model ignored the work environment and individual factors influencing training effectiveness. A focus of this study is to investigate four levels of Kirkpatrick’s model with a focus on moderating the influences of individual and work environment characteristic variables, which are learning motivation, self-efficacy, motivation to transfer, and social support. In the present study, we used path analysis to test the hypotheses. The results of this study expand our understanding of the progressive causal relationship of reaction, learning, and behavior to results. In particular, this study confirms the influence of the individual and work environment characteristic on training outcomes and it has implications for enhancing training effectiveness. Although the result of motivation to transfer as a moderating variable has negative effects on the relationship between learning and behavior, social support directly affects behavior change after training and moderates the relationship between learning and behavior. Furthermore, future research on training evaluation should consider the training design variables beyond the training course that may have interfered with the training outcomes.
Tassanee Homklin; Yoshi Takahashi; Kriengkrai Techakanont. Effects of Individual and Work Environment Characteristics on Training Effectiveness: Evidence from Skill Certification System for Automotive Industry in Thailand. International Business Research 2013, 6, p1 .
AMA StyleTassanee Homklin, Yoshi Takahashi, Kriengkrai Techakanont. Effects of Individual and Work Environment Characteristics on Training Effectiveness: Evidence from Skill Certification System for Automotive Industry in Thailand. International Business Research. 2013; 6 (12):p1.
Chicago/Turabian StyleTassanee Homklin; Yoshi Takahashi; Kriengkrai Techakanont. 2013. "Effects of Individual and Work Environment Characteristics on Training Effectiveness: Evidence from Skill Certification System for Automotive Industry in Thailand." International Business Research 6, no. 12: p1.
Export assistance attracted many researchers during the last three decades. Considering the present realities and future possibilities in world trade, governments in many countries have increased their efforts to boost national exports. Researchers have investigated the impact of such assistance on export performance, at the national and/or firm level. Despite increased interest in this area, few attempts have been made to address the outcomes of such promotion at the firm level. The few studies which exist have not been very successful in establishing strong link between the two. In this chapter, we first provide a brief review of the evolution of export assistance literature by including and analyzing the studies since 1964. Then we summarize two existing review articles on export assistance literature which covered studies on the topic until 1991. Next we try to extend the review beyond this period to broaden our knowledge about current trends in the field. We critically examine empirical studies on the subject and eventually develop a new, extended model for the relationship between export assistance and firm performance. Finally, we conclude by giving suggestions for future research in the field.
Anisur R. Faroque; Yoshi Takahashi. Export Assistance: The Way Back and Forward. The Teachings of Management 2011, 1 -23.
AMA StyleAnisur R. Faroque, Yoshi Takahashi. Export Assistance: The Way Back and Forward. The Teachings of Management. 2011; ():1-23.
Chicago/Turabian StyleAnisur R. Faroque; Yoshi Takahashi. 2011. "Export Assistance: The Way Back and Forward." The Teachings of Management , no. : 1-23.
“Born global” (BG) firms have attracted many researchers throughout the last decade. Despite the emergence of BG phenomenon initially posed a serious challenge to the validity and applicability of traditional “stage” theory of internationalization, recently scholars have discovered the theoretical underpinnings of BG firms into the traditional theory. Therefore, recurring attempts at integrating both theories into a single framework have been observed in recent times. Recapitulating the common aspects between the two theories, this chapter seeks to do the same in the study of export assistance and performance by the inclusion of network theory. Network relationship in this chapter has been measured in terms of export assistance and support received by the focal firm from different network actors. Unfortunately, export assistance being an older research stream has largely ignored the role of such assistance in rapid internationalization of BG firms. Moreover, most of the existing empirical literature on export assistance is skewed toward developed countries, thereby little is actually known about the export support systems in developing countries. We address these research gaps by empirically testing an integrative model in a developing country low-tech industry context which explains how network relationships in terms of export assistance received from network actors directly or indirectly influence BGs’ internationalization.
Anisur R. Faroque; Yoshi Takahashi. The Impact of Export Assistance on “Born Globals”: An Integrative Network Perspective. The Teachings of Management 2011, 25 -68.
AMA StyleAnisur R. Faroque, Yoshi Takahashi. The Impact of Export Assistance on “Born Globals”: An Integrative Network Perspective. The Teachings of Management. 2011; ():25-68.
Chicago/Turabian StyleAnisur R. Faroque; Yoshi Takahashi. 2011. "The Impact of Export Assistance on “Born Globals”: An Integrative Network Perspective." The Teachings of Management , no. : 25-68.
Subcontracting firms play an important role in industrial development. One of the main reasons is that large firms subcontract small and medium-sized enterprises and by doing so, large firms can enjoy the advantage of lower wage of small firms (traditional approach) and/or they can enjoy the lower transaction cost from inter-firm cooperation in terms of technology, production and marketing (modern approach). This study aims at investigating the determinants of 42 subcontractors’ behaviors in Lao garment industry. We utilize probit model in analyzing data from the field survey. The results of analysis follow modern subcontracting approach. Traditional subcontracting relation that has been simplified as the relationship between high wage firms employing male workers and low wage firms employing female workers is not important factor in explaining subcontracting behaviors of Lao garment industry. Rather, modern subcontracting relation approach matters much more in this industry. Keywords: Subcontracting, Garment Industry, Probit Model, Lao PDR
Xayphone Kongmanila; Yoshi Takahashi. Determinants of Subcontracting in Lao Garment Industry. Contemporary Management Research 2009, 5, 1 .
AMA StyleXayphone Kongmanila, Yoshi Takahashi. Determinants of Subcontracting in Lao Garment Industry. Contemporary Management Research. 2009; 5 (3):1.
Chicago/Turabian StyleXayphone Kongmanila; Yoshi Takahashi. 2009. "Determinants of Subcontracting in Lao Garment Industry." Contemporary Management Research 5, no. 3: 1.