Purpose – The main purpose of this paper is to contribute to a better understanding of how different dimensions of the institutional environment of a region may influence the level of corporate entrepreneurship of firms. Design/methodology/approach – The paper develops the relationship between the institutional environment, differentiated in regulatory, cognitive and normative dimensions, and entrepreneurship in existing firms, corporate entrepreneurship, via a questionnaire study covering 150 firms in Spain. Findings – The relation between institutional environment and corporate entrepreneurship can be distinct. The results show that both the normative and cognitive dimension of the institutional environment influence an organisation's entrepreneurial orientation. They also show that regulatory dimension influences what type of corporate entrepreneurial activity is carried out. Originality/value – Literature about institutional theory and entrepreneurship has been both descriptive and fragmented. This paper complements the increasing interest in the analysis of the influence of institutional frameworks on corporate entrepreneurship and answers recent calls in the literature to complete previous analyses in an empirical way that supports previous works.

Firms are increasing their efforts to offer benefits that satisfy their employees. However, the attitudinal and behavioral consequences of such satisfaction remain unclear. This article draws on the social exchange perspective and organizational support theory to examine the consequences of three dimensions of employees’ benefit satisfaction on organizational commitment and turnover intention, by considering the mediating effect of perceived organizational support (POS). A hypothesized model is developed and tested using partial least squares analysis on a sample of 870 employees working in Spanish firms. The results show that three dimensions of benefit satisfaction contribute to the development of POS, and that POS mediates their effects on organizational commitment. However, only benefit determination and benefit administration satisfaction have an effect on turnover intention, through the mediation of POS and organizational commitment.

Purpose: The purpose of this paper is to analyze the effectiveness of one of the more widespread techniques for personnel development and training: coaching. This technique in the business context entails boosting of a manager's capabilities so as to improve business results through a combination of experience, knowledge, support and the motivation provided by advisers who specialize in business management.Design/methodology/approach: To analyze the effectiveness of this innovative technique, the authors examined a sample of 40 small companies located in Ceuta (an autonomous Spanish city in North Africa) using a Wilcoxon‐Mann‐Whitney test. Participants were divided into two groups; in one group, an individualized audit process was conducted to obtain an actual picture of managerial practices (focusing on needs and corrective measures). In the other group, an advising process also complemented a coaching phase that was implemented to facilitate employee adoption of the proposed measures. Ultimately, differences between these two groups were found.Findings: Results indicate that coaching substantially increases the level to which processes of improvement are established within organizations, consequently increasing the competitive capability.Practical implications: The findings highlight the potential benefits of the use of coaching in the business context. Coaching facilitates the implementation of a set of improvement measures designed to increase business competitiveness, suggesting that this type of advising stands to be very beneficial for companies.Originality/value: Practices that lead to the development of human capital in organizations are basic tools for managers that are becoming increasingly essential for achieving business efficiency and strategic change. The paper analyzes the implementation of coaching in the business arena, specifically in the case of managers, which is a novelty given the dearth of empirical research on coaching. Thus, the results of the paper provide the wider academic community with empirical evidence on how coaching is a profitable practice for improving human resource management.

The pandemic caused by COVID-19 has generated a transformation in students’ competences and university education, especially in the use of digital tools. This study aims to analyze the use of digital tools and social networks of university students during the COVID-19 pandemic. For the collection of information, a validated Likert questionnaire (10-point scale) was adopted. The instrument consisted of a total of 66 items comprising a total of seven dimensions. The sample contained 581 students pursuing degrees in Childhood Education and Primary Education. The analysis of the available information was carried out in two different stages. First, we started by performing an exploratory factorial analysis (EFA) to determine the underlying structure of the Digital Competence of Higher Education Students (DCHES) scale factor. In the second phase, we used SEM (structural equation modeling), a statistical approach to test the relationships between observed and latent variables. More specifically, we estimated a multiple indicators multiple causes (MIMIC) model. The results showed the importance of two of the considered covariates in explaining the variability of the different dimensions of the scale analyzed (DCHES) considering the use of social networks and digital tools of university students. In this sense, both the degree to which virtual tools are used to develop teamwork and the degree of use of YouTube when communicating most fully explained the level of digital skills among the university students studied.