Purpose The purpose of this study is to examine ethno-racial differences in job expectations within Peru’s diverse workforce. Specifically, the study evaluates whether members of Peru’s four major ethno-racial groups assign different levels of importance to various job characteristics, how their rank-order prioritizations compare and how these patterns inform organizational practices related to recruitment, retention and employee engagement. Design/methodology/approach Using Manhardt’s 25-item job expectations questionnaire, 562 Peruvian respondents (White/European, Mestizo, Indigenous/Native and Afro-Peruvian/African) rated the importance of job characteristics on a five-point Likert scale. Mean importance ratings, rank-order patterns and group differences were analyzed using multivariate analysis of covariance with age, gender and employment status as covariates, followed by analysis of covariances and post hoc comparisons. Spearman rank correlations assessed similarity in value hierarchies. Findings Ethno-racial identity significantly predicted job expectations across 22 of 25 items. Mestizo and Indigenous/Native respondents consistently assigned higher importance to both intrinsic and extrinsic job characteristics than White/European respondents, with Afro-Peruvian/African respondents generally falling between these groups. Despite absolute differences, rank-order correlations indicated moderate-to-strong similarity in how groups prioritized job attributes. Practical implications Organizations operating in Peru should tailor recruitment messages, job design and development opportunities to reflect the motivational priorities of different ethno-racial groups, particularly emphasizing security, growth and meaningful work for Mestizo and Indigenous/Native workers. Social implications Findings highlight how ethno-racial stratification shapes work values in Peru, offering insights for more equitable and culturally informed talent management strategies. Originality/value This study contributes to the limited body of research on within-country ethno-racial variation in job expectations in Latin America by extending the social characteristics model and self-determination theory to Peru’s distinct sociocultural context.
Purpose This paper aims to investigate how price, housing attributes and developer brand influence consumer happiness and purchase intention in Spain housing market. The research also examines the significance of technological innovation in influencing brand development and buyer experience. Design/methodology/approach This paper conducted a survey of 583 residents in Spain between June and September 2025, consisting of validated measurement scales. Partial least squares-structural equation modeling was used to test the proposed relationships. Findings The results show that housing attributes, developer brand and price all positively affect consumer happiness, which in turn, has a great influence on purchase intention. Housing attributes have the strongest influence, followed by developer brand and price. The findings also suggest that technology-supported brand signals, such as digital communication tools and PropTech-based interactions, also contribute positively to emotional responses and indirectly enhance purchase intention. Practical implications Developers may enhance purchase intention by improving housing quality, strengthening brand communication and adopting digital tools that increase transparency and consumer engagement. Originality/value This study offers a comprehensive view of housing decisions by integrating functional, emotional and technological factors into a single framework. It also extends the existing research by demonstrating the role of consumer happiness as a mediator in housing choices.
Purpose This study aims to analyse the heterogeneous effectiveness of government entrepreneurial support on start-ups by differentiating between two industry types, the supply chain (SC) economy, which supplies goods and services to other businesses, and the business-to-consumer economy (B2C), which serves final consumers. Design/methodology/approach The authors examine 1,956 start-ups that received participative loans from the Spanish governmental agency ENISA between 2014 and 2019. Using a difference-in-differences approach with the Callaway and Sant’Anna estimator, the authors estimate the heterogeneous effects on turnover and employment growth across SC and B2C categories and their subcategories (SC Local, SC Traded, B2C Local, B2C Traded). Findings SC start-ups experience a significant 29.2% increase in turnover alongside a significant 25.2% decline in employment; B2C start-ups show no significant effects on either outcome. Within subcategories, SC Traded industries drive the positive turnover result (31.9% increase). Event-study analysis confirms that effects emerge at loan receipt and remain positive one year after treatment, with no pre-treatment differences, and survival analysis shows no differential firm exit across sectors. Practical implications Public support programmes for start-ups should account for sectoral heterogeneity. Policymakers can use the SC/B2C framework as a tractable criterion to target resources towards the SC economy, where participative loans yield the largest marginal effect. Managers of B2B start-ups can interpret participative loans as an instrument that relaxes binding financial constraints and enables productivity-enhancing investments. Originality/value This study moves beyond traditional high-tech vs non-high-tech classifications, offering a novel framework for evaluating public entrepreneurial finance. The findings indicate that start-ups in the SC economy, particularly those serving traded markets, are more responsive to public financial support, offering new evidence for policymakers designing industry-sensitive support programmes.
Purpose This study examines how artificial intelligence (AI) influences employee emotional well-being by analysing the behavioural mechanisms linking autonomy, fairness, clarity, psychological safety and workplace happiness, with a specific focus on Iberoamerican organisational contexts.Design/methodology/approach A synthetic dataset (n = 650), calibrated to validated psychometric scales and qualitatively informed by exploratory interviews with organisational leaders and AI practitioners, is analysed using covariance-based structural equation modelling. The model evaluates how perceived AI support and AI pressure shape key organisational conditions and, through them, workplace happiness. All analyses are conducted in R using the lavaan package.Findings Perceived AI support positively influences autonomy, fairness and clarity, which jointly strengthen psychological safety. Psychological safety emerges as the strongest predictor of workplace happiness, while AI-related algorithmic pressure shows a significant negative association with employee well-being. The results indicate that managerial choices in the design and governance of AI systems directly shape emotional climates, engagement and the sustainability of digital transformation processes.Research limitations/implications The study relies on synthetic - but realistically calibrated - data, which may limit external generalisability. However, grounding the generative process in validated psychometrics and executive insights enhances contextual realism. Future research should incorporate longitudinal field data and cross-country comparisons. Conceptually, the paper advances happiness management by integrating behavioural constructs and AI governance, offering a scalable framework for studying well-being in digital workplaces.Practical implications The results provide actionable guidance for leaders implementing AI in human-centric organisations. Managers should prioritise autonomy, clarity of processes, psychological safety and fairness when deploying AI tools. The findings inform the design of governance structures, communication strategies and training programmes that mitigate emotional risks. The framework also helps firms identify conditions under which AI supports sustainable happiness, talent retention and positive emotional climates.Social implications The study contributes to the broader debate on ethical AI and decent work in Iberoamerica. It shows how AI adoption can either enhance or erode human well-being depending on governance quality. The results support policies aligned with the sustainable development goals (SDGs) - particularly SDG 3, SDG 8, and SDG 9 - by offering evidence-based insights into the emotional and social sustainability of AI-enabled workplaces.Originality/value The study introduces the concept of affective friction to explain employees' emotional responses to AI-enabled systems. By integrating human-centred AI design, psychological safety and happiness management within a unified behavioural-economic framework, the paper offers a culturally grounded contribution to organisational research in Iberoamerican contexts.
Purpose This study aims to examine the perceptions of HR managers towards integrating generative artificial intelligence (GenAI) in the context of an agile management system, with employee well-being as the central analytical lens. It also aims to explore the human-centric implications in line with UN Sustainable Development Goals (SDGs) on inclusive productivity and reskilling as organizations increasingly adopt GenAI. The study treats GenAI opportunities as helpful resources and challenges as demands using the Job Demands-Resources (JD-R) model as a central guide. It also considers employee skills and organizational support as resources that shape how these factors influence overall well-being. Design/methodology/approach A panel of 17 HR managers participated in the study based on Delphi methodology. The process included qualitative and quantitative rounds. Participants identified and rated key themes on a seven-point Likert scale. The JD-R framework shaped both the analysis and interpretation. It ensured alignment between the findings and the study’s well-being-focused contribution. Findings Descriptive statistics and a Kendall’s W of 0.68 showed strong consensus among the participants. HR managers perceived that GenAI may act as a catalyst for employee autonomy and creativity that supported SDG 8 (decent work) and SDG 9 (innovation). However, expert HR perspectives on employee-facing implications suggest concerns about skill anxiety and potential role transformation. Moreover, ethics and data privacy were found indispensable for building trust and managing risks, which aligned with SDG 10 (reduced inequalities). The identified tensions between autonomy and governance, as well as productivity and anxiety, are ongoing paradoxes rather than trade-offs. They are managed through governance that reduces uncertainty, enhances psychological safety and strengthens employee agency. Practical implications These findings offer actionable insights for organizational leaders and policymakers to support human-centric GenAI in agile workplaces. It also advances SDG-aligned strategies to ensure equitable growth. Originality/value The paper provides a unique expert-led perspective on the human-centric aspects of GenAI adoption in agile management systems integrated with SDGs. Its originality lies in linking Delphi findings to employee well-being through the JD-R model and paradox theory. It also demonstrates the role of governance in shaping well-being outcomes.
Purpose This paper aims to perform a bibliometric analysis on the main determinants of competitiveness in SMEs, considering publications between 1998 and 2024, obtaining information on publications in the fields related to the variables from the Web of Science database, with the aim of analyzing through a timeline the behavior of the factors related to competitiveness and the connections with various topics. Design/methodology/approach The study explores 2,037 publications linked to social, political, business and economic topics. VOSviewer software was used for the construction and analysis of more in-depth bibliometric networks, achieving the grouping of results by area, author and country. Findings The results show the growth of the scientific production of the study variables, and five clusters were identified, which expose the main research topics in trend. Practical implications That involves challenging implications for managers as well as for policy-makers. Originality/value The findings show SME competitiveness is closely linked to the integration of sustainability, digital transformation, environmental practices and technological innovation, managers and policy managers need to embrace this comprehensive strategic approach to really achieve the desired goal of resilience. However, it is necessary to overcome external and internal obstacles to really achieve a successful implementation. This systematic analysis aims to provide precise results on the trends and research gaps of the studied variables, which can serve as guidance for future research.
PurposeThis study aims to identify the factors that influence the entrepreneurial intention of Ecuadorian university students at the Casa Grande University, drawing on the Theory of Planned Behavior (TPB) as the main analytical framework. Design/methodology/approachA quantitative research design with a correlational scope was employed. Data were collected through a survey administered to 468 university students. Partial least squares structural equation modeling was used to examine the relationships between behavioral, normative and control beliefs, personal attitude, subjective norm, perceived behavioral control, actual behavioral control, social support (as an exploratory exogenous variable), entrepreneurial behavior and entrepreneurial intention. FindingsThe results indicate that personal attitude, perceived behavioral control and actual behavioral control are the strongest predictors of entrepreneurial intention. In contrast, subjective norms, social support and entrepreneurial behavior do not show statistically significant relationships with entrepreneurial intention, suggesting a limited direct influence of social and experiential factors in this context. Practical implicationsThe findings suggest that entrepreneurship education initiatives should prioritize the development of positive entrepreneurial attitudes and perceived behavioral control, while also addressing contextual and social factors that may constrain students’ entrepreneurial intentions. Originality/valueThis study contributes empirical evidence on entrepreneurial intention among university students in an underexplored Latin American context. By applying the TPB framework to the Ecuadorian higher education setting, the findings enhance understanding of how cognitive and control-related factors shape entrepreneurial intention under conditions of economic uncertainty.
Purpose This study aims to investigate how artificial intelligence readiness (AIR) and facilitating conditions (FC) influence digital maturity (DM) in organizations. It focuses on the mediating role of digital dynamic capabilities (DDC) in enabling organizations to achieve advanced levels of DM.Design/methodology/approach This research integrates the resource-based view as the foundation for the DDC framework, combined with the Unified Theory of Acceptance and Use of Technology, to examine the interactions between AIR, FC, DDC and DM. The data were collected through a survey of companies from various sectors in Spain, with different levels of technological intensity. The proposed hypotheses were tested using partial least squares structural equation modeling.Findings The results show that AIR and FC significantly influence DM. However, the presence of dynamic digital capabilities mediates this relationship, enabling organizations to effectively integrate AIR and leverage their transformation initiatives. Organizations with strong digital sensing, leveraging and reconfiguring capabilities achieve greater adaptability and competitiveness.Practical implications This study offers practical insights for managers, highlighting the importance of not only investing in artificial intelligence and supporting infrastructures but also fostering DDC to maximize digital transformation outcomes. Policymakers and practitioners can use these findings to develop strategies to enhance DM and achieve a competitive advantage.Originality/value By bridging gaps in the existing literature, this research emphasizes the interplay between AIR, FC for digital transformation and DDC to drive DM. It expands the theoretical understanding of digital transformation and offers a comprehensive framework for organizations navigating the complexities of the digital age.
PurposeThis study aims to analyze the Spanish workforce's perception of generative artificial intelligence (GenAI) regarding the sustainable development goals (SDGs), considering them as proxies for well-being in the digital society. It specifically examines structural differences between entrepreneurs and employees.Design/methodology/approachThis study uses microdata from a representative survey of 2,437 individuals. Hypotheses are tested using ANOVA and MANCOVA analyses to assess variations across occupational profiles, controlling for usage habit and personal innovativeness.FindingsResults reveal a structural duality: GenAI is perceived as beneficial for productive goals (SDG9) but detrimental to equality (SDG10). Entrepreneurs exhibit higher optimism regarding efficiency, while workplace control acts as a key predictor of positive evaluation.Research limitations/implicationsThe cross-sectional design captures subjective perceptions rather than objective impact. Future research could use longitudinal designs or structural equation modeling (SEM) to test causal paths.Practical implicationsManagers should not rely solely on technical efficiency; successful GenAI adoption requires strategies that explicitly address workforce concerns about autonomy to ensure organizational buy-in.Social implicationsFor GenAI to be socially accepted as a driver of well-being, governance frameworks must mitigate risks regarding inequality and labor rights (SDG16).Originality/valueThis research provides novel empirical evidence on how labor market positions and the entrepreneur-employee dichotomy condition the perceived legitimacy of GenAI in the 2030 Agenda context. Prop & oacute;sitoEste estudio analiza la percepci & oacute;n de la poblaci & oacute;n trabajadora espa & ntilde;ola sobre la Inteligencia Artificial Generativa (GenAI) en relaci & oacute;n con los Objetivos de Desarrollo Sostenible (ODS), consider & aacute;ndolos como proxies del bienestar en la sociedad digital. Examina espec & iacute;ficamente las diferencias estructurales entre emprendedores y empleados.Dise & ntilde;o/metodolog & iacute;a/enfoqueEl estudio utiliza microdatos procedentes de una encuesta representativa de 2.437 individuos. Las hip & oacute;tesis se contrastan mediante an & aacute;lisis ANOVA y MANCOVA para evaluar variaciones entre perfiles ocupacionales, controlando por h & aacute;bito de uso e innovatividad personal.ResultadosLos resultados revelan una dualidad estructural: la GenAI es percibida como beneficiosa para objetivos productivos (ODS9), pero perjudicial para la igualdad (ODS10). Los emprendedores muestran mayor optimismo respecto a la eficiencia, mientras que el control en el entorno laboral act & uacute;a como predictor clave de evaluaciones positivas.Limitaciones/implicaciones de la investigaci & oacute;nEl dise & ntilde;o transversal capta percepciones subjetivas m & aacute;s que impactos objetivos. Investigaciones futuras podr & iacute;an emplear dise & ntilde;os longitudinales o modelos de ecuaciones estructurales (SEM) para analizar relaciones causales.Implicaciones pr & aacute;cticasLos directivos no deber & iacute;an centrarse & uacute;nicamente en la eficiencia t & eacute;cnica; la adopci & oacute;n exitosa de la GenAI requiere estrategias que aborden expl & iacute;citamente las preocupaciones de la fuerza laboral sobre la autonom & iacute;a para garantizar la aceptaci & oacute;n organizativa.Implicaciones socialesPara que la GenAI sea socialmente aceptada como motor de bienestar, los marcos de gobernanza deben mitigar los riesgos relacionados con la desigualdad y los derechos laborales (ODS16).Originalidad/valorEsta investigaci & oacute;n aporta evidencia emp & iacute;rica novedosa sobre c & oacute;mo las posiciones en el mercado laboral y la dicotom & iacute;a emprendedor-empleado condicionan la legitimidad percibida de la GenAI en el contexto de la Agenda 2030. ObjetivoEste estudo analisa a percep & ccedil;& atilde;o da popula & ccedil;& atilde;o trabalhadora espanhola sobre a Intelig & ecirc;ncia Artificial Generativa (GenAI) em rela & ccedil;& atilde;o aos Objetivos de Desenvolvimento Sustent & aacute;vel (ODS), considerando-os como proxies do bem-estar na sociedade digital. Examina especificamente as diferen & ccedil;as estruturais entre empreendedores e empregados.Desenho/metodologia/abordagemO estudo utiliza microdados provenientes de um inqu & eacute;rito representativo com 2.437 indiv & iacute;duos. As hip & oacute;teses s & atilde;o testadas por meio de an & aacute;lises ANOVA e MANCOVA para avaliar varia & ccedil;& otilde;es entre perfis ocupacionais, controlando pelo h & aacute;bito de uso e pela inovatividade pessoal.ResultadosOs resultados revelam uma dualidade estrutural: a GenAI & eacute; percebida como ben & eacute;fica para objetivos produtivos (ODS9), mas prejudicial para a igualdade (ODS10). Os empreendedores demonstram maior otimismo quanto & agrave; efici & ecirc;ncia, enquanto o controle no ambiente de trabalho atua como preditor-chave de avalia & ccedil;& otilde;es positivas.Limita & ccedil;& otilde;es/implica & ccedil;& otilde;es da pesquisaO desenho transversal capta percep & ccedil;& otilde;es subjetivas, e n & atilde;o impactos objetivos. Pesquisas futuras poder & atilde;o empregar desenhos longitudinais ou modelos de equa & ccedil;& otilde;es estruturais (SEM) para testar rela & ccedil;& otilde;es causais.Implica & ccedil;& otilde;es pr & aacute;ticasOs gestores n & atilde;o devem basear-se exclusivamente na efici & ecirc;ncia t & eacute;cnica; a ado & ccedil;& atilde;o bem-sucedida da GenAI requer estrat & eacute;gias que abordem explicitamente as preocupa & ccedil;& otilde;es da for & ccedil;a de trabalho quanto & agrave; autonomia, a fim de garantir o comprometimento organizacional.Implica & ccedil;& otilde;es sociaisPara que a GenAI seja socialmente aceita como motor de bem-estar, os marcos de governan & ccedil;a devem mitigar os riscos relacionados & agrave; desigualdade e aos direitos trabalhistas (ODS16).Originalidade/valorEsta pesquisa fornece evid & ecirc;ncias emp & iacute;ricas in & eacute;ditas sobre como as posi & ccedil;& otilde;es no mercado de trabalho e a dicotomia empreendedor-empregado condicionam a legitimidade percebida da GenAI no contexto da Agenda 2030.
Purpose This study aims to examine the relationship between key job characteristics - supervisor support, autonomy and job demands - and work engagement among employees of Portuguese nonprofit organizations (NPOs) dedicated to elderly care. It further investigates whether tenure moderates these relationships.Design/methodology/approach A cross-sectional quantitative design was used with a convenience sample of 206 employees from NPOs providing elderly care services in Portugal. Participants completed validated scales measuring supervisor support, autonomy, job demands, and work engagement. Data were analyzed using the PROCESS macro for SPSS to test moderation effects.Findings Supervisor support and autonomy were positively related to work engagement, while job demands were negatively associated, confirming the predictions of the Job Demand-Control-Support model. However, tenure did not moderate the relationship between job characteristics and work engagement. These results suggest that engagement-enhancing mechanisms operate similarly across different career stages within this sector.Research limitations/implications The study's cross-sectional design limits causal inference, and the convenience sample may constrain generalizability. Future research should adopt longitudinal and cross-cultural designs to confirm these findings and explore gender or skill-level differences.Practical implications Findings highlight the importance of strengthening supervisor support, promoting employee autonomy and managing workload to sustain engagement across tenure levels. Interventions such as leadership development and participatory job design are particularly relevant for improving well-being and retention in elderly care NPOs.Originality/value This research extends the Job Demand-Control-Support model to the underexplored context of NPOs focused on elderly care, contributing empirical evidence on how job characteristics influence engagement in resource-constrained environments. The nonsignificant moderating role of tenure adds a novel theoretical insight, challenging assumptions about experience-based variations in engagement dynamics.
Purpose This study aims to examine the relationship between high-performance work systems (HPWS) and employee well-being (EW) in the Spanish wine industry, within workplaces increasingly supported by artificial intelligence (AI) and digital technologies, analyzing the mediating role of work–life balance (WLB) from a happiness management perspective. Winery age, size and protected designation of origin membership are included as control variables. Design/methodology/approach A conceptual model grounded in the resource-based view and the ability–motivation–opportunity framework is empirically tested using partial least squares structural equation modeling. AI is conceptualized as a contextual enabler that supports the design, coordination and execution of HPWS, rather than as a focal technological variable. The analysis relies on survey data collected from 196 Spanish wineries between September 2022 and January 2023. Findings The results show that HPWS are positively associated with EW and that WLB is positively related to EW. Moreover, WLB partially mediates the relationship between HPWS and EW, indicating that HPWS contribute to happiness management in wineries operating in digitally supported work environments, fostering more sustainable work–life dynamics under demanding and seasonal working conditions. Originality/value First, this study extends HPWS research to a labor-intensive and highly seasonal industry undergoing AI-supported work organization. Second, it advances the happiness management and EW literature by identifying WLB as a mediating mechanism in digitally transforming workplaces. Third, it offers practical insights for designing HR systems that enhance performance and EW in the wine industry.
Purpose-This study examines the indirect effects of emotional marketing on purchase intention through two psychological mediators: consumer happiness and brand selfconnection. Grounded in the theory of planned behaviour, this research aims to extend the model by incorporating emotional-cognitive variables in a Latin American context. Design/methodology/approachA- quantitative, cross-sectional approach was applied using a structured questionnaire. The sample comprised 524 consumers from Mexico. Structural equation modelling (CB-SEM) was used to validate the proposed model and test the hypothesised relationships. Findings-The results confirm that emotional marketing has a significant positive impact on consumer happiness (beta = 0.849, p < 0.001) and brand self-connection (beta = 0.834, p < 0.001). Both variables, in turn, positively influence purchase intention. Notably, consumer happiness (beta = 0.261, p < 0.001) and brand self-connection (beta = 0.114, p = 0.015) mediate the relationship between emotional marketing and purchase intention, supporting the proposed indirect effects. Research limitations/implications-This study is limited to a single country and uses a non-probabilistic sample. Future research may consider comparative analyses across Latin American countries or longitudinal designs. Practical implications-Marketers should prioritise strategies that generate emotional experiences and foster self-identity alignment between consumers and brands to increase purchase intention. Social implications-Understanding the emotional dimensions of consumer behaviour allows for more ethical, inclusive and resonant marketing practices, especially in culturally diverse societies. Originality/value-This research contributes to the theory of planned behaviour by integrating affective and identity-based variables (emotions and self-brand congruence) into the consumer decision-making process. It offers empirical evidence from a Latin American emerging market, an underrepresented context in consumer behaviour literature, providing new insights into the emotional antecedents of purchase intention.
Purpose This study aims to systematically analyse the state of knowledge on happiness management and workplace well-being in Ibero–America during 2021–2025, within a context shaped by the post-pandemic period, accelerated digitalisation and the advance of technologies based on artificial intelligence. Design/methodology/approach A systematic review was conducted following preferred reporting items for systematic reviews and meta-analyses guidelines. The search was carried out in Web of Science using a bilingual search equation focused on happiness management, workplace happiness, emotional salary and workplace well-being. Inclusion and exclusion criteria were applied (period 2021–2025; journal papers; English, Spanish and Portuguese; Ibero–American context; and full-text availability), along with an additional criterion of geographical balance. The final sample comprised 15 papers, which were analysed from both bibliometric and thematic perspectives. Findings The evidence indicates that the field in Ibero–America is in a process of consolidation, with a concentration of scholarly output in Mexico, Spain and Portugal, and a predominance of cross-sectional quantitative studies using surveys and Likert-type scales, alongside a growing use of multivariate techniques (e.g. structural equation modelling). Thematically, the studies focus on determinants of workplace well-being and happiness and their relationship with performance, innovation and retention; and the integration of happiness management as a managerial approach linked to intangible resources (emotional salary, organisational justice and mental health). Regional, methodological (scarcity of longitudinal designs and mixed methods) and theoretical integration gaps persist. Originality/value It provides an up-to-date regional synthesis (2021–2025) that identifies patterns, thematic cores and gaps, and proposes a future agenda featuring emerging constructs such as “happy salary” and “digital happiness”, as well as the need for culturally adapted instruments for Ibero–American contexts.
Purpose This study aims to investigate the relationship between organisational wellbeing (OWB) and startup performance, exploring how this link is associated with internal social marketing orientation (SMO) and external regional AI patents activity. Design/methodology/approach Using a comprehensive sample of nascent enterprises across diverse sectors, this research uses a quantitative approach combining cluster segmentation, analysis of variance and regression techniques to analyse the associations between OWB, SMO and regional patent data. Findings The analysis indicates that higher levels of OWB within an incubator programme are associated with superior average performance metrics. Furthermore, while SMO relates positively to the link between OWB and revenue, regional AI patent density – despite its positive association with revenue – does not moderate the OWB–performance relationship. Originality/value This study advances accelerator research by moving beyond selection-based models centred on fixed founder traits, positioning OWB as a programme-configurable capability rather than a static characteristic.
PurposeThis study aims to examine how external and internal crises affect job insecurity and performance. It focuses on how organizational decline shapes behavioral responses in teams, particularly within more conservative higher education institutions (HEIs).Design/methodology/approachThe analysis draws on survey data from 505 faculty members at privately funded HEIs in Brazil. Grounded in a microfoundations of strategy perspective, the study investigates the interplay between external crises (e.g. environmental shocks) and internal crises (e.g. threat rigidity), and their combined effects on job insecurity and self-assessed performance.FindingsThe findings highlight two central dynamics: organizational responses consistent with threat rigidity in the face of abrupt environmental change and the role of job insecurity in reducing individual performance. The study also clarifies how these elements interact, deepening understanding of crisis dynamics in the HEI context.Originality/valueThis research contributes to the literature on organizational decline by shifting from macro-level analyses to a microfoundational focus on how external and internal crises affect individual behavior. It offers a grounded understanding into the behavioral consequences of crises within the HEI sector. ObjetivoEste estudo investiga como crises externas e internas afetam a inseguran & ccedil;a no trabalho e o desempenho. O foco est & aacute; em como o decl & iacute;nio organizacional molda as respostas comportamentais em equipes, especialmente em institui & ccedil;& otilde;es de ensino superior (IES) mais conservadoras.Metodologia/abordagemA an & aacute;lise baseia-se em dados de uma pesquisa com 505 docentes de IES privadas no Brasil. Ancorado na perspectiva das microfundamenta & ccedil;& otilde;es da estrat & eacute;gia, o estudo explora a intera & ccedil;& atilde;o entre crises externas (por exemplo, choques ambientais) e internas (por exemplo, rigidez frente & agrave; amea & ccedil;a) e seus efeitos combinados sobre a inseguran & ccedil;a no trabalho e o desempenho autoavaliado.ResultadosOs achados destacam duas din & acirc;micas centrais: (1) respostas organizacionais compat & iacute;veis com a rigidez frente & agrave; amea & ccedil;a diante de mudan & ccedil;as ambientais abruptas, e (2) o papel da inseguran & ccedil;a no trabalho na redu & ccedil;& atilde;o do desempenho individual. O estudo tamb & eacute;m esclarece como esses elementos interagem, aprofundando a compreens & atilde;o sobre a din & acirc;mica das crises no contexto das IES.OriginalidadeEsta pesquisa contribui para a literatura sobre decl & iacute;nio organizacional ao deslocar o foco de an & aacute;lises em n & iacute;vel macro para uma abordagem microfundacional, examinando como crises externas e internas afetam o comportamento individual. Oferece uma compreens & atilde;o embasada das consequ & ecirc;ncias comportamentais das crises no setor de ensino superior. ObjetivoEste estudio examina c & oacute;mo las crisis externas e internas afectan la inseguridad laboral y el desempe & ntilde;o. Se enfoca en c & oacute;mo el declive organizacional moldea las respuestas conductuales dentro de equipos, particularmente en instituciones de educaci & oacute;n superior (IES) m & aacute;s conservadoras.Dise & ntilde;o/metodolog & iacute;a/enfoqueEl an & aacute;lisis se basa en datos de una encuesta aplicada a 505 profesores de IES privadas en Brasil. Basado en la perspectiva de las microfundaciones de la estrategia, el estudio investiga la interacci & oacute;n entre crisis externas (p. ej., shocks ambientales) e internas (p. ej., rigidez ante amenazas) y sus efectos combinados sobre la inseguridad laboral y el desempe & ntilde;o autoevaluado.ResultadosLos resultados destacan dos din & aacute;micas clave: (1) respuestas organizacionales consistentes con la rigidez ante amenazas frente a cambios ambientales abruptos, y (2) el papel de la inseguridad laboral en la disminuci & oacute;n del desempe & ntilde;o individual. El estudio tambi & eacute;n aclara c & oacute;mo estos elementos interact & uacute;an, profundizando la comprensi & oacute;n sobre la din & aacute;mica de las crisis en el contexto de las IES.Originalidad/valorEsta investigaci & oacute;n contribuye a la literatura sobre el declive organizacional al cambiar el enfoque de an & aacute;lisis macro a uno microfundacional que considera c & oacute;mo las crisis externas e internas afectan el comportamiento individual. Ofrece una comprensi & oacute;n fundamentada de las consecuencias conductuales de las crisis dentro del sector de educaci & oacute;n superior.
Purpose In the growing stream of branding literature, the firm’s brand orientation is central to a marketing strategy. However, brand orientation literature primarily focuses on common firms or corporate brands that are not necessarily leading or well-known brands. This study aims to explore organisations representing well-known brands and the relationships to achieving a strong brand orientation from a management perspective. Design/methodology/approach This research adopted the seminal branding theories and marketing capabilities theory as its theoretical framework. It used a data set comprising selected Spanish firms associated with leading brands that are members of the Spain Forum of Leading Brands. To avoid misspecification concerns, model testing used four equations system with seemingly unrelated regression, ordinary least squares regression and partial least squares-structural equation modelling. Findings This study found significant and positive relationships linking the role of the brand in the business strategy, internal branding and utilisation of a brand management system with attention to brand–customer touchpoints and, subsequently, brand orientation. Also, significant and positive relationships were found linking the role of the brand in the business strategy and utilisation of a brand management system with brand activation and, subsequently, brand orientation. Originality/value This study develops a theoretical framework from the management perspective of well-known brands and tests it with a unique data set of firms from the Spain Forum of Leading Brands.
Purpose This study aims to investigate how Communication and Information Resources (CIR) drive product innovation in small and medium-sized enterprises (SMEs) by uncovering the sequential mechanisms through which co-creation and technological capabilities jointly operate. Addressing persistent gaps in SME innovation research – particularly in emerging economies – the authors clarify how digital resources translate into innovation outcomes. Design/methodology/approach Drawing on the resource-based view, service-dominant logic and absorptive capacity theory, the authors test a sequential double mediation model using structural equation modeling (SEM) adapted for categorical indicators, estimating the main model with WLSMV and complementing indirect-effect inference with Bayesian SEM to obtain credible intervals. Model fit was assessed through WLSMV-scaled indices and posterior predictive checks. The analysis draws on survey data from 124 Costa Rican SMEs. Findings Contrary to traditional assumptions, CI Resources do not directly increase product innovation. Instead, their value materializes through a chained pathway: CIR → co-creation → process innovation → product innovation. Both mediating links and the full sequential mechanism are statistically supported. The results also reveal a suppression effect in which the direct relationship becomes nonsignificant once mediators are included, confirming that innovation outcomes arise primarily from capability-building processes rather than from digital resources alone. Research limitations/implications This study relies on categorical indicators, a modest sample and data from a single emerging economy, limiting generalizability and causal inference. Future research should replicate the model with larger data sets, use longitudinal designs and test cross-country invariance to strengthen external validity. Practical implications Managers should complement digital tool adoption with deliberate investments in co-creation practices and capability development, as these mechanisms are essential to convert digital engagement into meaningful innovation outcomes. Originality/value This study offers a novel theoretical contribution by empirically validating a sequential capability-building trajectory that integrates service-dominant logic and absorptive capacity theory. It is among the first to demonstrate, within an emerging-economy SME context, that the innovation payoff of CI Resources occurs only when collaborative routines and process innovation capabilities are jointly activated. This advances current understandings of digital transformation and innovation in resource-constrained settings.
PurposeThis study aims to investigate the evolution of research, development and innovation (R&D&I) projects addressing public health crises, analyzing the institutional and technological dynamics that shape project continuity, coordination and governance. Design/methodology/approachThe study adopts a mixed-methods approach, combining a literature review, documentary analysis and relational network analysis to identify patterns of interaction among actors, technologies and thematic areas across different stages of R&D&I projects. FindingsThe findings indicate that public health crises function less as disruptive events and more as vectors of institutional consolidation. Technologies, particularly artificial intelligence, exhibit a continuous presence throughout project phases. Project governance becomes centralized around a limited number of actors and themes, constraining cognitive diversity and knowledge recombination. In addition, the study identifies a reconfiguration of the state's role, with universities and hybrid organizations assuming greater operational responsibility. Originality/valueThis study offers an innovative perspective by reframing public health crises as mechanisms of institutional strengthening, integrating network analysis, R&D&I governance and mission-oriented innovation policies, with particular attention to the challenges and specificities of the Global South.
