This study develops an integrative conceptual model explaining how venture teams shape the evolution of new technology-based firms. Based on a qualitative systematic review of 99 studies, it employs a structured search strategy, multi-stage selection process, and qualitative content analysis. The findings show that venture teams influence organizational outcomes indirectly through strategic decisions related to financing, business model design, and growth. These decisions operate as mechanisms through which team capabilities are translated into performance, growth, and survival, while incorporating a feedback process through which outcomes reconfigure the team over time. The main contribution is a processual and evolutionary perspective demonstrating that this influence is not direct or linear but unfolds through sequences of strategic decisions across the venture’s development.
The link between health and economic growth is highly relevant in the development debate in Latin America and the Caribbean. This study aimed to analyze whether the effect of public health expenditure on economic growth depends on the level of human capital in Latin America and the Caribbean. To this end, a panel of 20 countries in the region over the period 2001–2019 is used, and panel threshold regression models are estimated. The results show that the effect of public health expenditure on economic growth is positive but not homogeneous, as it becomes stronger when countries reach higher levels of human capital, both in education and in health. In this sense, the study provides evidence that the effectiveness of health expenditure is conditioned by the accumulation of aggregate human capital. The findings suggest that growth-oriented public policies should take these heterogeneities into account in order to better adapt to the conditions of each country.
This study aimed to validate a scale of entrepreneurial competencies in businesses in Oaxaca, Mexico. The methodology was quantitative and non-experimental; a non-probabilistic quota sampling method was used (n = 379). Content validity was assessed through expert judgment and Aiken's V coefficient (V = 0.891), while construct validity was established through an Exploratory Factor Analysis and a Confirmatory Composite Analysis. Of 35 competencies, the results identify 23 that measure attitude, leadership, interaction, resilience, and proactivity. The validated scale is an essential tool for developing and strengthening vital competencies in entrepreneurial activity, addressing research gaps for emerging economies and fostering the sustainability and competitiveness of MSMEs.
The relationship between employee competencies and human factor-related organizational barriers remains understudied. Accordingly, this study examines how technical competencies and soft skills relate to these barriers. A systematic literature review of articles published between 2000 and 2024 and indexed in Scopus and Web of Science was conducted; 77 studies were analyzed. Three key components were identified: technical competencies, soft skills, and organizational properties. The latter may hinder or facilitate the influence of competencies, particularly soft skills, on these barriers. The results show that staff and cultural resistance are closely associated with soft skills, whereas systemic resistance is primarily linked to technical competencies. The study provides an integrative sociotechnical framework for sustainable digital transformation.
This study explores how knowledge management maturity (KMMM) drives employee engagement in organizations facing sustainability and internationalization challenges. Focusing on Colombia and Peru, it examines whether person-organization fit (POF) acts as a strategic bridge that strengthens this relationship. Using a quantitative design based on Partial Least Squares Structural Equation Modeling (PLS-SEM), the study analyzes data from 383 senior executives from public, educational, and extractive-sector organizations. The results show that mature knowledge systems significantly enhance cognitive and emotional engagement, with POF serving as a key mediator. Findings suggest that aligning knowledge practices with employee values is not only good governance, but also a catalyst for sustainable commitment and high organizational performance.
