Suchergebnisse

This paper develops within cultural tourism studies, focusing on a World Heritage Site (WHS) and demonstrates the importance of perceiving cultural tourists' preferences so that organizing entities and decision-makers can design different cultural tourist products to meet their expectations. A survey was conducted by self-administered questionnaires designed to identify, among other characteristics, the degree to which cultural tourists are interested in highly demanding travel experiences that will enhance their knowledge of local culture and history, with participatory activities with interpretation, and other events that require a high level of engagement, through intellectual and emotional immersiveness. Results seem to reveal perceptions of culture as a source of new values and the preference for innovative, intellectually challenging site presentation and interpretation.

Purpose– Despite an increasing number of studies focusing on workforce diversity, few consistent results and conclusions have yet been reached (Shoreet al., 2009). The purpose of this paper is to develop an integrative model of diversity, taking the Upper Echelon Theory further.Design/methodology/approach– The model proposed tests the influence of job-related and non-job-related (or task-related) top management team (TMT) diversity on firm performance and strategic change. The mediation effect of performance on the TMT diversity-strategic change relation is emphasized in the model. A covariance-based structural equation modelling has been used to test the relationships involved in the research model.Findings– An inverse relation between prior organizational performance and strategic change is found and some TMT diversity predictors appear to be more relevant than others in explaining performance and strategic change. In addition the mediator role of performance significantly influences the TMT diversity composition-strategic change relation.Originality/value– The paper makes several contributions to the existing literature on TMT diversity and the TMT diversity composition-firm performance-strategic change relation.

PurposeThe purpose of this paper is to determine the top management team (TMT) intangible assets (demographical and managerial experience) diversity which influences firm performance in a diverse industrial context.Design/methodology/approachThe paper analyses 159 whole TMTs from Latin American and European enterprises. The study focuses on three indicators (sales, return on assets and return on sales) as proxies of firm performance. The hypotheses formulated were tested using panel data and applying a random-effects model.FindingsThe paper reveals a large degree of volatility in the findings depending on the type of firm performance indicator. This provides insights regarding the controversy surrounding the black box Upper Echelon Theory and for entrepreneurial purposes concerning the relationship between TMT composition and the achievement of a high level performance.Research limitations/implicationsThis study could be extended by analysing other important variables, such as top mangers' physiological traits and cultural differences within the TMTs. The analysis could also be applied to a wider geographical area.Practical implicationsThis paper may help enterprises to reach a better understanding of their TMT's internal complex diversity by providing appropriate insights for a better decision-making process required to achieve an accurate firm outcome.Originality/valueThe paper is an extension on prior studies not only by focusing on a different geographical area different from the traditional USA context but also applying a longitudinal study scarcely applied in the demographic literature. In addition, attributes for all the TMT's members (not only CEOs), three different proxies of performance and a highly diverse industry context from Latin American and European companies have been considered.