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While the general principles of the Institutional Perspective have been widely accepted, there has been only limited consideration to the present time of their in-depth application to the strategies of individual firms engaged in international business. The paper argues that companies engaged in such activities will find that there is a significant gap in precisely what aspects of the formal and informal institutional perspectives need to be identified and assessed for international expansion. The purpose of this paper is to develop a theoretical paradigm that allows organizations not only to compare different countries with regard to their potential for international business expansion from the perspective of Institutional Theory but also drawing on theories of International Business Strategy where relevant. The theoretical framework assumes that such organizations are engaged in analyzing the institutional arrangements and resources of their home and possible host countries. The paper then develops a conceptual framework that identifies five major components, namely people, power, performance, pathways to international expansion, and productivity, the latter being defined in terms of knowledge and innovation. It explores each of these areas in more depth with the aim of adding a more detailed structure to elements of Institutional Theory relevant to international business expansion.

General studies on technology and knowledge (T&K) transfer to developing countries have often adopted methods that yield inconsistent results. Traditional quantitative methods, alone, have limitations in their ability to account for complex interaction between variables. This article adopts configurational recipes, using fuzzy set Qualitative Comparative Analysis (fsQCA) to supplement the analysis. This research carefully and systematically selects responses from experts and practitioners in the construction industry in Ghana. The results reveal two configurational recipes for high quality of T&K transfer: effective industry institutions, education effectiveness, and less congestion of firms; and joint presence of high government policy incentives, effective industry institutions, and education effectiveness. This study extends significantly the existing literature regarding T&K transfer in developing countries in general and in Sub-Saharan Africa (SSA) in particular.

PurposeThe study aims to examine the usefulness of the brand origin concept in shaping the perceptions of Indian consumers.Design/methodology/approachGuided by recent advance in social identity theory and social motivation theory, a dynamic iterative model of brand origin recognition is proposed. Six hypotheses were tested using a sample of 145 consumers from west of India. Using paired t‐test, average consumer preference of brand origin was analysed for different product categories. A factor analysis with varimax rotation for determining band images was also carried out.FindingsThe results demonstrated that most consumers can recognise the brand origin correctly but the power of recognition decreases when the brand has a long history of "localization". Distinguished trajectories of consumer perceptions of foreign brands and domestics brands were projected, and this allowed one to extend existing country of origin (CO) research to brand of origin research.Practical implicationsThe results implied that brand origin is a useful concept for companies engaging in an emerging market such as India. But the changing nature of the concept requires careful steering and nurturing if companies want to attach a positive value to its brand via brand origin association.Originality/valueResearch into CO effect has been extensive. However, few studies examine empirically the effect of "brand origin" which is more appropriate in emerging market in today's increasingly competitive global environment. This paper is a first to explore the validity of the concept of brand origin in the Indian market.

AbstractThis research investigates five sensory cues (i.e. visual, auditory, olfactory, tactile, and taste) influencing sensory brand experience leading to brand loyalty through customer satisfaction, brand attachment, and customer lovemarks. It also investigates the role of employee empathy in moderating the effect of sensory brand experience on customer satisfaction, brand attachment, and customer lovemarks. Our investigation followed a mixed-method research design, a predominantly quantitative approach by using questionnaire responses from 512 Chinese consumers, which is supported by 10 in-depth interviews and 4 focus group discussions to gain early insights into the subject area. The results suggest that five sensory cues have a significant impact on sensory brand experience and, in turn, contribute to customer satisfaction, brand attachment, and customer lovemarks. It also suggests that not all dimensions of customer satisfaction and brand attachment predict brand loyalty, and employee empathy negatively moderates the relationship between sensory brand experience and customer lovemarks.

Although previous studies have examined the impact of job insecurity, there remains a need to understand specific issues related to job insecurity that results from government workforce localization policies. This study addresses this gap by examining employees' work-related outcomes: employee engagement, job burnout, and intentions to quit, recognizing the interplay of employees' identification with an organization and perceived corporate reputation in the context of Saudi Arabia's localization policies. The study uses social identification theory to explain how employees' perception of corporate reputation and their identification with a company shape their work attitudes in the presence of job-insecurity. Partial least square - path modeling (PLS-PM) and PROCESS tool is used to test hypotheses from data collected from 135 expatriate migrant employees working in different organizations in Saudi Arabia. Findings show that job insecurity has a significant effect of reducing the engagement of immigrant employees and leads to increased employee burnout and intentions to quit jobs. The results of moderation analysis show that favorable corporate reputation reduces the negative impact of job insecurity on employee's burnout and intentions to quit, whereas high level of identification with company may also reduce employee burnout, even during job insecurity. Although immigrant employees do not seek to leave a reputable organization due to localization policies, they still experience stress, become disengaged, and so are less productive. As a result, businesses should leverage their reputation towards governmental policies of localization, by advocating expatriate employees' contributions towards organizations and economy.

Although previous studies have examined the impact of job insecurity, there remains a need to understand specific issues related to job insecurity that results from government workforce localization policies. This study addresses this gap by examining employees' work-related outcomes: employee engagement, job burnout, and intentions to quit, recognizing the interplay of employees' identification with an organization and perceived corporate reputation in the context of Saudi Arabia's localization policies. The study uses social identification theory to explain how employees' perception of corporate reputation and their identification with a company shape their work attitudes in the presence of job-insecurity. Partial least square - path modeling (PLS-PM) and PROCESS tool is used to test hypotheses from data collected from 135 expatriate migrant employees working in different organizations in Saudi Arabia. Findings show that job insecurity has a significant effect of reducing the engagement of immigrant employees and leads to increased employee burnout and intentions to quit jobs. The results of moderation analysis show that favorable corporate reputation reduces the negative impact of job insecurity on employee's burnout and intentions to quit, whereas high level of identification with company may also reduce employee burnout, even during job insecurity. Although immigrant employees do not seek to leave a reputable organization due to localization policies, they still experience stress, become disengaged, and so are less productive. As a result, businesses should leverage their reputation towards governmental policies of localization, by advocating expatriate employees' contributions towards organizations and economy.

Although previous studies have examined the impact of job insecurity, there remains a need to understand specific issues related to job insecurity that results from government workforce localization policies. This study addresses this gap by examining employees' work-related outcomes: employee engagement, job burnout, and intentions to quit, recognizing the interplay of employees' identification with an organization and perceived corporate reputation in the context of Saudi Arabia's localization policies. The study uses social identification theory to explain how employees' perception of corporate reputation and their identification with a company shape their work attitudes in the presence of job-insecurity. Partial least square - path modeling (PLS-PM) and PROCESS tool is used to test hypotheses from data collected from 135 expatriate migrant employees working in different organizations in Saudi Arabia. Findings show that job insecurity has a significant effect of reducing the engagement of immigrant employees and leads to increased employee burnout and intentions to quit jobs. The results of moderation analysis show that favorable corporate reputation reduces the negative impact of job insecurity on employee's burnout and intentions to quit, whereas high level of identification with company may also reduce employee burnout, even during job insecurity. Although immigrant employees do not seek to leave a reputable organization due to localization policies, they still experience stress, become disengaged, and so are less productive. As a result, businesses should leverage their reputation towards governmental policies of localization, by advocating expatriate employees' contributions towards organizations and economy.