Suchergebnisse

Auf der Basis einer umfassenden Analyse internationaler empirischer Studien der vergangenen 25 Jahre sowie einer empirischen Untersuchung von 468 jungen KMU setzt sich Sascha Kraus erstmals für den deutschsprachigen Raum mit dem Zusammenhang zwischen strategischer Planung und Erfolg in jungen Unternehmen auseinander.

Small firm formation and regional economic development / edited by Michael W Danson -- Corporate venture capital : bridging the equity gap in the small business sector -- Kevin McNally -- The quality business : quality issues and smaller firms / Julian North, Robert A. Blackburn, and James Curran -- Enterprise and culture / Colin Gray -- The financing of small business : a comparative study of male and female small business owners / Lauren Read -- Small firms and network economies / Martin Perry -- Intellectual property and innovation management in small firms / edited by Robert A. Blackburn -- Understanding the small family business / edited by Denise E. Fletcher -- Managing labour in small firms / edited by Susan Marlow, Dean Patton and Monder Ram -- The foundations of small business enterprise / Gavin C. Reid -- The internationalization of small firms : a strategic entrepreneurship perspective / Shameen Prashantham -- The formation and development of small business : issues and evidence / Peter Johnson -- Information technology and competitive advantage in small firms / Brian Webb and Frank Schlemmer -- Entrepreneurship and small business development in post-socialist economies / David Smallbone and Friederike Welter -- The management of small and medium enterprises / Matthias Fink and Sascha Kraus

Interne und externe Servicestellen sollen die Bereitstellung von Open Gov ernment Data (OGD) durch die Verwaltung vorantreiben, indem sie etwa Vorteile aufzeigen, Sorgen zerstreuen, organisationale Voraussetzungen schaffen und externen Druck verstärken. Diese Fallstudie betrachtet die Open Data Informationsstelle Berlin (ODIS) als externe OGD-Servicestelle und untersucht ihre Wirkung auf die Datenbereitstellung der Berliner Bezirksverwaltungen. Die Auswertung von Experteninterviews mit sieben Open-Data-Beauftragten und Datenkoordinatoren in sechs Bezirksämtern zeigt einen schwachen positiven Einfluss von ODIS auf die Bereitschaft zur Datenveröffentlichung durch Informations- und Beratungsangebote, die Unterstützung von Pilotprojekten und die Vernetzung von Communities of Practice. Allerdings verfügt die Informationsstelle mangels Entscheidungs- und Weisungsbefugnissen gegenüber den Bezirksverwaltungen nicht über das hierarchische Gewicht, um etwa Ressourcenmangel oder allgemeinem Widerstand gegen Open Data effektiv entgegenzuwirken.

Purpose: Family firms appear to be an attractive topic in a number of research areas. Probably the most important topic is still the succession process combined with possible hurdles and gaps. This paper aims to focus on the special variable of the psychological dimension. It attempts to summarize findings and implications as well as suggestions for where potential research gaps are. Design/methodology/approach: The paper is based on a two-stage research design. The first step is a literature review. All articles published in the Family Business Review (FBR) between 1997 and 2011 were collected and analysed regarding their topics, findings, and implications. As a second step, this knowledge has been applied to conduct a thorough literature analysis on psychological aspects of succession. Findings: Psychological aspects are often used together with other constructs. The authors strongly recommend handling them as an individualized, highly complex topic, even if social, political, and other aspects are often mixed with psychological aspects and therefore difficult to discuss and separate. A separation of these factors will help researchers present findings in a much clearer way. Research limitations/implications: The main limitation of the article lies in the methodology itself, as the literature review solely concentrates on empirical papers that exclusively investigate psychological aspects with regard to succession. Nevertheless, the aim was to elaborate a focused psychological field model in terms of succession. Likewise, critical aspects considering the family business system have been taken into consideration. Finally, a literature review is commonly seen as a post-work "dead body". However, the implications show a clear, directed focus within family business research. The authors recommend an increase in the number of concisely formulated research questions instead of generic approaches. Practical implications: Businesses should closely heed three imperative problem areas (individual, interpersonal and organizational) as well as the stage in which conflicts arise (preparation, transfer/takeover, and continuation), if they want to be successful in the succession process. Originality/value: The paper offers an overview of the limited number of existing articles and their implications that address the psychological aspects of the succession process. Furthermore, the psychological issues identified that cause conflicts during succession are consolidated and categorized.

It is a key factor for entrepreneurial success to identify and to assess potential partners. The authors discuss traditional methods of evaluating cooperation relationships and cooperation partners and develop an integrative tool to assist with partner evaluation. Evaluations can tie in with the characteristics of the partners and the relationships. However, due to the lack of a theoretical foundation such checklists can only be interpreted on the basis of considerations of plausibility. Alternatively, it is possible to evaluate the resources exchanged. However, this view limits the evaluation to only one central aspect, neglecting the problem's complexity. Against this backdrop, we propose an integrative evaluation tool for (potential) cooperation partners using the formal structure of the Balanced Scorecard and discuss its advantages and limitations.

This article investigates the catalyst effect of industrial cluster formation on innovation propensity using as a basis small and medium enterprises (SMEs) located in two regions of transformation and structural change: Brandenburg in Eastern Germany (the former German Democratic Republic) and Lubuskie in Poland. Based upon Porter's (1990a) Diamond of Competitive Advantage of Regions, which is empirically applied in an explorative manner, this article aims to develop a better understanding of the necessity for interaction between enterprises and policy makers and looks at the rationale of establishing industrial and service clusters as the motor for sustained regional development. ; Der vorliegende Beitrag untersucht den Katalysator-Effekt der Bildung von Industrie-Clustern auf die Innovationsneigung auf Basis einer Befragung kleiner und mittlerer Unternehmen (KMU) aus zwei sich in Transformation und strukturellem Wandel befindlichen Regionen: Brandenburg in Ostdeutschland (frühere Deutsche Demokratische Republik) und Lubuskie in Polen. Vor dem theoretischen Hintergrund von Porters (1990a) Diamanten-Modell der Wettbewerbsvorteile von Regionen, das explorativ empirisch angewendet wird, zeigt dieser Artikel an den empirischen Ergebnissen die Notwendigkeit der Interaktion zwischen Unternehmen und politischen Entscheidungsträgern auf und beleuchtet die Hintergründe der Etablierung von Industrie- und Service- Clustern als Motor für nachhaltige regionale Entwicklung.

PurposeThe employer brand is a crucial intangible asset for companies as it enhances the employer–employee relationship, leading to improved employee performance and overall company outcomes. This paper aims to investigate the contribution of the employer brand to the financial results of companies in southern Europe.Design/methodology/approachThe sample consists of 266 companies operating in southern European countries during the year 2020. Secondary data on employer brand attributes, assessed from the perspective of current employees, were collected from the Glassdoor platform. Financial indicators were obtained from the companies' annual financial reports. The research hypotheses were tested using regression analysis.FindingsThe results of the regression analysis support the notion that the employer brand contributes to profitability indicators and management effectiveness indicators of southern European companies. However, the study did not find evidence supporting the contribution of the employer brand to market indicators and financial structure indicators of the observed companies.Originality/valueThis study is one of the first empirical investigations to assess the role of the employer brand as a human capital tool for enhancing the financial performance of companies in southern Europe. The study examines employer brand attributes from the perspective of current employees, who actively participate in shaping the employer brand and the company's image. In contrast to prior research, this study incorporates a more extensive set of financial indicators, categorized into four groups: profitability indicators, management effectiveness indicators, market indicators and financial structure indicators.

AbstractCorporate social responsibility (CSR) provides companies with an opportunity to contribute to addressing global challenges such as climate change, resource scarcity, wealth inequality, and fragile economic and political systems. Previous research has primarily focused on examining firm strategies and policies in response to these issues, but has paid limited attention to the involvement and role of employees in implementing CSR within organizations. By adopting a stakeholder theory perspective, this article aims to explore the perceptions and experiences of internal stakeholders regarding CSR initiatives. It also seeks to identify themes emerging from narrative interviews that are relevant to employees engaged in a transformative change process toward sustainability. The findings underscore the crucial role of employees as facilitators of CSR, highlight potential divergent perspectives on sustainability efforts, and recommend the inclusion and empowerment of employees in CSR initiatives. By doing so, organizations can effectively implement ecological sustainability and increasingly address social sustainability both within the firm and in the broader context.