In this work we discuss the impact of the new ICT techno-economic paradigm upon the vertical and horizontal boundaries of the firm and ask whether the change in the sources of competitive advantage has resulted in changes in the size distribution of firms and also in the degree of concentration...

Financial distress and market exit play a key role in ensuring an efficient allocation and may also have negative social and economic consequences like loss of employment and output in particular areas, loss of technical knowhow and expertise or disruption to important services. In this context,...

906 employees from Estonian companies were studied in order to explore how task-orientation and relationship-orientation of organisational culture influence attitudes to the process of organisational change among employees in post-socialist organisations. The current survey indicates that people...

The firm is defined in terms of its financial objectives, achieved through human-based organizational competence, conferring scale economies on all other factors. Competence is developed through organizational learning, jointly produced with the value added of the firm, largely manifesting...

This article presents an original conceptual framework for the strategic management of intellectual capital assets in software development companies. The framework is based on Lewin's Force Field Analysis. The framework makes it possible to assess software company managers' opinions regarding...

Change is crucial for organizations in growing, highly competitive business environments. Theories of change describe the effectiveness with which organizations are able to modify their strategies, processes, and structures. The action research model, the positive model, and Lewin's change model...

This paper surveys major empirical regularities concerning changes in earnings inequality in Europe and the U.S. over the past 25 years. Next, it indicates which of these regularities can be explained within the competitive demand-supply framework of analysis and what is left unexplained....

Nowadays, employees' readiness for change plays a key role to implement many organizational change initiatives. Using a sample of 510 bank employees in Jordan, this study seeks to analyze how high-performance human resource management practices and affective commitment impact employees'...

Drawing on the literature on organizational change, technological change, and inertia, this paper explores how the moment that companies choose to initiate a technological change relative to other companies from the same regional and industrial context influences the company's performance. In...

Organizations are frequently unsuccessful in creating employee support for change. Research has asserted that one important reason for change resistance is employee uncertainty. Yet despite wide consensus that leadership and communication are key vehicles to influence employees' change...