PurposeThis study aims to investigate the role of the components of intellectual capital (IC) on entrepreneurial opportunity recognition among small and medium enterprises (SMEs) in the Sultanate of Oman. The interrelationships of these components are also examined.Design/methodology/approachThe study used quantitative research methods. Data were collected using structured questionnaires from a sample of 347 respondents from SMEs operating in Oman. Structural equation modeling was employed to examine the hypotheses using partial least square technique.FindingsThe analysis results demonstrate that structural capital, relational capital and spiritual capital have significant relationships with entrepreneurial opportunity recognition. Meanwhile, human capital has no relationship with either entrepreneurial opportunity recognition or spiritual capital. Intriguingly, significant interrelationships are observed among IC's components.Practical implicationsThis study offers useful managerial implications for the related parties: firms, public institutions and other stakeholders. The findings could be a guideline for SME managers/owners to recognize the right entrepreneurial opportunity.Originality/valueTo the best of our knowledge, this study is the first to reveal the relationships between the tripartite model of IC and entrepreneurial opportunity recognition. This study is also the first to test the interrelationship of spiritual capital on other intellectual components.

The tools and techniques of strategic planning are being increasingly used in many parts of the world. Suggests that, although the planners in Bahrain appear to have limited awareness, there is a clear need for them to become more familiar with various tools and techniques to enhance their planning ability. Reports on recent research into the use of ten of the most common planning techniques: SWOT analysis, the product life cycle, the experience curve, the growth‐share matrix (BCG), the directional policy matrix, the PIMS study, gap analysis, perceptual mapping, financial analysis and SPACE analysis.

PurposeThis study investigates the influence of inclusion of nonfamily employees in family firms on their intellectual, social and affective engagement at the workplace. Furthermore, the framework proposed in the study considers the possible moderating influence of procedural justice in the above relationships.Design/methodology/approachA conceptual framework is developed with the support of the self-determination theory (SDT) and the social exchange theory. The study tests a set of hypotheses using survey data from 654 nonfamily employees working in private family firms in Malaysia.FindingsThe results reveal that inclusion has a positive and significant relationship with intellectual, social and affective engagement. While procedural justice moderates the association between inclusion and intellectual and affective engagement, it does not moderate the relationship between inclusion and social engagement.Research limitations/implicationsThe outcome of this study presents a nuanced understanding on how perceptions of inclusion of nonfamily employees by the dominant work group (DWG) (i.e. employees related to the firm owners) lead to positive firm-centric behavior among nonfamily employees.Practical implicationsThe study provides clues to family firm managers for creating a work environment where nonfamily employees perceive a sense of belongingness while their uniqueness is appreciated in order to be more engaged at the workplace.Social implicationsLittle is known about how diversity created within family firms by inclusion of nonfamily employees impacts organizations. The outcome of this study may reinforce the positive effects of inclusiveness in any social context.Originality/valueDiversity researchers have studied the influence of inclusion in areas related to sociology and psychology. However, there appears to be a dearth of studies in terms of how nonfamily employees would behave in family firms when they perceive a sense of inclusion in an organization dominated by employees who are related to the owners of the firm. Hence, this study appears to shed new light on how inclusion of nonfamily employees in family firms influences their behavior.

The importance of stimulating interest in entrepreneurship and small business is now recognized worldwide. In recent years, a number of organizations in Oman have started promoting entrepreneurship. In an attempt to diversify the economy and stimulate private enterprise development, government agencies and private institutions are participating in different entrepreneurship development activities. This paper provides a brief overview of the emergence of entrepreneurship education and training followed by a review of relevant programs and activities in Oman aimed at fostering entrepreneurship and small enterprise development. The paper also suggests how to enhance the efforts related to entrepreneurship development in the country and argues that a well developed comprehensive and co-ordinated program needs to be made available nationwide.

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