A substantial body of work views initial foreign market entries (FMEs) as intentional and deliberately planned by proactive decision-makers. However, research suggests that FMEs may also occur serendipitously. We take an international opportunity recognition (IOR) perspective and focus on the cognitive underpinnings of serendipitous internationalisation processes associated with six ventures. We highlight differences in the causal logics of decision-makers and cognitive attributes that, in the process of updating causal logics, create oscillations between serendipitous and subsequent planned FMEs. We also explain when and why an effectuation logic is more likely to be employed. We extend research on IOR by elaborating a dynamic interaction between planned and unplanned cognition that provides new insights into how cognitive processes facilitate opportunity recognition.

No abstract

Purpose: We examine the relationship between individual-and country-level values and preferences for job/organizational attributes.Design/methodology: Survey data were collected from 475 full-time employees (average of 9 years work experience, and 3 years in a managerial position) enrolled in part-time MBA programs in seven countries. Findings:Preference for a harmonious workplace is positively related to horizontal collectivism, whereas preference for remuneration/advancement is positively related to vertical individualism.We also find a positive relationship between preference for meaningful work and horizontal individualism, and between preference for employer prestige and social adjustment needs. Research limitations/implications:Although our sample comprised experienced, full-time professionals, using graduate business students may limit generalizability. Overall, our results provide initial support for the utility of incorporating the multidimensional I/C measure, as well as social adjustment needs, when assessing the relationships between values and employee preferences. Practical implications:For practitioners, the primary conclusion is that making assumptions about preferences based on nationality is risky. Findings may also prove useful for enhancing person-organization fit and the ability to attract and retain qualified workers.Originality/value: This study extends research on workers' preferences by incorporating a new set of values and sampling experienced workers in a range of cultural contexts.

No abstract

Purpose-The present study tests a mediated model of the relationship between self-concept orientation (individualist and collectivist) and organizational identification (OrgID, Cooper and Thatcher, 2010), with proposed mediators including the need for organizational identification (nOID, Glynn, 1998) as well as self-presentation concerns of social adjustment (SA) and value expression (VE, Highhouse et al., 2007). Design-Data were collected from 509 participants in seven countries. Direct and mediation effects were tested using structural equation modeling (AMOS 25.0). Findings-Individualist self-concept orientation was positively related to VE and collectivist self-concept orientation was positively related to nOID, VE and SA. VE mediated the relationship between both self-concept orientations and OrgID. In addition, nOID mediated the relationship for collectivist self-concept orientation. Practical Implications-This study identifies underlying psychological needs as mediators of the relationship of self-concept orientation to organizational identification. Understanding these linkages enables employers to develop practices that resonate with the self-concept orientations and associated psychological needs of their employees, thereby enhancing organizational identification. Originality/Value-This study provides a significant contribution to the organizational identification literature by proposing and testing for relationships between self-concept orientations and OrgID as mediated by underlying psychological needs. The results provide support for the mediated model as well as many of Cooper and Thatcher's (2010) theoretical propositions, with notable exceptions.