This study adopts a resource-based view to model how location specific-factors among small and medium-sized enterprises (SMEs) in coastal environments in developing economies enable them to sustain clusters and contribute to economic growth. Locations of small and medium enterprises (SMEs) play a crucial role in determining their survival. SMEs agglomerations are often due to natural resource endowments and types of business climate in their environment. The amoebic nature and economic roles they play have made them the bedrock of the micro economy in most economies. This study contributes to the literature on crosscountry comparison of small and medium enterprises (SMEs) in Zhenjiang (China) and in Lagos State (Nigeria). The methodology used was mainly literature review and secondary research data from World Bank and data sets from China and Nigeria. The findings highlight an upsurge in research on SMEs in developing countries and how these enterprises have used locationspecific endowments to mitigate their resource limitation predicament. The learning points are envisaged to contribute to strategic growth in international business and foreign investments, knowledge for policy makers and to generate further comparative location studies in developing countries.

Several scholarly studies have associated strong group performance with a high level of group cohesion among the members. In this study, we investigated the impact of group cohesion on organizational performance using Carron, Widmeyer, and Brawley group environment questionnaire and Beauchamp, Bray and Carron (2002) role perception and acceptance scale administered to 180 employees in four branches of a commercial bank in Nigeria. The questionnaire was divided into three sections: demographics, role perception, acceptance and group cohesion. Our finding was inconclusive because group cohesion was found to be strong in groups with good performance likewise groups with weak performance. Further examination showed that groups with high cohesion consisting of members with higher organizational tenure outperformed groups made up of employees with lower organizational tenure.

The Niger Delta crisis was as a result of years of neglect of the states that constitute the oil rich Niger Delta States. This study aims to see the contribution of the multinational oil companies towards this unrest. Corporate Social Responsibility (CSR) as a discipline came into business management just recently but has made a lot of impact towards the development of the communities where businesses are located. This study intends to look at how and what have been done and what have been left undone by the Multinational Companies (MNCs) that invariably initiated or contributed to the civil unrest of the Niger Delta (the communities ISSN 1941-899X 2012 www.macrothink.org/jmr 2 where crude oil is abundantly found). The study employing qualitative and multi-method (secondary and primary sources) concludes that the MNCs have behaved irresponsibly towards the host communities through their philanthropic gestures rather than behaving responsibly by genuinely holding and treating the communities as real stakeholders. Journal of Management Research

Understanding and managing University student’s environmental and sustainable behavior is critical to reducing global environmental problems and influencing pro-environmental behaviors. Survey data obtained from University students in different cities in the United States (n = 75) and Chinese Students in Jiangsu Province, China (n = 109) were investigated and analyzed to identify major predictors of pro-environmental behaviors using the Comprehensive Action Determination Model. The results confirmed multiple factors such as Social norms, Intention to Act, Information Need and Situational factors significantly influence and shape the nature of pro-environmental behavior in the US and sets of Social norms, Intention to act, Environmental awareness, Information need and Situational factor in China. These findings are in consonance with the tenets of theory of planned behavior, norm activation theory; though the loading and effects differ in their local environment. University students in US showed higher level of pro-environmental behavior despite their individualistic society compared to Chinese students in China. The findings confirms the complexity of human behavior through the robustness of the comprehensive action determination model by showing that using unitary construct to predict environmental behavior is context specific and using different combinations of predictor variables exert significant influences in different local environments.

This conceptual paper investigates organizational climates through multiple lenses to highlight the complex web of forces and dynamics that influences the varied perceptions and experiences of organizational climates in any organization. The multi-faceted nature of employee perceptions of organization climates presents complex problems in human resource management and organizational well-being. Using a literature review and institutional environment framework, diverse perspectives and discourse are drawn on how an array of intertwined factors such as context, technology and innovation, ownership, goals and objectives, corporate governance, organizational change and life-cycle, physical conditions, workplace hazards, environmental stressors, organizational process, communication and organization structure can influence and shape organizational climate and resultant group dynamics. Moreover, several empirical results confirm the role institutional environments play in the organizational climate ecosystem. Our finding reveals that organizations could have several layers and types of organizational climates dependent on intervening soft and hard factors. Therefore, studies relating to organizational climates should adopt a holistic and systematic approach to understand the multi-layered dynamics in their context.