Given that replication studies are important for theory building, theory testing, knowledge accumulation, and domain legitimacy, we attempted to replicate 19 seminal studies of new venture emergence that used PSED-type data; only six attempts were successful. Our humbling experience highlights how changes at the author, journal, and institutional levels—indeed, a communal effort—can encourage, facilitate, and expedite replication studies. We provide entrepreneurship scholars with ten best practices for conducting replication studies, as well as recommendations to other stakeholders to steer away from the replication “crisis” plaguing other research domains. As they say, it takes a village.

We study the impact of formal and informal institutions perceived and experienced by firms on their innovation using the 2012 World Bank Enterprise Survey data in China. We propose a framework to identify different innovator types of firms. Our analysis shows that (1) perceived constraints from the governmental system make firms more likely to be innovators than non-innovators; (2) perceived constraints from the legal system make firms more likely to be imitators than innovators; (3) lack of formal finance makes firms more likely to be non-innovators than innovators; (4) prevalence of bribery makes firms more likely to be non-innovators than innovators but less likely to be innovation pretenders than innovators. Our study enriches institutional theory and innovation research by establishing a framework that encompasses multiple dimensions of formal and informal institutions perceived and experienced by firms and the impacts of such perception and experience on firms’ propensity to become certain type of innovator.

Human action recognition has become a challenging task in computer vision because it is difficult to combine spatiotemporal information. A multi-attention spatiotemporal graph convolution network is proposed.The core idea is to construct a connected graph according to the time series information and natural connection of human skeleton, and use the spatiotemporal graph convolution network with multi-attention mechanism to automatically learn spatial and temporal features and optimize the connected graph to realize prediction. Graph attention module is introduced, the topological structure of the graph constructed by the model will be optimized with the process of network training after initialization, then the topological structure which is more suitable for expressing human actions will be obtained. In addition, the channel attention module is added to make the network pay more attention to the important channel information, so as to extract the features of describing actions more effectively. A large number of experiments are carried out on the recognized large datasets: NTU-RGDB and Kinectics, which show that the method has higher recognition accuracy.

Purpose This paper aims to investigate the Chinese employment relationship under the framework of psychological contracts. The authors explored the effects of firm ownership (in terms of state-owned and private enterprises) and employment type (in terms of permanent and temporary employees) on employee perceptions of psychological contract. In addition, the associations between fulfilled psychological contract and various dimensions of employee attitudes were examined. Design/methodology/approach The authors adopted a questionnaire as the primary instrument to investigate the impact of firm ownership and employment type on psychological contract perceptions and outcomes. The analysis was based on a Chinese sample of a size of 363 employees. Findings The results indicate that state-owned employees overall reported fewer promises (employer under-obligation promised psychological contract), while private employees tended to have more promises (mutual high obligation, employer over-obligation and quasi-spot obligation promise-based psychological contract). Permanent employees reported high fulfillment (employer over-obligation, mutual high obligation and employer under-obligation fulfilled psychological contract). In contrast, temporary employees presented many promises (mutual high obligation promised psychological contract) and low fulfillment (quasi-spot fulfilled psychological contract). In general, firm ownership had weak effects on permanent and temporary employees’ perceptions of promise-based psychological contract, but no significant influence on fulfillment-based psychological contract. Moreover, psychological contract fulfillment was positively related to employees’ fairness perception and job satisfaction, while negatively related to the intention to quit. The authors failed to find comprehensive statistical support for the moderating effects of firm ownership or employment type. Originality/value The study contributes to the literature through a number of ways. First, instead of psychological contract breach, the authors use psychological contract fulfillment as a direct measure to examine the relationship between psychological contract and employees’ attitudes. Second, they investigate the effects of firm ownership on employment relationship under the psychological contract framework, enriching the institutional lens of the issue. Third, while majority of psychological contract studies concerning employment type concentrate on either permanent or temporary employees, the authors take both types into account. Fourth, they integrate perspectives of firm ownership and employment type. Finally, the authors perform the study in the Chinese context, which offers extra evidence to the body of psychological contract literature.

This study aims to understand the relationship between female corporate leadership and firm performance based on exploration and exploitation strategies using a global enterprise data set. Previous studies report conflicting evidence of female corporate leadership on firm performance. This study applies an exploration–exploitation framework and suggests that the relative advantage of female corporate leadership relies upon certain aspects of the firm’s growth strategy. The empirical evidence confirms that the relative advantage of female corporate leadership resides more in the exploitation than the exploration aspect of a firm’s growth strategy compared to male corporate leadership. The study thus offers important implications for broader business practices when considering the alignment between the choice of corporate leadership and firm growth strategy.