Internationalization, Networking, Small- to medium-sized enterprises (SMEs), Emerging economies, Institutional support, Malaysia,

Understanding the internationalization process of small to medium-sized enterprises (SMEs) is imperative for emerging economies to compete globally. Empirical findings of SMEs from emerging countries are still lacking. Thus, this study intends to fill this gap by providing a comprehensive model for the process of SMEs internationalization in Malaysia. Five major internationalization perspectives namely process and stage models, network, born-global and international new ventures, resource-based view, and international entrepreneurship were integrated in formulating a framework for this study. In-depth interviews were carried out with thirty-two Malaysian experts including academics, policy makers, government agencies, chamber of commerce, and research institute. Interviews were transcribed and analyzed manually using thematic coding and frequency counts analysis. Six important factors with distinguished categories and items pertaining to SME internationalization process were identified: 1) triggering factors; 2) internal factors; 3) external factors; 4) networking; 5) barriers and challenges, and 6) operations for internationalization. The main contribution of this study is a generic model of SME internationalization that can provide apertures on researching into SME internationalization in emerging economies.

Entrepreneurial activity relating to women entrepreneurs has been the interest of many researchers, as they have become the main contributors to today's economy. However, not much is known about what motivates and hinders 'womenpreneurs' in their entrepreneurial process. This paper examines the motivational factors and barriers of 194 Malaysian womenpreneurs who were randomly selected from a list of Federation of Women Entrepreneur Associations in Malaysia. The research design in this study focused on the primary data collected using a self administered questionnaire that was distributed through mail survey. The instruments assessed relevant areas, such as demographic and business information, motivations, entrepreneurial characteristics, and business problems. Result of

This study examined the relationship between perceived organizational support and job satisfaction as well as the moderating effect of propensity to trust on this relationship. White-collar bank employees (N=108) were surveyed. The results of multiple regression analyses on the data collected showed that perceived organizational support was positively related to job satisfaction. The relationship between perceived organizational support and job satisfaction, however, was stronger among employees with a low propensity to trust than among those with a high propensity to trust. Implications of the findings and directions for future research are discussed.

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