制度、资源依赖与企业国际化中腐败的两重性

IF 5.4 2区 管理学 Q1 MANAGEMENT
Maksim Belitski, Yelena Kalyuzhnova, Rifat Kamasak, Benjamin Laker
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引用次数: 0

摘要

尽管对制度和企业国际化进行了广泛的研究,但非正式关系,即腐败,对企业国际化的共同企业和宏观层面的影响,特别是在特定的产业背景下(资源导向型与非资源导向型产业),仍然没有得到充分的探索。为了研究企业在资源依赖和制度质量变化这两种边界条件下如何国际化,我们运用了赫克曼类型的选择偏差,并使用了分布在137个国家的186027家企业,数据来自世界银行企业调查在2006年至2024年间进行的多次企业调查。我们的实证研究结果表明,腐败是一把双刃剑。虽然它通过减轻管理层面的官僚程序对企业出口产生积极影响,但由于它增加了宏观层面的不确定性和运营成本,对出口的影响变为负面。对于资源型行业的公司,这种影响会加速。我们强调腐败、资源依赖和国际化之间的相互作用,并提供有针对性的政策和实际意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Institutions, resource dependence and the dual nature of corruption in firm internationalisation
Despite extensive research on institutions and firm internationalisation, the joint firm and macro-level effects of informal relationships, that is, corruption, on firm internationalisation, particularly within specific industrial contexts (resource-based vs. non-resource industries), remain underexplored. To investigate how firms internationalise under 2 boundary conditions – resource dependency and variations in institutional quality – we apply the Heckman-type selection bias and use 186,027 firms spread across 137 countries, with data collected through multiple firm surveys conducted by the World Bank Enterprise Surveys between 2006 and 2024. Our empirical findings demonstrate the double-edged sword of corruption. While it positively affects firm exports by mitigating bureaucratic procedures at the managerial level, the effect on exports turns negative as it increases uncertainty and operational costs at the macro-level. The effects are accelerated for firms in resource-based sectors. We highlight the interplay between corruption, resource dependencies and internationalisation and provide targeted policy and practical implications.
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来源期刊
Human Relations
Human Relations Multiple-
CiteScore
12.60
自引率
7.00%
发文量
82
期刊介绍: Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.
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