The purpose of this study is to review the literature investigating the effectiveness of talent management on performance management in oil and gas companies operating in Saudi Arabia. The industry is confronted with the imperative of strategically managing its talent to ensure sustained effectiveness and optimal performance. The literature review employs inclusive and exclusive criteria, utilising thematic analysis to explore nuanced dimensions within this unique industrial context. This approach emphasises the interplay between strategic talent management approaches and their impact on organisational performance. Key areas such as recruitment, development, retention, and succession planning are critically analysed. Preliminary results revealed the importance of identifying effective talent management strategies, addressing challenges, and aligning these with industry demands while considering cultural and contextual influences. These findings suggest that organisations may enhance their performance and achieve long-term success in the process of implementing effective talent management practices.

This study will investigate the impact of FDI motivations of EMNEs on their ownership level choice and the role of the board of directors in this relationship through their corporate governance mechanisms in the context of Turkish MNEs. OLI framework and resource dependency theory will be used as theoretical bases for the study. The research hypotheses will be tested by completed CBMAs by Turkish MNEs for the years 1998-2021.

Responding to calls that criticised conceptualizations of foreignness in terms of home and host country dissimilarity and called for a more dynamic understanding of how the foreignness of MNEs is constituted, we examine how constructions of MNEs foreignness change over time within shifting contexts, and how MNEs respond to and manage such changes. Taking a historical multiple case study approach, we focus on Japanese MNEs in the U.S during the 1970s to 1990s, and show how changing bilateral relations between the U.S. and Japan, and the geo-political context within which these relations were embedded, led to different narratives of the foreignness of Japanese MNEs in the U.S. While at times Japan was constructed as a reliable foreign ally, at other times it was constructed as a suspicious friend, and as a hostile foreigner on other occasions. These narratives were enacted and mobilized differently by diverse host country actors as they attempted to shape their fields in ways that serve their interests, leading to different conceptions of the foreignness of Japanese MNEs within and between different temporal contexts. These social constructions of foreignness can present MNEs with both identity opportunities and threats, which MNEs attempt to manage through identity work.

A key idea in the literature on industry evolution and the origins of start-ups is that incumbent firms are breeding grounds for new entrepreneurs (Klepper 2011, Gompers 2005, Agarwal et al 2004, Feldman et al 2019).1 Employees develop experiences, knowledge and skills and learn about organizational routines and practices at their employers that bode for ideas for business ventures as well as capabilities to successfully realize such ideas by developing new firms that survive and grow. There is indeed significant evidence that employee spinoffs, i.e. new firms started by employees of incumbent firms, perform better than de novo entrants (Erikson and Kuhn 2006, Andersson and Klepper 2003). A main explanation for this empirical regularity is that founders of employee spinoffs inherit knowledge of technology, business practices, markets, organizational routines as well as networks to customers, suppliers and potential collegaues from their prior employers (Agarwal 2016, Feldman et al 2019, Klepper 2009, Furlan and Grandinetti 2020, Criaci et al 2021, Basu et al 2015).