Bücher der Reihe Mir Special Issue

Entrepreneurial Internationalization or International EntrepreneurshipA Taxonomy of Born-global FirmsA Typology of Small International FirmsToward Greater International Entrepreneurship among Smaller AgribusinessesExplaining Export Performance: A Comparative Study of International New VenturesThe Entrepreneurship-Philanthropy NexusInternational Entrepreneurship: Aspects of Rapid Internationalization in SMEs

The papers in this Special Issue show that a new theory of international management built to explain regional-level strategy and structure is required. It presents different approaches that show the necessity of selectivity in internationalization on all levels of economic relations.

impact in terms ofnew opportunity and risk. In Japan new markets can be in the offering as a result of expected deregulation. But on the other hand greater competition in the home-countries can become a threat, when a host of new fast growing Japanese companies appear on the scene as they break out of oversized and inflexible corporate groups, and seek their fortune independently on global markets. Six years after Tiananmen China stands today as one of the worlds leading growth nations. Because ofthis - and only for this reason - it is recognized and to a certain extent even respected by all countries as a partner in commerce and industry. Trade ties with the western world are stronger than ever before. Japanese trade with China has been booming since 1989, peaking at roughly U. S. $ 38 billion in 1993. U. S. -China trade has almost tripled since 1988 to $ 41 billion in 1993. A similar pattern is seen in China's trade with West Europe which according to Chinese figures amounted to U. S. $ 22 billion in 1993 which was 50% above the volume reached in 1992. Although in China "actual" investment can be way below "approved" investment, the fact remains, that some U. S. $ 20 billion have been poured into the country since 1991 and another $ 12 billion were absorbed in 1992.

Mir special issue 1/97 faces challenges and analyzes essential considerations governing international human resource and cross cultural management in the latter 1990s. International business scholars contribute to this special issue and present theoretical concepts and empirical evidence.

Der Leser erhält wichtige interne Kenntnisse über asiatische Marktstrategien und die Gründe der jüngsten Wirtschaftskrise Japans. Den Schwerpunkt bilden Beiträge über vergleichbare nationale Unternehmen und ausländische Tochterunternehmen.Verzeichnis: Beiträge über vergleichbare nationale Unternehmen und ausländische Tochterunternehmen.

Das Heft bietet einen kurzen Überblick über die geschichtliche Entwicklnug des Internationalen Managements sowie neuere Ergebnisse aus der internationalen Forschung.

Even though Internet business no longer makes headlines, the Internet does affect the management of international business operations in ways that to a large extent remain unresolved. This book reflects on the basics of the empirical evidence of the last years during which firms have pursued the commercial opportunities of the Internet.

Wales (UK), Karl-Klaus Pullig, University of Paderborn (Germany), Max RingI­ steuer, Catholic University ofEichstätt (Germany), Ewald Scherm, University of Hagen (Germany), Stefan Schmid, Catholic University of Eichstätt (Germany), Karl-Heinz Schmidt, University of Paderborn (Germany), Ursula Schneider, University of Graz (Austria) and Joachim Wolf, University of Hohenheim (Ger­ many). For support in the organization of the review process the editors thank Christopher Gramley. The outcome of the review process was that 13 papers were selected for pub­ lication in two special isslIes which both address the field of international human resource management. There were many other very well-written and high quality papers but due to space limitations, the editors could not include more contribu­ tions. For those interested in the other papers of the IHRM-conference we recom; mend the conference proceedings which are available from the University of Paderborn (E-mail: Testing@notes.uni-paderborn.de). The selected papers can be related to three broad IHRM-approaches which are described below: ¿ Cross-cultural management approach: early work in this field (especially in Anglo-Saxon cOllntries) emphasized a cross-cultural management approach which examines human behavior within organizations from an international perspective. ¿ Comparative HRM: A second approach developed from the comparative indus­ trial relations and HRM literature seeks to describe, compare and analyse HRM systems in various countries. ¿ HRM in mulfinationalJirms: A third approach seeks to focus on aspects ofHRM in multinational firms, especially expatriate management and HR in subsidiaries.

sity of Essen (Germany), Odd Nordhaug, Norwegian School of Economics and Business Administration (Norway), Michael Poole, University of Wales (UK), Karl-Klaus Pullig, University of Paderborn (Germany), Max Ringlstetter, Catho­ lic University of Eichstatt (Germany), Ewald Scherm, University of Hagen (Ger­ many), Stefan Schmid, Catholic University of Eichstaett (Germany), Karl-Heinz Schmidt, University of Paderborn (Germany), Ursula Schneider, University of Graz (Austria), Wolfgang Weber, University of Paderborn (Germany) and Joachim Wolf, University of Hohenheim (Germany). For support in the organiza­ tion of the review process the editor thanks Christopher Gramley. The outcome of the review process was that 13 papers were selected for pub­ lication in two special issues which both address the field of international human resource management. There were many other very well-written and high quality papers but due to space limitations, the editors could not include more contribu­ tions. For those interested in the other papers of the IHRM-conference we recom­ mend the conference proceedings which are available from the University of Pa­ derborn (Email: MFesting@notes.uni-paderborn.de ). The selected papers can be related to three broad IHRM-approaches which are described below: ¿ Cross-cultural management approach: early work in this field (especially in Anglo-Saxon countries) emphasized a cross-cultural management approach which examines human behavior within organizations from an international perspective. ¿ Comparative HRM: A second approach developed from the comparative indus­ trial relations and HRM literature seeks to describe, compare and analyse HRM systems in various countries.