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Item Metadata only A state-market interplay framework for strategic knowledge management in Chinese MNEs(Elsevier, 2026-06)The internationalization of Chinese multinational enterprises (MNEs) has triggered a rapid rise in research on their knowledge management practices. However, this literature lacks a coherent theory to explain variation in Chinese MNEs’ knowledge management strategies in and over time. In particular, we still lack an understanding of how firms navigate the unique tension between a home-country state-as-strategist and the market-led logic of global competition. To address this theoretical gap, this paper draws on a systematic review of 150 articles to develop a state-market interplay framework for the strategic knowledge management of Chinese MNEs. Our framework explains how the relationship between state-led and market-led logics generates three distinct strategic modes, each with a corresponding dominant knowledge management strategy: (1) Subordinated Interplay emphasizing knowledge acquisition; (2) Conflicting Interplay focused on knowledge transfer; and (3) Integrated Interplay concentrating on global knowledge creation. We also identify firm-level capabilities and external and internal catalysts that influence transitions between modes. The study contributes to International Business theory and the knowledge-based view by offering a typology of state–market interplay in state-capitalist economies and by explaining the institutional contingencies of firms’ knowledge strategies. We conclude by outlining avenues for future research.Item Metadata only HR Barometer 2025 - 2025 Report on HRM Trends and Challenges in Belgian Organisations - Spotlight on HR in AI(Vlerick Business School, 2025)The HR Barometer is an annual initiative and comprises two parts. The first (stable) part focuses on the strategic importance of different HR practices by investigating the priority and mastery levels of 25 HR domains. For the second (variable) part we look into a specific challenge that is gaining momentum, which this year is: Artificial Intelligence in HR.Item Metadata only Strategic reward monitor 2025(Vlerick Business School, 2025)This 2025 edition of the Strategic Reward Monitor developed by the Centre for Excellence in Strategic Rewards, presents insights from 38 organisations related to three dimensions: 1. Overall effectiveness of their reward projects/policies and main learnings over the past year. 2. Deep dives into key topics in strategic rewards, including green mobility, diversity, equity and inclusion, pay transparency, and the use of AI.F 3. Trends and actions, specifically the projects member organisations have been working on in 2024, as well as the projects planned for 2025. Looking at the overall effectiveness of their reward policies, only one company considers its reward policies to be effective (and almost half of them consider reward policies to be rather effective). There is clearly room for improvement, related to reward satisfaction among employees, impact of rewards on organisational performance, recognition and fairness. Taking a deep dive into some topics, reward professionals seem to be happy with the support of their reward policies to green mobility (89.5%). Satisfaction drops regarding broader strategic alignment, with only 16% of the respondents considering their reward polices to be aligned with strategy. Key learnings by the member organisations over the recent past include the critical importance of reward communication, the preparation for the EU Pay Transparency Directive, and the growing pressure to balance tight budgets. There is also an increasing push for customised reward solutions, such as flexible mobility and flexible reward plans. In 2025, organisations will prioritise the implementation of the EU Pay Transparency Directive, expand mobility budgets, optimise bonus structures, and modernise performance management. There is also an increased focus on aligning reward structures with sustainability and diversity goals, along with investments in data systems, benchmarking, and flexible reward frameworks. The use of AI in strategic rewards is still very limited to not existing at all. This is, however, something that is expected to increase in the futureItem Metadata only Opportunities and Challenges in Family Office Research(Academy of Management, 2025-07)Acknowledging the need for a structured and integrative debate to kickstart the literature on family offices, this panel symposium aims to advance scholarly research by informing scholars on specific research opportunities and challenges in the field. Our panel consists of leading experts in the field who, collectively, have been cited over 90,000 times and serve(d) on the editorial board of leading entrepreneurship and strategy journals, including the Journal of Business Venturing, Entrepreneurship Theory and Practice, Strategic Entrepreneurship Journal, Family Business Review, and many others. In sum, this panel should invigorate a pronounced and interactive discussion on how to move the field forward.Item Metadata only Practices of European and American Venture Capitalists : Homogeneity and Heterogeneity at Work(Springer Nature, 2026)