The purpose of the study is to analyse the joint impact of external factors of small and medium-sized enterprises (SMEs), such as export promotion programmes (EPPs), which encompass trade mobility-, information-, education-, and trainingrelated programmes, and internal factors of SMEs, which encompass export-related resources, preceding-year export performance, and its impact on current-period export performance. The study tests their relationship with structural equation modelling using a random sample of 95 exporting SMEs in an emerging economy, Peru. The results indicate that experiential knowledge provided by trade mobility-related programmes and export performance of the preceding year positively influence the resources of SMEs oriented towards export activity as well as current export performance. Moreover, the results highlight the need to review the efficacy and design of EPPs, acknowledging the available resources of SMEs as well as the internationalisation theories of the firm, in order to enhance their influence on the international development and export performance of SMEs. Finally, the study has extended the knowledge about emerging economies by showing the role EPPs play in SMEs' export performance.

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Our research studies the international competitiveness of small and medium-sized enterprises (SMEs) in an emerging Latin-American country. Using a sample of 100 SMEs in Peru, we find that firms compete abroad with standardized products, which are conditioned by the host-country markets, human capital, and industry cooperation. However, the results show that the age and size of the firm are not determining factors in competing overseas. Our findings open a new agenda for policymakers when interpreting how they should promote and support Latin-American SMEs.

PurposeThis paper's aim is to evaluate the effect of the use of information technology and communications (ITC) on the international competitiveness of firms in developing countries. The study also seeks to evaluate other factors that allow or condition the use of ITC such as: human resources, collaboration of the industrial sector, and local environment.Design/methodology/approachThese effects are examined through an empirical research of 100 small to medium‐sized enterprises (SMEs) from a developing country – Peru.FindingsSMEs from developing countries follow an isomorphic approach. This is because they tend to imitate or copy the better practices from developed countries. The results have shown that ITCs have a positive effect on the international competitiveness of firms.Research limitations/implicationsA limitation is the cross‐sectional character of this research.Practical implicationsFirms use ITC to manage their inventory, for the communication between manufacturers and offices, and suppliers, for bill payments, and for the management of sales and marketing, and for the management of their networks.Originality/valueAccording to the literature reviewed, this study is one of the pioneers in contrasting empirically whether the use of ITC contributes positively to the international competitiveness of firms in the developing countries of Latin America.

Purpose -The purpose of this paper is to examine the moderator role of hierarchical distance (HD) in the relationship between human resources management (HRM) practices and organizational performance (OP, perceived/financial). To date there is no empirical evidence that demonstrates whether HD affects this relationship. Design/methodology/approach -These relationships are examined through an empirical study of 102 small-and medium-sized enterprises from Europe (Spain). Partial least squares structural equation modeling is used to test the moderator effect of HD. Findings -The results show that HD is a cultural dimension which moderates the relationship between HRM practices and OP. Furthermore, when OP is studied in relation to HRM practices, the use of perceived measures are considered more appropriate as these indicate the opinion of employees and managers regarding about OP.Research limitations/implications -The non-cross-sectional character of the paper. Practical implications -Organizations should consider HD when deciding the structure and application of their HR practices, since a lesser HD has positive effects on business results. Originality/value -Little attention has been paid to non-linear models, with particular reference to the inclusion of cultural dimensions -such organizational culture (i.e. HD) -in HRM models.