The purpose of this article is to present an evolutionary model of the enablers and inhibitors affecting the implementation and sustainability of continuous improvement. With this aim, a qualitative study using the grounded theory was carried out. Interviews were conducted with managers responsible for continuous improvement in first‐tier suppliers in the automotive sector. As a result, two existing lines of research in the continuous improvement literature are synthesized: on one hand, the literature concerning the enablers and barriers associated with continuous improvement sustainability; and on the other, the literature concerning the evolutionary model. © 2011 Wiley Periodicals, Inc.

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To identify the combinations of the economic and social aspects related to female entrepreneurship in OECD countries, we carried out a cross-national analysis of female entrepreneurship using fsQCA methodology. We analyzed 2015 data from 29 OECD countries, covering different geographical areas. Data were retrieved from three databases (Global Entrepreneurship Monitor, Country Risk Score, and Glass Ceiling Index) and the relationship between entrepreneurship by gender and the conditions in a country were studied, especially those socially related to gender under female labor working conditions. The results show that the combination of good country risk score conditions and the low presence of women in power positions is related to high female entrepreneurship and low gender labor-force gap. By contrast, low female entrepreneurship is reached through a combination of high gender labor-force and wage gaps.

This qualitative study examines the digitisation of HRM in a cloud-based environment. The influencing factors for the transformation from conventional HRM to eHRM are examined with a special focus on the success factors from a strategic to the operational level. Additionally, an in-depth analysis of the currently existing and new HR metrics which emerge during the transformation takes place. The study is based on interviews with HR experts with extensive experience in transforming and working with the new technology. Active participation of the HR department is relevant for the success of the digital transformation HRM project. HR metrics have not been applied extensively so far and are used less for controlling and optimizing HR processes. New metrics would increase the acceptance of the new technology and thus the success of the overall HR transformation. The main contribution is related to the field of HR software adoption of cloud-based solutions.