Lecturer- Cranfield School of Management
Oksana’s main research interests are in the areas of decision making and cognition in the field of entrepreneurship. Her recent research investigated decision making by private equity and venture capital firms as well as the conceptualization of resilience in the context of entrepreneurship.
- Management and Leadership
The relationship between middle market firms’ access to finance and internationalization intentions. Research Paper No 54
Published: 22 February 2017
This article examines the relationship between middle market firms’ access to finance and their exporting intentions. We hypothesise that this relationship is positive but moderated by a firm’s age. We test our hypotheses using a novel dataset of middle market firms across four large EU economies. Our analysis demonstrates that the relationship between middle market firms’ access to finance and their exporting intentions is different for younger and older firms. When younger firms have ready access to finance they are less likely to enter new geographic markets, while when older firms have ready access to finance they are actually more likely to enter new geographic markets.
Sustaining growth – the HR dimension HR practices and management and leadership skills of High Growth SMEs
Published: 30 June 2016
This research set out to investigate human resource management (HRM) practices and leadership behaviours in UK SMEs that represent a small proportion of firms to have achieved long-term growth. We interviewed 30 senior leaders of such SMEs and found that most leaders espouse key high performance work practices such as selective hiring, employee development, open communication, and, to a varying degree, performance management and employee participation. Through flexible informal practices, SME leaders tap into employee’s intrinsic motivation to enhance performance and to develop personal trust and reciprocity. Overall, our research paints a picture of HRM in growth-oriented UK SMEs as a complex phenomenon where a number of formal and informal HR levers interact, guided by a compelling vision, and creating a positive company culture in the process.