This study examines how emerging market multinational enterprises (EMNEs) respond to cross-national diversity in environmental regulation. Prior research suggests that internationalization exposes EMNEs to diverse environmental standards and may facilitate regulatory learning, yet offers a limited understanding of the mechanisms through which such exposure translates into green innovation. Drawing on institutional theory, we argue that green innovation is particularly fostered when EMNEs operate across host countries whose environmental regulatory regimes are more stringent than those in the home country, and when such exposure varies across multiple host locations. We theorize that this form of environmental regulatory diversity creates learning pressures and legitimacy incentives that motivate EMNEs to upgrade their environmental capabilities through green innovation. Using panel data comprising 9,362 firm-year observations from 1,088 Chinese MNEs over the period 2008–2021, we find support for our arguments. We further show that these effects are contingent on organizational and institutional conditions, specifically top management teams’ technological expertise and the strength of intellectual property enforcement in home-country locations. These findings advance research on EMNE learning and sustainable innovation under complex global environmental governance.

Cultural tightness measures the extent to which individuals behave according to the broader values shared by other members in society. While cultural tightness has been studied extensively in the context of individuals’ behavior and (cross) country-level outcomes, much less is known about the explanatory power it holds in the setting of organizational structures. Motivated by the ambiguous relationship between cultural tightness and population-level gender equality documented by prior literature, we investigate whether cultural tightness helps explain board gender diversity levels in China. Rooting our hypotheses in institutional theory and the contextual governmental reforms of China, we leverage a large sample of Chinese A-share listed firms and document that firms located in culturally tight provinces have higher levels of board gender diversity. Further analyses reveal that cultural tightness in China partially offsets the impact of more traditional Confucian values, and the relationship becomes more pronounced in settings where firms can realize higher legitimacy gains from adopting women on their boards. Finally, we counter potential critiques of window dressing, by demonstrating that in culturally tighter areas women are more likely to be higher educated, have more experience abroad, hold more board positions, and are less likely to be independent directors.