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Galo, Marco. "Three essays on parent-employee relationships." Electronic Thesis or Diss., Cergy-Pontoise, Ecole supérieure des sciences économiques et commerciales, 2023. http://www.theses.fr/2023ESEC0003.
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Cette thèse explore les dynamiques complexes des relations interorganisationnelles entre les entreprises créées par des employés ou d'anciens employés (spin-outs) et leurs employeurs précédents (entreprises mères). Dans les trois essais de ma thèse, j'utilise les données compilées par l'INSEE - l'Institut National de la Statistique français - pour combiner plusieurs vagues d'enquêtes sur les entrepreneurs avec les informations financières de toutes les entreprises françaises et également avec un ensemble de données liant historique de travail des employés et entreprises employeurs. Grâce à cet ensemble de données longitudinales et représentatives au niveau national, j'identifie les entreprises créées par des employés et leurs relations avec leurs entreprises mères, ce qui me permet de théoriser sur les dynamiques relationnelles entre ces entreprises. Plus précisément, dans les trois essais qui composent cette thèse, j'étudie les relations collaboratives, compétitives ou coopétitives entre les entreprises mères et les entreprises créées par des employés, ainsi que les conséquences de ces relations. Dans le premier chapitre, j'examine les facteurs qui influencent la formation des différents types de relations (collaboratives, compétitives et coopétitives) entre les entreprises créées par des employés et leurs entreprises mères. En réalisant une série de modèles de régression multinomiale sur 5 973 dyades parents-employés, je montre que les connaissances spécifiques à l'industrie et le niveau de diffusion de ces connaissances influencent le type de relation qui sera établi entre la spin-out et l'entreprise mère. Le deuxième chapitre se concentre sur la mesure de l'impact du soutien des entreprises mères sur la survie et la performance des spin-outs. En suivant 48 604 entreprises créées par des employés français, je démontre que les spin-outs ayant reçu un support de leur entreprise mère ont de meilleurs taux de survie et des revenus plus élevés. Cependant, je théorise et montre que l'avantage économique attribué à ce soutien diminue avec le temps. Dans le troisième chapitre, j'étudie comment le type de relation des spin-outs avec leur entreprise mère affecte la performance de ces dernières. En utilisant une série de modèles de type "différence in differences", je montre que les événements de création de spin-out ont tendance à nuire aux entreprises mères, en particulier si les nouvelles entreprises sont dans une relation de compétition sur le même marché que leurs parents. Cependant, les entreprises mères peuvent compenser ces effets négatifs en établissant des relations collaboratives ou coopétitives avec les spin-outs. Dans l'ensemble, cette thèse offre un examen complet des moteurs et des conséquences des relations parents-employés, mettant en lumière les dynamiques complexes entre les spin-outs et leurs entreprises mères. Les résultats contribuent à la littérature sur les relations interorganisationnelles, les créations d'entreprises et l'entrepreneuriat des employés, fournissant des informations précieuses pour les chercheurs, les praticiens et les décideurs politiquesThis dissertation explores the complex dynamics of interorganizational relationships between employee spin-outs – i.e., ventures created by employees or ex-employees – and their previous employers (parent firms). In the three essays of my dissertation, I combine multiple waves of a survey of entrepreneurs conducted by the INSEE – the French National Institute of Statistics – with a dataset containing the financial information of all French enterprises and a linked employer-employee database. With this longitudinal, nationally representative, and unique combination of datasets, I identify the employee ventures and their relationships with their parents, allowing me to theorize about the relational dynamics between these firms. Specifically, in the three essays comprising this dissertation, I investigate the drivers of collaborative, competitive, and coopetitive parent-employee relationships and the consequences of these relationships to the parent and employee ventures. In the first chapter, I examine what influences the formation of different relationships between employee ventures and their parent firms. Conducting a series of multinomial regression models on 5,973 parent-employee dyads, I show that the spin-out’s industry-specific knowledge and the overall knowledge diffusion rate in its industry influence the likelihood of establishing collaborative, competitive, or coopetitive relationships. The second chapter focuses on the impact of parent support on the survival and performance of spin-outs. Tracking 48,604 French employee ventures, I demonstrate that supported spin-outs have better survival rates and higher revenue. However, I theorize and show that the economic advantage attributed to this support diminishes over time. In the third chapter, I investigate how the creation of employee ventures with different types of parent-employee relationships affects parent firms’ performance. Using a series of difference-in-differences models, I show that spin-out events tend to harm parent firms’ performance as captured by return on assets, especially if the new ventures compete in the same market as their parents. However, the parent firms may offset the adverse effects of these events by engaging in collaborative or coopetitive relationships with their employee ventures.Taken together, the studies that comprise this dissertation offer a comprehensive and novel examination of the drivers and consequences of parent-employee relationships, shedding light on the intricate dynamics between employee spin-outs and their parent firms. The findings contribute to the literature on interorganizational relationships, nascent enterprises, and employee entrepreneurship, providing valuable insights for scholars, practitioners, and policymakers alike
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Teodoro, i. Sadurní Jaume. "Entrepreneurial skills, trust and jobs: three essays on entrepreneurial skills of self-employed and employees." Doctoral thesis, Universitat de Girona, 2017. http://hdl.handle.net/10803/456999.
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This thesis is an empirical study that sets out to explain entrepreneurial activity, based on a broad concept of entrepreneurship. The study is based on the development of logistic regression models for a dichotomous variable of entrepreneurship, which we attempt to explain, always working from observational data from third party sources, basically GEM and REFLEX.
In the course of the thesis, we set out to explain entrepreneurial activity, starting with an initial approach that looks at institutional context and moving immediately to a second approach based on human capital. The study also incorporates both a closed-spectrum concept associated with self-employment as an occupational choice and a broad concept based on the behavioural approach, in other words, on the entrepreneur as an agent of change in an economic environment based on innovationAquesta tesi és un treball de caràcter empíric que cerca explicar l’activitat emprenedora a partir d’un concepte ampli d’emprenedoria. El treball queda suportat a partir del desenvolupament de models de regressió logística per una variable dicotòmica d’emprenedoria que volem explicar a partir dades observades en treballs de tercers, essencialment GEM i REFLEX. Al llarg de la tesi es cerca explicar l’activitat emprenedora a partir d’una aproximació inicial al voltant del context institucional per passar tot seguit a una altra aproximació basada en el capital humà. Alhora el treball incorpora tant un concepte d’emprenedoria d’aspecte tancat associat a l’opció ocupacional de l’auto-ocupació com un concepte ampli d’emprenedoria basada en l’aproximació conductual, és a dir l’emprenedor com un agent de canvi en un entorn d’economia basada en el coneixement
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Rintamäki, Timo, and Afzali Vassil. "Employees’ Entrepreneurial Attitudes and Opportunity Recognition." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-19589.
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Background: Organizations’ ability to recognize opportunities can provide competitive advantage for organizations in changing environment. In innovation-driven countries many en-trepreneurial people are working as employees in established companies and pursuing opportunities as corporate entrepreneurs. This is a group which researchers have dis-criminated by focusing only on CEO’s and entrepreneur’s opportunity identification capability. We would like to research the topic of employees’ opportunity recognition (OpR) and to find a link with their attitudes towards entrepreneurship, something that so far was not completely investigated in the literature. Purpose: The aim of the master thesis is to examine the relationship between the employee’s atti-tudes towards entrepreneurship and their implication on their ability to recognize opportu-nities – a step before developing innovation or uniqueness, resulting in creation of compet-itive advantage to the company, presumably leading to company growth. This paper in-tends to fill the gap in the literature regarding one of the dimensions of the factors leading to company growth and analyses a different business stakeholder group – namely employees in medium-sized companies. From business perspective, it might help company leaders understand the need of encouraging entrepreneurial initiatives and encourage them with some practical suggestions. The research question is: does employees’ attitude towards en-trepreneurship affect their opportunity recognition. Method: We have chosen deductive and explanatory approach for our research because we study causal relationship between attitudes towards entrepreneurship and OpR. The primary data was collected by a self-administered electronic questionnaire. The num-ber of received responses is 53, mainly from manufacturing and service industries. Conclusion: Employees’ positive attitude towards entrepreneurship increases their opportunity identification capability.
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Au, Kam Man. "How does empowering leadership impact on innovative performance? A study on the role of employees' entrepreneurial orientation, values and creative self- efficacy." HKBU Institutional Repository, 2018. https://repository.hkbu.edu.hk/etd_oa/575.
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Aiming to better understand how empowering leadership affects employees' innovative performance, this research examines this relationship by reviewing the existing leadership and innovation literature, then theorizing and testing the extent to which employees' entrepreneurial orientation mediates it. This research also proposes that the effect of empowering leadership on followers' entrepreneurial orientation will vary according to the presence of different moderating variables. Hence, the moderating effects of the employees' value of openness in the relationship between empowering leadership and employees' entrepreneurial orientation are examined. Similarly, the effects of the employees' creative self-efficacy in the relationship between employees' entrepreneurial orientation and their own innovative performance are explored. In the study, supervisor-employee matched data from seven factories across three provinces in China were collected. The results of the data analysis supported the association between empowering leadership and employees' innovative performance, as well as the mediating effect of employees' entrepreneurial orientation. The moderating effect of employees' creative self-efficacy was also supported. However, the moderating role of the value of openness was not significant. These findings enable us to better understand the mechanism by which an empowering leader influences employees' innovative performance. It also explains how this process of influencing is subject to employees' various individual characteristics.
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Suhartanto, Eko. "Professionalisation, entrepreneurial orientation and employee engagement in family and non family firms : a study of graduate employees in Indonesia." Thesis, University of Strathclyde, 2018. http://digitool.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=30560.
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Employee engagement is essential for both employee and business outcomes. For example, research suggests that employee engagement can encourage employee retention and boost profitability. Recent trends, however, depict a decline in levels of employee engagement with differences further observed between family and nonfamily firms. Using a sample of 545 highly educated Indonesian employees, this thesis employs Structural Equation Modelling to examine the potential effects of firm professionalisation and Entrepreneurial Orientation (EO) factors on employee engagement in family and nonfamily firms. This thesis finds that professionalisation and EO are not dichotomous, but may mutually promote employee engagement. Drawing on the Personal Engagement Concept (PEC) and Social Exchange Theory (SET), the study posits that professionalisation provides predictability, transparency and perceived justice to compensate for any uncertainty that may be attached to the entrepreneurial firm. Equally, entrepreneurial behaviour provides challenging and stimulating work to compensate for inflexibility that may be attached to the professionalised firm. These dynamics together enhance employee engagement. The positive impact of professionalisation and EO factors on employee engagement is however lower in family firms. This may be due to the typical family firm behaviours, such as self-control, dual-roles, and altruism, that could interfere with formal business procedures and reduce employee perceptions of predictability, transparency and justice. In particular, family firm owners' dual roles may reduce employee involvement in decision-making processes, thereby discouraging employee creativity. To effectively encourage employee engagement, this thesis therefore proposes that both family and nonfamily firms should heed the various human resource aspects of professionalisation. For family firms, in particular, since natural nepotism and subjective decisions could undermine any formal authority bestowed upon employees in family firms, installing formal recruitment procedures, performance reviews, training, and performance-based pay is recommended as a more effective strategy to boost employee engagement.
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Monsen, Erik Willard. "Employees do matter: Autonomy, teamwork and corporate entrepreneurial culture." Diss., Connect to online resource, 2005. http://wwwlib.umi.com/dissertations/fullcit/3178339.
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Dawson, Christopher George. "Entrepreneurial aspirations and transitions into self-employment." Thesis, Swansea University, 2010. https://cronfa.swan.ac.uk/Record/cronfa42863.
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This thesis uses data from the Labour Force Survey (LFS), the British Household Panel Survey (BHPS) and a small scale survey on student entrepreneurship conducted by the School of Business and Economics at Swansea University, in assessing entrepreneurial intentions and transitions into self-employment. Analysis of entrepreneurial motivations has largely been confined to 'push' versus 'pull' factors. Very few studies, if any, have analysed individual-specific factors associated with entrepreneurial motivations. In addressing this issue, the analysis documents the extent to which there is heterogeneity amongst the self-employed on the basis of the motivations that they report for choosing self-employment. Multivariate regression analysis is employed using a method to control for self-selection into self-employment. Background characteristics such as gender, educational attainment, housing tenure and region of residence are found to be important factors influencing entrepreneurial motives. Relative to males, females are less likely to show entrepreneurial intent and subsequently participate in self-employment, however little is known about precisely why this is. Using decomposition analysis, the gap in entrepreneurial intent probabilities is examined across gender. Attitudes towards risk are found to be a major factor associated with the gap in average levels of entrepreneurial intentions between males and female students, accounting for very nearly half of the total gap. Within Wales there seems to exist a widespread perception that the younger population views entrepreneurship less positively than their counterparts elsewhere in the UK. The analysis examines whether differences in entrepreneurial intention probabilities between Welshdomiciled and non-Welsh domiciled students can be explained by a range of demographic factors, family characteristics and psychological traits. Family and other background influences are found to be important contributors to the non-Welsh and Welsh gap, while differences in risk attitudes appear to provide the largest single component of the intentions gap between the two groups. Entrepreneurs may differ from non-entrepreneurs in terms of a range of personal characteristics, family and social background and personal resources. Cognitive or behavioural factors may also be important in determining who becomes an entrepreneur. Data from the BHPS indicates that unrealistic optimism is significantly and positively associated with the probability of being both self-employed and an aspiring entrepreneur. Furthermore, unrealistic optimism is found to be persistent and a factor affecting duration in selfemployment.
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Bazzazian, Navid. "Essays in Employee Entrepreneurship." Thesis, Jouy-en Josas, HEC, 2014. http://www.theses.fr/2014EHEC0015/document.
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Cette thèse rédigée sous la forme de trois articles explore les antécédents de l’entrepreneuriat, c’est à dire le choix d’individus de quitter leur travail salarié pour créer leur propre entreprise. Le premier chapitre examine les raisons pour lesquelles les entreprises les plus performantes génèrent plus d’entrepreneurs que leurs compétiteurs ne le font. Le deuxième chapitre étudie la relation entre l’appariement salarié-organisation sur le marché du travail et la transition vers l’entrepreneuriat. Au plan empirique, ces deux premiers chapitres exploitent une base de données sur le lien employeurs-employés en Suède (1990-2007) et s’appuient sur une méthodologie originale pour différencier les effets dus à la qualité individuelle du salarié, à la qualité de l’entreprise, et à l’appariement salarié-entreprise. Le troisième chapitre de cette thèse étudie au niveau organisationnel les effets des stratégies d’exploration/d’exploitation dans l’industrie des appareils médicaux. Cette thèse tend à montrer que le contexte ainsi que le processus d’appariement et de sélection jouent un rôle important dans le choix de devenir entrepreneurThis dissertation consists of three essays on employee entrepreneurship where some employees leave paid employment to start their own business. In particular I examine the antecedents of such entrepreneurial transitions from contextual and individual perspectives. In the first essay I examine why historically best performing firms generate more entrepreneurs than other firms. In thesecond essay I investigate the relationship between matching in the labor market and entrepreneurial transition of employees. The empirical setting of the first two essays is the whole population of Swedish workers from 1990 to 2007. In the third essay I investigate the effect of organizational exploration and exploitation on employee entrepreneurship in medical devices industry. The overall conclusion of this dissertation is that context matters for entrepreneurship. In addition, sorting in the labor market and fit between an employer and employee determine who becomes an entrepreneur
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Murillo, Maria Margarita Morales. "Entrepreneurial behavior in self-employed direct selling representatives in Brazil." reponame:Repositório Institucional do FGV, 2016. http://hdl.handle.net/10438/17767.
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Micro-entrepreneurs and one-person business sector are important factors in the dynamics of emerging economies. In Brazil specifically, around 4,5 million of them are affiliated with direct selling companies. They are non-salaried; receive commissions on sales and work for themselves by setting their own hours and creating their own marketing plans. The aim of this study was to analyze the relationship between key entrepreneurial behaviors and sales performance among self-employed direct selling representatives in Brazil (SEDSR). Based on a quantitative approach, four independent variables were measured in a sample of 651 SEDSR: need of achievement (NA), self-efficacy (SE), risk-taking propensity (RP) and locus of control (LC). Dependent variable was business performance (Y1). An online survey was submitted to an email address database provided by a global direct selling company with operations in Brazil. Descriptive statistical and regression analysis were performed with the intent to determine first, the prevalence of each entrepreneur behavior, in a population that is traditionally pushed into direct selling by necessity and second, how each affects and predicts business performance. Results showed there is a high prevalence in terms of NA and SE, confirming these behaviors are not exclusive on successful and formal entrepreneurs. LC and RP receive medium score. Unexpectedly, results also show that none of the behaviors on its own have significant impact in predicting business performance. When putting the four behaviors into one only single regression model correlation increases slightly but not enough to make results conclusive. Through main effect plot analysis, results also suggest SE and NA are the biggest influencer factors in business success of a SEDSR. Finally, analyzing the best interactions of the variables allowed building a profile to achieve the maximum business performance. This study attempts to contribute to the academic field of the entrepreneurship and has practical implications in direct selling industry. On the first, it contributes to the existing body of knowledge on the direct selling entrepreneurship and specifically, to the conceptual debate if SEDSR should or should not be defined as micro-entrepreneurs per se and not simply, as sales distributors as some authors defend. On the second, this study provided insights to direct selling managers that could use to improve recruitment and engagement process of their independent sales force. Further studies need to include other variables besides entrepreneurial behavior to better understand and predict business performance and how enable SEDSR to transition from necessity-driven entrepreneurship to opportunity-driven.
Micros empreendedores e o setor de negócios unipessoais são fatores importantes na dinâmica de economias emergentes. No Brasil especificamente, em torno de 4,5 milhões deles são afiliados com empresas de vendas diretas. Eles são não assalariados, mas recebem comissões sobre as vendas e trabalham para si próprios, definindo suas próprias horas de trabalho e criando seus próprios planos de marketing. O objetivo deste estudo foi analisar a relação entre o comportamento empreendedor e o desempenho de vendas desse representante independente da venda direta no Brasil (SEDSR). Baseado em uma abordagem quantitativa, quatro variáveis independentes foram medidas em uma amostra de 651 revendedores: necessidade de logro (NA), auto eficácia (SE), propensão a assumir riscos (RP) e lócus de controle (LC). A variável dependente foi o desempenho de vendas (Y1). Uma pesquisa online foi submetida a uma lista de e-mail fornecida por uma empresa de venda direta global, com operações no Brasil. Análise descritivas e regressões estatísticas foram realizadas com o intuito de determinar, primeiro, a predominância de cada comportamento empreendedor em uma população que tradicionalmente atua na venda direta por necessidade. Segundo, como cada um desses comportamentos afetam e prevêem o desempenho empresarial. Os resultados mostraram que há uma alta predominância em termos de ND e SE, confirmando que esses comportamentos não são exclusivos em empresários bem sucedidos e formais, já LC e RP receberam pontuação média. Inesperadamente, os resultados também mostram que nenhum dos comportamentos por si só tem um impacto significativo na previsão de desempenho de negócios. Quando considerados os quatro comportamentos em um único modelo de regressão, a correlação aumenta ligeiramente, mas não o suficiente para tornar os resultados conclusivos. Por meio da análise do gráfico de efeitos principais, os resultados sugeriram que SE e AT são os maiores fatores influenciadores no sucesso empresarial de um SEDSR. Finalmente, a análise das melhores interações entre as variáveis permitiu a construção de um perfil para o desempenho máximo do negócio. Por fim este estudo buscou contribuir com o campo acadêmico sobre empreendedorismo e propôs implicações práticas na indústria de venda direta. Em primeiro lugar, contribuiu para o acervo de conhecimentos sobre empreendedorismo na venda direta e especificamente para o debate conceitual sobre o SEDSR, se deve ou não ser definido como microempresários e não simplesmente como distribuidores de vendas como alguns autores defendem. Em segundo lugar, este estudo forneceu dados para que gestores da venda direta possam melhorar o processo de recrutamento e o engajamento de sua força de vendas independente. Mais estudos poderiam considerar outras variáveis além do comportamento empreendedor para melhor compreender e prever o desempenho dos negócios e como capacitar o SEDSR a realizar a transição de empreendedorismo orientado à necessidade para a orientação à oportunidade.
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Rice, Bridget Sarah. "Employee and Leader Values in Public Sector and Entrepreneurial Settings: How Values Impact Employee Choices." Thesis, Curtin University, 2018. http://hdl.handle.net/20.500.11937/75525.
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This study investigated whether the inclusion of individual level preferences of employees would result in more effective models of human resource management outcomes and consequently provide stronger indicators of organizational policies and procedures.
The results from this study suggest that models that include variables that map individual values provide an improved assessment of attitudinal and behavioural outcomes than models that assume homogeneity of values across an organization’s employees. These results confirm the need to consider individual-level values in both the design of jobs and employment arrangements.
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Fontier, Virginie. "L'entrepreneure salariée à la barre de son aventure entrepreneuriale : une course au large en solitaire ou en équipage ? : Analyse de l'engagement entrepreneurial par le concept Genre : le cas des coopératives d’activités et d’emploi (CAE)." Thesis, Brest, 2017. http://www.theses.fr/2017BRES0139/document.
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A partir du constat d’un processus de féminisation des Coopératives d’Activité et d’Emploi (CAE) en France nous posons la question : pourquoi les CAE, qui sont des structures mixtes d’accompagnement à la création et au développement d’activité, attirent-elles plus les femmes ? Pour mieux comprendre ce phénomène nous « chaussons les lunettes » sociologiques avec les verres de « genre » afin d’analyser le processus d’engagement des femmes dans un parcours entrepreneurial dans les CAE. L’analyse de ce phénomène social avec les lunettes Genre permet de dépasser une vision idéalisée que nous pourrions avoir de l’innovation sociale que représente les CAE ainsi qu’une approche simplement critique de reproduction des inégalités sociales et sexuées pour aller vers une approche nuancée des expériences des entrepreneures salariées. Les CAE constituent une « opportunité professionnelle » pour des femmes engagées dans un processus de mobilité professionnelle suite à une impasse professionnelle et/ou un sentiment d’insatisfaction dans leur parcours. Ce besoin d’entreprendre « autrement » semble trouver une réponse auprès du statut hybride « d’entrepreneur salarié » et du cadre d’emploi qui y est proposé. Cependant, les femmes ne sont pas à égalité dans cette aventure car l’engagement entrepreneurial dans ses formes dépend des trajectoires biographiques frappées du sceau de genreAt the starting point of process of feminization of the Cooperatives of Activities and Employement (CAE) in France we ask the question : why the CAE, wich are mixed structures of accompaniement to the creation and development of activity attract more women ? To better understand this phenomenon we « wear glasses » sociological with the glasses of « gender » in order to analyse the process of engagement of women in an entrepreneurial career in the CAE. The analysis of this social phenomenon with the gender glasses exceed an idealized vision that we could have social innovation that represents the CAE as a simply critical approach of reproduction of social and gender related inequalities toward an approach balanced experiences of women employed entrepreneurs. The CAE is a buisness opportunity for women engaged in a process of professionnal mobility following a professional deadlock and/or a feeling of dissatisfaction in their carieer. This need to undertake « differently » seems to find an answer to the hybrid status « salaried entrepreneur » and the employment framework that is proposed. However, women are not equal in this adventure because entrepreneurial commitment in its forms depends on the biographical trajectories hit the seal of gender
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Rajaiya, Harshit. "Three Essays in Corporate and Entrepreneurial Finance:." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108781.
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Thesis advisor: Thomas ChemmanurMy dissertation consists of three chapters. In the first chapter, I analyze the impact of firms' innovation success on their corporate financial policies. I hypothesize that innovation success reduces the information asymmetry facing firms and, through the information channel, affects their capital structure and dividend policies. I measure innovation success using the quantity and quality of patents. I show that firms with higher innovation success face lower information asymmetry, measured using analyst coverage, dispersion, and forecast error. Further, I show that firms with higher innovation success have lower leverage ratios; have a greater propensity to issue equity rather than debt; and have lower dividend payout ratios. I establish causality using instrumental variable analyses with patent examiner leniency as an instrument for patent grants. In the second chapter, co-authored with Thomas Chemmanur, Xuan Tian, and Qianqian Yu, we analyze the impact of trademarks in entrepreneurial firms' success. We hypothesize that trademarks play two economically important roles for entrepreneurial firms: a “protective” role, leading to better product market performance; and an “informational” role, signaling higher firm quality to investors. We develop testable hypotheses based on the above two roles of trademarks, relating the trademarks held by private firms to the characteristics of venture capital (VC) investment in them, their probability of successful exit, their valuations at their initial public offering (IPO) and in the immediate secondary market; institutional investor IPO participation; post-IPO information asymmetry; and post-IPO operating performance. We test these hypotheses using a large and unique dataset of trademarks held by VC-backed private firms. We establish causality using an instrumental variable (IV) analysis using trademark examiner leniency as the instrument. For private firms, we find that the number of trademarks held by the firm is positively related to the total amount invested by VCs and negatively related to the extent of staging by VCs. We show that the number of trademarks held by a firm increases its probability of successful exit (IPOs or acquisitions). Further, for the subsample of VC-backed firms going public, we show that the number of trademarks held by the firm leads to higher IPO and immediate secondary market firm valuations; greater IPO participation by institutional investors; a lower extent of information asymmetry in the equity market post-IPO; and better post-IPO operating performance. In the third chapter, co-authored with Thomas Chemmanur and Jinfei Sheng, we develop testable hypotheses and empirically analyze the effects of outside investors having access to soft information such as online employee ratings from the Glassdoor website on firms' financing and investment policies. We find that higher online employee ratings are associated with larger equity issue announcement effects; a greater propensity to have positive announcement effects and to issue equity rather than debt to raise external financing; higher investment expenditures; greater equity issue participation by institutional investors; and better long-run post-issue operating performance. We establish causality using a difference-in-differences methodology relying on the staggered adoption of anti-SLAPP laws across U.S. states
Thesis (PhD) — Boston College, 2020
Submitted to: Boston College. Carroll School of Management
Discipline: Finance
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Breugst, Nicola [Verfasser], Uwe Akademischer Betreuer] Cantner, David B. [Akademischer Betreuer] [Audretsch, and Holger [Akademischer Betreuer] Patzelt. "Entrepreneurial Behavior in Social Contexts : the Role of Families, Teams and Employees for Entrepreneurial Individuals / Nicola Breugst. Gutachter: Uwe Cantner ; David B. Audretsch ; Holger Patzelt." Jena : Thüringer Universitäts- und Landesbibliothek Jena, 2011. http://d-nb.info/101797229X/34.
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Polite, Kimberly D. "Employee Engagement Strategies to Improve Profitability in Retail." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5647.
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Abstract
Retail business leaders can improve profitability when they implement employee engagement strategies. The purpose of this single case study was to explore employee engagement strategies retail leaders use to improve profitability. The population included 6 department leaders in a single retail organization in the southeastern United States. The conceptual framework included Kahn's employee engagement theory. Using Yin's 5-step data analysis process, data from semistructured interviews were transcribed, coded, and analyzed to gain employee engagement strategies that retail leaders use to improve profitability. Four major themes emerged that retail business leaders use to increase profitability: having daily staff interaction, hiring the right people for the job, creating a positive work environment, and having regular one-on-one interaction with every staff member. The implications for positive social change include a more engaged workforce, which could encourage business owners to reinvest profits and offer sustained employment to a workforce, which may contribute to the economic well-being of communities.
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Barlow, Thomas R. Linville Malcolm E. "Language, metaphors, and images utilized in describing and communicating workplace motivational practices in the entrepreneurial environment." Diss., UMK access, 2004.
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Thesis (Ph. D.)--School of Education and Henry W. Bloch School of Business and Public Administration. University of Missouri--Kansas City, 2004."A dissertation in education and public affairs and administration." Advisor: Malcolm Linville. Typescript. Vita. Description based on contents viewed Nov. 13, 2007; title from "catalog record" of the print edition. Includes bibliographical references (leaves 154-166). Online version of the print edition.
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Stewart, Jennifer K. "An Investigation of an Intrapreneurial Orientation Among Employees in Service Organizations." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1259109608.
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Waye, Marjorie D. "Strategies for Reducing the Effects of Employee Absenteeism on Organizational Profitability." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3331.
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Employee absenteeism is a significant threat to organizational profitability. Finding solutions to mitigate the adverse effects of employee absenteeism on organizational profitability is critical to the success of organizations. The purpose of this case study was to explore the strategies human resource leaders used to mitigate the adverse effects of employee absenteeism on organizational profitability. The conceptual framework was performance prism theory. Data were gathered from in-depth interviews and publicly available organizational documents, including wellbeing program resources and annual investment presentations and Securities and Exchange Commission (SEC) reporting documents. Participants included 4 human resource managers and a third party service provider of an Atlanta, Georgia airline industry organization. The organization used in this case study was one of only twenty US companies, as of 2012, that implemented an absenteeism mitigation program at least 3 years prior to this study. The multi-year internal data collected, via interviews, from the human resource management of this 80,000 employee international company specifically about absenteeism mitigation programs, provided a perspective not available from all firms. Data were transcribed, coded, and analyzed to generate emerging themes. Key themes included an emphasis on organizational culture, the wellbeing program, and the cost of absenteeism. Subthemes included executive leadership support, stakeholder identification, and middle management program champions. Findings may help leaders improve organizational productivity and profitability and provide more stability for employees, which may result in thriving communities and other positive social change.
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Scharrer, Julia, and Lea Theresa Stubenrauch. "The “Making” of an Intrapreneur : An empirical study to identify the untapped potential of intrapreneurial intention amongst employees." Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-39211.
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The purpose of this paper is to explore how organisations can identify the untapped potential of intrapreneurial intention amongst employees to increase its competitive advantage. Competitive advantage was therefore seen as an outcome of entrepreneurial actions, which, i.e. can be used for more effective and novel marketing strategies. To reach enhanced competitiveness, many firms make use of the concept of corporate entrepreneurship to boost innovation and firm performance. To measure an employee’s intrapreneurial intention, this thesis deploys an exploratory approach by developing a research model that immerses organisational factors – an employee’s perception of the company’s Entrepreneurial Orientation, with behavioural attributes, as designed by Ajzen’s Theory of Planned Behaviour (TPB). The model includes five dimensions of a firm’s Entrepreneurial Orientation (EO), including autonomy, innovativeness, risk-taking, proactiveness, and competitive aggressiveness. Behavioural attributes proposed by Ajzen consist of the personal attitude towards intrapreneurship, subjective norms, and perceived behavioural control. The quantitative study generated a sample of 394 employees working in different organisations, industries, and on distinct hierarchical levels. Based on the findings, the authors propose a new framework, in which intrapreneurial intentions are directly influenced by someone’s attitude towards intrapreneurship, and indirectly influenced by an employee’s positive perception of the organisation’s EO. As a result, a company should focus on individual attitudes first to discover a potential for intrapreneurial interests. As a support, a firm’s positive perception of its EO can influence the employee’s attitude towards intrapreneurship, but cannot solely boost intrapreneurial intentions amongst workers.
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Laitinen, R. (Rebecca). "Reemployment after structural change in an entrepreneurial ecosystem:capturing the reengagement experiences of Nokia’s ex-employees within Oulu area." Master's thesis, University of Oulu, 2019. http://jultika.oulu.fi/Record/nbnfioulu-201906052398.
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Abstract. This thesis looks at reemployment processes and strategies after the annual mass layoffs conducted by Nokia in Oulu, Finland. Most of other existing firms in Oulu were Nokia’s stakeholders and that is why the dismissals’ effects were so remarkably damaging. The labor market suffered from the oversupply of skilled workers and the city of the increasing rate of unemployment.
Because of the stressful situation that posed great challenges for reemployment, people’s other factors than work experience and education proved to be crucial. In this study, the job search behaviors, strategies, and processes of the dismissed Nokia-employees are examined in the context of a sudden structural change. In addition, the development of their job opportunities before, during, and after the structural change are investigated. Primary data from qualitative semi-structured interviews with seven ex-Nokians is combined with secondary data for gathering information.
The main findings from the study show that external, professional assistance contributes considerably for gaining job interviews and offers. Moreover, social networks and get-togethers act as an important information source for informal job leads. The strategy or behavior that an individual decides to choose for one’s job search is closely attached to one’s personal, characteristic behavior and thus more or less conscious. In addition, the ability and readiness to adapt to the changing demands of the labor market appears to be important for the successful reemployment.
In addition, the study shows that the business landscape has diversified i.e. there are now also many other ICT firms than Nokia. On the other hand, the diversification has created new jobs and thus increased job opportunities but also resulted in expanded job descriptions and thus required the ex-Nokians to supplement their previous education and experience before being able to enter the labor market again. Lastly, the employee loyalty in Oulu is high which means that the employee turnover rate is low. This results in reduced knowledge spillovers and open positions. In conclusion, the economic development could be in danger of slowing down.
The purpose of this thesis is not to provide a guide to a successful reemployment. Rather, the aim is to ignite the discussion on what kinds of tools and services would enhance one’s reemployment possibilities during a sudden structural change. The findings give policy-makers and firms good implications and empirical evidence when facing similar circumstances in the future. The thesis introduces the reader to a modern job search where fluctuations and uncertainty are now a standard.
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Scott, Melvia Edna. "Strategies for Retaining Employees in the Hospitality Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1802.
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Employee retention is a critical issue for business leaders. The United States Bureau of Labor Statistics reported over 4.5 million employee separations in 2014 because of resignations, layoffs, or terminations. Hospitality managers face some of the lowest employee retention rates of any industry, which leads to poor customer satisfaction and decreased profitability. The purpose of this multiple case study was to explore the perceptions of 3 hospitality managers from 3 different mid-sized hospitality organizations in Brevard County, Florida. The conceptual framework for this study was built upon motivation theory; existence, relatedness, and growth theory; and expectancy theory. The data were collected through document and artifact review, a reflective journal, and semistructured interviews. Member checking was completed to strengthen credibility and trustworthiness of the interpretation of the participants' responses. Four themes emerged from the data: the motivational outcome, leadership characteristics, most effective retention strategies, and the least effective strategies influencing employee retention. The findings from this study may educate inform hospitality managers on how to stabilize employment, improve retention, and increase customer satisfaction and profitability.
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Mazubane, Ewart Mphilisi. "A strategic entrepreneurial model to develop females for tourism related businesses." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1188.
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Since the inception of the new dispensation, entrepreneurship has been identified as one of the key enablers of economic participation. For this reason the government has established strategic institutions and mandated them to promote entrepreneurship in the country with the aim of increasing economic participation and entrepreneurial activities. One of the key and the fastest growing industries that have been identified as needing attention with regards to increasing participation of the women entrepreneurs is the tourism industry. There is now a noticeable growth of women entrepreneurs in this industry. They are found running bed and breakfasts (B&Bs) and conducting tours in urban areas as well as townships and rural areas. This is further evident if one looks at the value chain in the tourism sector. However, women entrepreneurs that are found in this sector are facing specific challenges that hinder their progress towards achieving sustainable businesses, especially those running or intending to run B&B businesses. Some of these challenges are sector related and some are just inherent to pursuing an entrepreneurial journey. The participation of women in the mainstream of entrepreneurship presents unique challenges as well. Women were never allowed to participate fully in the entrepreneurial activities. The latter still contributes to the challenges faced by women in their journey towards developing and operating sustainable businesses irrespective of the industry in which they operate in. Based on the above discussion, the main problem statement of this study is: To develop a strategic entrepreneurial model to enable female entrepreneurs to operate sustainable B&B businesses in the tourism industry.
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Aikhuomogbe, Samuel Omonowa. "Preparing Employees for Entrepreneurship in Retirement: A Case Study." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2914.
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In Nigeria, 92% of retirees live in poverty because of insufficient preparation for entrepreneurship that could serve as an alternative income in retirement. Guided by the human capital theory, the purpose of this case study was to explore how 15 civil service employees in Grade Levels 15-17 at the public service attained small scale business information before retirement. All employees had knowledge, training, and experience in small-scale business operation. Fifteen employees participated in individual interviews and 5 participated in a focus group; data were also gathered from, employee training records, organizational policy documents on training, and public service documents regarding capacity building. Using Yin's 5 step data analysis process, member checking, and triangulation, key findings emerged on financial institutions, mentoring, and vocational training opportunities as avenues employees can attain small scale business information required for entrepreneurship. The study findings may create awareness on how employees can attain small scale business information regarding sources of funding, mentorship, and vocational training during their final years of employment. This awareness may promote positive social change by preparing these individuals for entrepreneurship in retirement, thereby reducing the rate of post-retirement poverty.
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Bebe, Imelda A. "Employee Turnover Intention in the U.S. Fast Food Industry." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2065.
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Employee turnover in the U.S. fast food industry has been high, averaging rate 150% per annum. The purpose of the correlational design study was to examine the relationships between job satisfaction factors, job dissatisfaction factors, and employee turnover intentions among fast food employees to determine whether a statistically significant relationship exists between these variables. The population for the study consisted of 144 fast food restaurant employees working in the East Coast in the United States. The theoretical framework was Herzberg's 2-factor motivation-hygiene needs theory, which describes job satisfaction factors and job dissatisfaction factors. Internet survey data of 144 participants were analyzed using Pearson-product correlation coefficients and multiple linear regressions analysis. The study findings revealed statistically significant relationships between job satisfaction factors and employee turnover intentions (p < .01), and job dissatisfaction factors and employee turnover intentions (p < .01). Among the job satisfaction factors, responsibility had a stronger relationship with employee turnover intentions (-.52) compared with other factors. Under job dissatisfaction factors, company policy had a stronger relationship with employee turnover intentions (-.52) compared with other factors. In addition, criterion variance of employee turnover intentions associated with combined job satisfaction factors was stronger (35%) than were the combined job dissatisfaction factors (31%). The study findings are designed to inform fast food restaurant managers in taking actions to reduce employee turnover, resulting in improved business financial sustainability and long-term growth.
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Hummel, Carola [Verfasser], Holger [Akademischer Betreuer] Patzelt, and Lars [Akademischer Betreuer] Schweizer. "Employees in entrepreneurial project management : Issues in team aspects, failure activities and transitions / Carola Hummel. Gutachter: Holger Patzelt ; Lars Schweizer. Betreuer: Holger Patzelt." München : Universitätsbibliothek der TU München, 2015. http://d-nb.info/1076124968/34.
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Fischer, Sebastian [Verfasser], and Michael [Akademischer Betreuer] Frese. "The Entrepreneurial Firm as a Context for Employee Work: Novelty Creation in Small Organizations from a Multilevel Perspective / Sebastian Fischer. Betreuer: Michael Frese." Lüneburg : Universitätsbibliothek der Leuphana Universität Lüneburg, 2012. http://d-nb.info/1034147765/34.
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Deskins, Dr Janet Lynn. "Effective Strategies Small Retail Leaders Use to Engage Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4510.
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Research suggests that 70% of North American employees are disengaged in the workplace. Some small retail managers lack strategies for engaging employees. Using the employee engagement framework, the purpose of this descriptive case study was to explore successful strategies that small retail managers use to engage employees. The target population was small retail leaders, purposefully selected because of their success with engaging employees at an Orlando, Florida, company. Data collection was through face-to-face interviews with 5 leaders; and a review of archived organizational documents, including company memorandums, central email software, and online customer reviews through social media websites such as Google, Yelp, and Facebook posts. Data were analyzed using inductive coding of phrases and words from participant interviews, whereas secondary data were collected from participant memorandums, the company website, central email software, and online social media posts supporting the theme interpretation through methodological triangulation. The findings on these Orlando leaders revealed that supportive leaders improved employee engagement, direct communication improved employee engagement, and training improved employee performance. Improving employee engagement contributes to social change because small retail managers can use the findings to improve employee engagement through the implementation of effective strategies, direct communication, and training initiatives.
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Johnson, Nicole. "Capacity development through digital informal learning experiences: An exploration of the entrepreneurial competency development of self-employed Canadian mothers using a learning ecologies framework." Doctoral thesis, Universitat Oberta de Catalunya, 2021. http://hdl.handle.net/10803/672821.
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Many Canadian women pursue self-employment during motherhood to create flexible working conditions. Although there is ample literature on the motherhood penalty and female entrepreneurship, little research exists on the development of entrepreneurial competencies through digital informal learning and how this impacts capacity development. An ethnographic approach guided the design of a mixed-methods research study, which focused on the digital learning experiences of 47 Canadian entrepreneurs who are mothers. A learning ecologies framework was applied to address the multidimensionality of individual learning experiences and the overall learning culture of the sample. The findings showed that the demands of motherhood influenced the learning culture of participants: learning was primarily informal and occurred in digital contexts, affording flexible learning experiences based on self-identified needs.Muchas mujeres canadienses buscan trabajo por cuenta propia durante su maternidad para tener condiciones de trabajo flexibles. Aunque existe una amplia literatura sobre la penalización por maternidad y el emprendimiento femenino, hay poca investigación sobre el desarrollo de competencias empresariales a través del aprendizaje informal digital y cómo esto afecta al desarrollo de capacidades. Un enfoque etnográfico guio el diseño de un estudio de investigación de métodos mixtos centrado en las experiencias de aprendizaje digital de 47 emprendedoras canadienses que son madres. Se aplicó un marco teórico de ecologías de aprendizaje para abordar la multidimensionalidad de las experiencias de aprendizaje individuales y la cultura de aprendizaje global de la muestra. Los resultados demostraron que las necesidades propias de la maternidad influyen en la cultura de aprendizaje de las participantes: el aprendizaje fue principalmente informal y tuvo lugar en contextos digitales, lo que permitió experiencias de aprendizaje flexibles basadas en necesidades autoidentificadas.
Moltes dones canadenques busquen feina per compte propi durant la maternitat per tenir condicions laborals flexibles. Tot i que hi ha una àmplia literatura sobre la penalització per maternitat i l'emprenedoria femenina, hi ha poques recerques sobre el desenvolupament de competències empresarials mitjançant l'aprenentatge informal digital i com això afecta el desenvolupament de capacitats. Un enfocament etnogràfic va guiar el disseny d'un estudi de recerca de mètodes mixtos centrat en les experiències d'aprenentatge digital de 47 empresàries canadenques que són mares. Es va aplicar un marc teòric d'ecologies d'aprenentatge per abordar la multidimensionalitat de les experiències d'aprenentatge individuals i la cultura d'aprenentatge global de la mostra. Els resultats van demostrar que les necessitats pròpies de la maternitat influeixen en la cultura d'aprenentatge de les participants: l'aprenentatge va ser sobretot informal i va tenir lloc en contextos digitals, cosa que va permetre experiències d'aprenentatge flexibles basades en necessitats autoidentificades.
E-learning
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MARTINELLI, Francesca. "Autonomie professionnelle, entrepreneuriat et coopération. Le cas des Coopératives d’Activités et d’Emploi en France / Autonomia professionale, imprenditoria e cooperazione. Il caso delle Cooperative di Attività e di Impiego in Francia." Doctoral thesis, Università degli studi di Bergamo, 2017. http://hdl.handle.net/10446/77189.
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L’obiettivo principale della ricerca è stato studiare il modello francese delle Cooperative di Attività e di Impiego (CAE). Obiettivo delle CAE è offrire ai lavoratori autonomi sia un modo per rientrare nel quadro del lavoro dipendente, ottenendone le tutele senza perdere l’autonomia nella gestione della propria attività, sia un modo per cooperare con altri professionisti. Nel quadro di questo obiettivo principale, la tesi si articola in tre parti. Nella prima parte, è studiato il contesto che fa emergere la figura del “soggetto-imprenditore di se stesso”, le sue caratteristiche principali e le ragioni che portano questa tipologia di lavoratore a coalizzarsi, collaborare e cooperare con altri professionisti. Nella seconda parte, è descritto il modello delle Cooperative di Attività e di Impiego (CAE) e analizzata la CAE parigina Coopaname. Nella terza parte, è studiata la trasferibilità del modello delle CAE in Italia a partire dalla presentazione del contesto italiano e della comparazione con la cooperativa italiana Doc Servizi.The main purpose of the research is the study of the french model of the Cooperatives of activities and employment (CAE). The model of CAE offers to self-employed workers one way to obtain both the same rights of employees, without losing their autonomy in the management of their business, and the opportunity to cooperate with other professionals. Within this main goal, the thesis is articulated in three parts. In the first part, the research studies the context that supported the development of the “self-employed of second-generation”, its main features and the reasons that drive this kind of worker to collaborate and cooperate with other professionals. In the second part, the research describes the model of the Cooperatives of activities and employment (CAE) and analyses the Parisian CAE Coopaname. In the third part, the research focuses on the transferability of the model of the CAE in Italy, starting from the study of the Italian context and concluding with the comparison of Coopaname with the Italian cooperative Doc Servizi.
L’objectif principal de la recherche est l’étude du modèle français des Coopératives d’Activités et d’Emploi (CAE). La CAE offre aux travailleurs autonomes une manière de rentrer dans le cadre du salariat, avec ses protections et sans perdre leur autonomie dans la gestion de leur activité, et de coopérer en parallèle avec d’autres professionnels. Dans le cadre de cet objectif principal, nous avons articulé notre travail de thèse en trois parties. Dans la première partie, nous avons étudié le contexte qui fait émerger la figure du « travailleur autonome de deuxième génération », ses caractéristiques principales et les raisons qui poussent cette typologie de travailleurs à se coaliser, collaborer et coopérer avec d’autres professionnels. Dans la deuxième partie, nous avons décrit le modèle des Coopératives d’Activités et d’Emploi (CAE) et analysé la CAE parisienne Coopaname. Dans la troisième partie, nous avons étudié la transférabilité du modèle des CAE en Italie à partir du contexte italien et de la comparaison avec la coopérative italienne Doc Servizi.
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Louvion, Alexis. "Blanchir les zones grises de l'emploi : le portage salarial, extension ou détournement des institutions salariales ?" Thesis, Paris Sciences et Lettres (ComUE), 2019. http://www.theses.fr/2019PSLED055.
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Cette thèse étudie l’hybridation des statuts d’emploi à travers le portage salarial, mécanisme qui permet à des travailleurs indépendants de disposer du statut de salarié par la signature d’un contrat de travail avec un tiers employeur. En s’appuyant sur une enquête par entretiens, observations, et analyse documentaire (contrats de travail, jurisprudences, textes de loi, articles de presse), la thèse, qui se situe au carrefour de la sociologie du travail et de l’emploi, de la sociologie économique et de la sociologie du droit, entreprend d’analyser les différentes étapes de la chaîne de production et d’appropriation de ce salariat particulier. Elle retrace ainsi la co-construction juridique et législative du dispositif, étudie la manière dont les entreprises de portage font commerce de cette forme d’emploi, et analyse les bricolages faits par des travailleurs qui tentent de tirer parti de la situation hybride dans laquelle ils se trouventThrough the umbrella companies’ example, this thesis analyses self-employed and employed work evolutions. Based on interviews, ethnographic material and a document review, this thesis follows retraces how this employment relationship is produced and uses by different actors. The first part focuses on the legal construction of this specific form of employment, and its integration to standard employment. The second part is based on an analysis of third-party employer strategies. The last part shows how this type of employment is used by workers for securing career paths, but helps to consolidate the inequalities
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Xu, Hui. "Essays on the interaction between migration and sending communities : evidence from China and Vietnam." Phd thesis, Ecole normale supérieure de lyon - ENS LYON, 2011. http://tel.archives-ouvertes.fr/tel-00808693.
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This dissertation is comprised of three chapters on the interaction between migrants and their source regions applied to China and Vietnam. The first chapter examines whether remittances are related to receivers' trust and trustworthiness in Vietnam. Using a combination of a field experiment conducted in 2010 and the "2002 Vietnam Household Living Standards Survey", the chapter finds that while internal remittances have no significant relationship to trusting behavior, international remittances demonstrate a significantly positive connection. On the other hand, international remittances are negatively related to trustworthiness, while internal remittances are positively associated. Besides, this study finds that the level of trustworthiness is higher in the south than in the north. The second chapter explores the role of children by age and by gender as a motive for return migration in China by using a rural household survey conducted in Wuwei County (Anhui province) in 2008. Resorting to a discrete time proportional hazard model and a binary Probit model to estimate respectively the determinants of migration duration for both on-going migrants and return migrants, and the return intentions of on-going migrants, the chapter finds consistent results regarding the role of left-behind children as a significant motive for return. The last chapter examines the impact of the migration experience on individuals' choice of being self-employed upon their return to their home villages. By using the same data of Wuwei survey, the chapter finds that return migrants are more likely to be self-employed than non-migrants, and that both return savings and the frequency of job changes during migration increase the likelihood for return migrants to become self-employed.
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Duchange, Grégoire. "Le concept d'entreprise en droit du travail." Thesis, Paris 2, 2014. http://www.theses.fr/2014PA020007.
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L’entreprise naît en Droit d'un alliage complexe de notions juridiques (le contrat de travail, la personnalité morale, la représentation collective des travailleurs, etc...). L'ordonnancement systématique de celles-ci s'impose pour percevoir la cohérence de l'organisation juridique de celle-là. Des lignes de force se dégagent. Le contrat de travail oppose deux parties aux intérêts antagonistes. Mais la libération de la force de travail du salarié, partie de sa personne, et la pérennisation du lien contractuel les obligent à coopérer. Ce mouvement est renforcé par certains mécanismes étrangers à la nature du contrat de travail. Sont organisés le partage du contrôle de l’entreprise (lequel suppose d’assurer la représentation collective des travailleurs) et celui de ses utilités. Les salariés deviennent alors des quasi-associés. L'organisation juridique de l'entreprise n'est toutefois pas figée par le dogme. Des idéologies concurrentes en façonnent les contours. Certaines s'attachent aux fins. L'entreprise est alternativement mise au service de l'emploi et de l'activité d'entreprendre. D'autres s'intéressent aux moyens. Juristes et économistes prétendent à l'organisation scientifique de l'entrepriseIn Law, the firm is the result of a complex amalgam of legal concepts (employment contract, legal personality, collective representation of workers, etc.). The systematic ordering of these ones is needed to perceive the coherence of the legal organization of that one. Guidelines emerge. Employment contract is the meeting of two parties whose interests are antagonists. But the release of the labor force of the employee, part of his person , and the sustainability of the contract require them to cooperate. This trend is reinforced by some mechanisms non implied by the nature of the employment contract. Are shared the control of the company (which involves the collective representation of workers) and of its benefits. Employees then become nearly considered as the stockholders are. The legal structure of the firm , however, is not fixed by dogma. Competing ideologies are shaping it. Some focus on purposes. The company is alternately used as a means for employment and for the will of the enterpreneur. Others focus on methods. Lawyers and economists try to organize the firm scientifically
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Van, der Vlist Samuel. "La participation des salariés à la direction de l’entreprise, étude critique." Thesis, Paris 2, 2019. http://www.theses.fr/2019PA020069.
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Le droit des salariés de participer à la direction de l’entreprise est un droit fondamental consacré par le préambule de la Constitution de 1946. Les dispositifs juridiques peinent cependant à lui donner une traduction. L’analyse du déploiement de la participation met en évidence les limites du cadre légal et les perspectives à envisager pour les dépasser. Ces limites se manifestent sur l’ensemble du régime de la participation : identification de l’interlocuteur des représentants des salariés, appréhension des processus décisionnels, caractéristiques des entreprises sur lesquelles cette participation est assise, mécanismes de représentation et de participation ou encore mécanique des sanctions. L’absence de partage du pouvoir de direction du chef d’entreprise constitue la faiblesse la plus saillante : sans un tel partage, il est impossible de garantir la réalité de la participation. Les processus de participation actuels sont ainsi largement formels. Revenir sur les fondements de la participation des salariés à la direction de l’entreprise souligne la nécessité de la renforcer. Issue du droit des travailleurs de participer à la gestion des entreprises, la participation à la direction repose également sur leur liberté d’entreprendre. Or le droit ne saurait reconnaître le caractère fondamental de la liberté d’entreprendre et du droit à la participation sans chercher à leur donner une véritable traduction. Cette dernière est d’autant plus nécessaire que la participation des salariés à la direction de l’entreprise s’appuie sur des symboles démocratiques, tels l’intérêt commun et l’électionThe Employees’ right to take part in the company's management is a fundamental right established by the Preamble to the Constitution of 1946. However, the legal instruments struggle to give concrete effect to this right. The analysis of its deployment highlights the shortcomings of the legal framework and the prospects in order to overcome it. These legal limitations arise throughout the employees’ participation’s legal framework: identification of the interlocutor for employees’ representatives, the decision-making process’ apprehension, the characteristics of the company within which the participation takes place, the representation and the sanction mechanisms. The lack of sharing of the manager’s power is the most prominent weakness: without this power-sharing, the realty of employees’ participation cannot be ensured. The current participatory processes are thus widely formal. Taking into account the participation’s basis highlights the need to strengthen it. The participation of the employees, which originates from the workers’ right to participate to the companies’ management, is also based on the entrepreneurial freedom. The law cannot yet recognize the fundamental value of the entrepreneurial freedom and the participation’s right without trying to truly implement it. This objective is all the more necessary that the employees’ participation to the company’s management rest on democratic symbols such as the common interest and the election
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Yang, Ausly H. C., and 楊煥卿. "A Study of the Entrepreneurial Behavior of the Self-employed Teleworker." Thesis, 2002. http://ndltd.ncl.edu.tw/handle/39043344154173147785.
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Lötter, Christo. "The influence of organizational culture on the entrepreneurial capital of employees." Diss., 2014. http://hdl.handle.net/2263/43996.
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The increased competition in the business environment requires organizations
to be innovative and dynamic in order to survive. Entrepreneurial behaviour holds
the enabling forces for such innovative and dynamic behaviour and could also
become a strategic advantage for an organization. The purpose of this research
is to investigate the influence of organizational culture on entrepreneurial capital
of employees. A quantitative research methodology was followed to collect the
research data. The organizational culture of 185 respondent’s organizations was
measured with the organizational culture assessment instrument and was
classified according to the competing values model. The entrepreneurial intent,
a proxy for entrepreneurial capital, of these respondents was measured with the
theory of a planned behavior instrument. Sequential multiple regression
analysis was used to analyse the relationship between entrepreneurial intent and
organizational culture. The results confirm that an organization’s culture indirectly
influences entrepreneurial capital through the antecedent of planned behaviour.
This research contributes to explaining why certain organizations are more
entrepreneurial than others.Dissertation (MBA)--University of Pretoria, 2014
lmgibs2015
Gordon Institute of Business Science (GIBS)
MBA
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"Entrepreneurial functionality of new venture creation learners." Thesis, 2008. http://hdl.handle.net/10210/262.
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The skills shortage is one of the problems that existed in South Africa as a result of its historic political situation. South Africa was characterized by a white dominant government in an economy which was marked by exclusions of various people of race and gender. In the working environment, the situation reflected job reservation for white males, limited career opportunities for white females with repercussions of isolation, sanctions and global deprivation. The 1994 elections brought a change in leadership and a democratic government had as its primary mission skills development for all. On a macro level, South Africa was marginalized from global participation and on a micro level, many people were not able to enter the workforce because of a lack of skills let alone be active in the economy. The South African government’s resultant Human Resources Development – (HRDS) and National Skills Development Strategy (NSDS) were driven by supportive legislation namely the Skills Development Act No 97 of 1998, Employment Equity Act No 55 of 1998, Skills Development Levies Act of 1999 and the South African Qualifications Authority Act No 58 of 1995. These strategies and legislative measures intended to address the skills shortages through the implementation of learnerships as a national qualification. Following from the high level strategy were the initial over-ambitious targets for people to become qualified learners. The result was a push-through effect of individuals who were not necessarily suited to a particular learnership nor were they able to function on the required standard. Low level evaluations were used to ‘certify’ potential learners in terms of their numeracy and literacy levels only. This provided an opportunity to evaluate the suitability of learners on the New Venture Creation Learnership in terms of their entrepreneurial functionality and leadership qualities. After evaluating a number of models (Carland Entrepreneurial Index, the Bar-on Emotional Intelligence test and the Myers-Briggs Type Indicator), the Functional ii Intelligence Assessment Tool (FIAT) scientific model was selected because of its holistic approach of the individual and his/her functionality within an environment. The Functional Intelligence Assessment Tool identified and substantiated the suitability or non-suitability of the respondents in terms of entrepreneurial requirements. An additional questionnaire was administered to evaluate leadership qualities which are an essential component of the entrepreneur. The first of three research goals were attained when the respondents who were in the process of completing the New Venture Creation Learnership were successfully assessed in terms of entrepreneurial functionality. The outcome of this research concluded that only three (3) out of nineteen (19) candidates were found to be suitable for the entrepreneurial environment while two of the three had leadership qualities. The analysis of one candidate was such that no accurate analysis in terms of leadership qualities could be obtained. In terms of Functional Tendency, eight (8) candidates showed extrovert tendencies, six (6) showed introvert tendencies while five (5) candidates rendered results that did not give a clear indication of the individual’s functionality. Nine (9) individuals intentionally tried to manipulate their results but were identified through their inconsistent results while candidate 1 manipulated her results unintentionally; Five (5) individuals tried to disguise their results by giving extreme scores thereby hoping to impress with their choice of answers (impression management) while two (2) individuals were in denial about their situation having scored unrealistic results. Two (2) individuals had serious problems with their emotional functioning to the extent that they should consult a professional person (professional intervention). Twelve (12) individuals revealed inconsistent results while the remainder of candidates shows some or an insignificant degree of inconsistency in their results. Only three (3) individuals should be re-assessed due to the extent of their inconsistency. iii The second research goal to give comprehensive feedback to the Services Seta and respondents regarding the outcome of the Functional Intelligence Assessment Tool assessments will only be attained after this thesis but it sets the base for follow-up of the respondents’ progress and to conduct future research. The third research goal is also more medium - to long term - to apply this tool to potential learners and – employees in addition to the initial research performed. This goal will also only be attained after negotiations with SETAs and continuous populating of a central database with the FIAT’s assessments. The holistic approach to assessing the functionality of an individual gives the person a vast number of areas known as super constructs (self perception and emotional functioning; relationships and corporate functioning, personal – and organizational value comparison) that will either highlight a serious situation or spell out how the individual will react and interact in certain situations. Small business is said to drive the economy of a country. It is therefore critical that the entrepreneurs in a country are identified early (through a scientific instrument such as FIAT) and skilled appropriately (through learnerships or other educational routes). It is equally important that individuals that are not entrepreneurs be found their rightful vocation and then everyone can contribute effectively to the economic activity.Prof. J.J.D. Havenga
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Janse, van Rensburg Lalane. "The influence of coaching on entrepreneurial goal-setting behaviour." Diss., 2014. http://hdl.handle.net/10500/13264.
Full textAbstract:
The purpose of this study is to collect data on the current practices of coaching as applied in an incubated environment to report on the influence of coaching on entrepreneurial goal-setting behaviour.
Previous research has indicated that much criticism has been lobbied at government programmes aimed at providing entrepreneurship development and support, some recognition has been given to some of these government initiatives as well as the progress achieved by some. It is further stated in the Global Entrepreneurship Report (2012) that a number of national experts commend the existence of business support agencies (such as the Small Enterprise Development Agency).
A number of significant findings materialized from the current study where it was found that coaching influences entrepreneurial behaviour and that a need exists for more in-depth coaching sessions specifically focused on entrepreneurship in the South African context. Further to this it was found that a need exists for entrepreneurs to be coached by other entrepreneurs and that the role of a coach should be clarified to set realistic expectations from the onset of the intervention. These findings are in agreement with some of the key recommendations from South African national experts as cited in the GEMS 2012 report.
The current research adds to the body of research on coaching in general. It also contributes specifically entrepreneurial development programmes in the South African context. The outcome from this research has implications for business coaches, entrepreneurs and entrepreneurial development/support agencies as well as those who provide training and incubation programmes for entrepreneurs.Industrial & Organisational Psychology
M. Com. (Industrial and Organisational Psychology)
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Ruane, Sinéad Grace. "Coaching the Self: Identity Work(Ing) and the Self-Employed Professional." 2013. https://scholarworks.umass.edu/open_access_dissertations/703.
Full textAbstract:
Identity has long been a prolific research interest for organizational scholars. Its popularity can be attributed to the development of post-bureaucratic organizations, where control is no longer achieved through external forms (i.e. rules and procedures), but rather, "softer" mechanisms, such as organizational culture and values. Examining identity therefore becomes crucial for understanding how employees internalize organizational goals to exhibit desired behaviors. While the predominant approach has been to analyze how organizations help shape, control, and regulate member identity, this project calls into question the assumption of organizational employment to explore the micro-processes of identity construction among a growing class of worker in the U.S.: the self-employed professional.
This investigation is grounded in the world of personal coaching, an emerging profession organized largely by self-employment. Between 2007-2011, I immersed myself in the "field" of coaching, generating data via ethnographic methods--i.e. participant observation, in-depth interviews, informal interactions--and secondary archival sources.
Applying a critical interpretive lens to conceptualize identity not as a "thing" but as an ongoing social accomplishment, the analysis reveals three main insights. First, intense identity working was provoked by tensions and anxiety arising from conflicts, contradictions, and challenges, as informants tried to construct a positive identity as a self-employed professional, while simultaneously performing vital (and mostly unrecognized) identity work for the wider coaching profession. Second, since "doing" identity and material conditions are mutually constitutive, identity efforts can be categorized as having a profitable, proficient, or pragmatic orientation; I contend that this typology is applicable to other self-employed professionals. Third, as a socially negotiated process, identity working is one which recruits many participants--both within and outside of the coaching community. Furthermore, geographically-dispersed members actively regulate and control each other's identities to maintain professional standards, via new organizing forms, like social media.
This investigation contributes to knowledge about the nuances of identity working, and linkages between such micro-processes and the wider historical, socio-economic conditions. Extending beyond the coaching profession, the data produced serve as a contextual exemplar for exploring how individuals navigate the restructuring of labor and changing employment relations, which increasingly characterize the "new world of work."
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"Encouraging employee entrepreneurial spirit: A phenomenological case study of a large technology enterprise." UNIVERSITY OF PHOENIX, 2009. http://pqdtopen.proquest.com/#viewpdf?dispub=3327213.
Full text
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Meiners, Frederick Luca. "A dark side of pivoting? : the effect on employee motivation and commitment." Master's thesis, 2018. http://hdl.handle.net/10400.14/25390.
Full textAbstract:
Purpose – The thesis “A dark side of pivoting? – The effect on employee motivation and commitment” of Frederick Meiners aims to examine how pivoting, changes to the course of action - as a concept and part of the lean startup methodology influences employees’ motivation and commitment, and as such shining light on the current criticism about pivoting.
Methodology/approach – Targeting startups that went through the process of pivoting, this thesis uses an online survey to ask employees and startup’s founders how they evaluate job related aspects of pivoting such as their motivation and commitment totaling in a sample of 50 respondents.
Findings – The findings suggest that pivoting has an overall positive effect on motivation. In fact, since pivoting is usually triggered by a negative business situation and offers the possibility to do a turnaround, this increases motivation. However, when startups experience high number of pivots a darker side emerges. High numbers of pivots experienced by employees along with the effect of pivots on salaries and job security however, indicate there possibly is an inherently darks side of pivoting.
Originality/value – This thesis contributes to our understanding of the methodology of the lean startup and in particular the under-studied concept of pivoting. The popularity of the lean startup methodology along with the concept of pivoting, and the lack of understanding of its impact on employees’ motivation demonstrate the need for studies addressing this issue.Objetivo - A tese “A dark side of pivoting? – The effect on employee motivation and commitment” de Frederick Meiners pretende examinar como o “pivot”, mudanças no curso de ação- como conceito e parte da metodologia lean startup influencia a motivação e o comprometimento dos funcionários, iluminando a crítica resultante contra o “pivot”. Metodologia / abordagem - Esta tese emprega uma pesquisa on-line voltada para funcionários e fundadores de startups projetados para analisar os efeitos do “pivot” sobre a motivação, totalizando uma amostra de 50 entrevistados. Resultados - Os achados sugerem que o “pivot” tem um efeito geral positivo sobre a motivação. De fato, uma vez que o “pivot” geralmente é desencadeado por uma situação comercial negativa e oferece a possibilidade de fazer um turnaround, isso aumenta a motivação. No entanto, quando os startups experimentam alto número de “pivots”, um lado mais escuro emerge. Um número elevado de “pivots” experimentados pelos funcionários e o efeito de “pivots” sobre os salários e a segurança do emprego, no entanto, indicam que possivelmente existe um lado inerentemente obscuro do “pivot”. Originalidade / valor – Esta tese contribui para a nossa compreensão da metodologia pouco estudada da inicialização lean e, em particular, do conceito de “pivot”. A falta de compreensão do impacto do “pivot” na motivação dos funcionários demonstram a necessidade de estudos que abordem esta questão.
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Chiu, Chen-Yu, and 邱琛榆. "The Effect of Human Resource Practices on Employee Engagement - The Mediation of Entrepreneurial Orientation." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/72rzxm.
Full textAbstract:
碩士國立中央大學
人力資源管理研究所
107
Since the concept of entrepreneurial orientation has been proposed, scholars have confirmed that entrepreneurial-oriented organizations can create better organizational performance in a turbulent industrial environment. In addition, dedicated employees and comprehensive human resource management practices can also have a positive effect on organizational performance. Therefore, it may bring a competitive advantage to the organization if these three factors can play a comprehensive role. In order to provide suggestions for improving employee engagement from the perspective of human resource management(HRM), this study explores the effect of human resource practices on employee engagement and uses the employees’ awareness of entrepreneurial orientation of the organization as a mediator. The data was collected through questionnaires and distributed to employees in Taiwan with human resource departments. A total of 306 copies were distributed and 158 were effectively recovered. We found that only when employees aware the orientation of risk-taking can traditional HRM has a significantly positive effect on employee engagement. In contrast, discretionary HRM can directly improve employee engagement. As a result, in addition to adopting entrepreneurial-oriented strategies, organizations need to focus both on traditional and discretionary HRM if they want to make their employees more engaged in work, and therefore gaining an advantage in a turbulent industry environment.
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Chan, Wai Lok. "Entrepreneurial leadership and employee creativity: the roles of perceived organizational support and job autonomy." Thesis, 2018. http://hdl.handle.net/1959.13/1392664.
Full textAbstract:
Professional Doctorate - Doctor of Business Administration (DBA)The aim of this thesis is to further our knowledge of the relationship between entrepreneurial leadership and employee creativity in Hong Kong. This thesis examined the influence of entrepreneurial leadership on employee creativity through the mediation of perceived organizational support and job autonomy. The hypotheses of this thesis assume that entrepreneurial leadership has a positive effect on employee creativity by giving employees a sense of “organizational support” and “job autonomy” to engage in creative processes in the workplace. The researcher investigated how perceived organizational support and job autonomy influence the relationship between entrepreneurial leadership and employee creativity. An online survey was administered with a sample of 202 employees working in different organizations in Hong Kong. They replied to survey questions / items about their supervisor’s entrepreneurial leadership style, perceived organizational support, job autonomy and creativity. The findings of this thesis provided evidence supporting the hypotheses that perceived organizational support mediates the relationship between entrepreneurial leadership and employee creativity, and job autonomy partially mediates the relationship between entrepreneurial leadership and employee creativity.
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Cacela, Nuno Miguel de Castro Figueiredo Valente. "Ties between business model innovation and entrepreneurial finance: A case in the employer branding industry." Master's thesis, 2016. http://hdl.handle.net/10362/20553.
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CEMSThis report describes a business project conducted by a team of CEMS students at Nova SBE, where they were tasked with redefining an employer branding consultant’s product portfolio as part of a larger strategic change. The company is benchmarked against other B2B business models and a study is conducted into customer needs and ideal segmentation. The final recommendation of a modular offering built on a subscription-based online platform is derived from the identified customer needs and sector best practices. Finally, ties are found between the project and entrepreneurial finance theory, and future research ideas are presented.
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Hung, Chien-Chun, and 洪千淳. "How does the entrepreneurial leadership influence the employee creativity with the mediating mechanisms in the organization?" Thesis, 2013. http://ndltd.ncl.edu.tw/handle/qk4cre.
Full textAbstract:
碩士國立交通大學
管理科學系所
101
Leadership style and creativity has always been an important research field. However, the influence of entrepreneurial leadership on creativity has not been discussed. Entrepreneurial leadership is an emerging concept, which is proposed in response to the high-velocity and competitive business environments. Therefore, in the current research, we intend to answer the question “how does the entrepreneurial leadership influence the employee creativity with the mediating mechanisms in the organization?” We integrate the research in leadership and creativity and create a cross-level research framework to discuss the relationship between entrepreneurial leadership and employee creativity with mediating mechanisms. We assume entrepreneurial leadership will grasp innovative opportunities and create enterprise value. We further argue entrepreneurial leadership will impact the employee creativity either through organizational-level mediating mechanisms such as shaping creativity organizational culture and using reward distribution to motivate employee; or through individual-level mediating mechanisms such as increasing employee perceived organizational support and enhancing employee’s psychological empowerment to perform more creativity behavior. Above all, in the field of organization research, many of scholars emphasize the important of hierarchical analysis because individual in the same organization would be highly correlated which called nested nature of the data. Therefore, in this research, we use the hierarchical linear modeling (HLM) to verify the relationship between entrepreneurial leadership and employee creativity with the mediating effects of reward and organizational culture in organizational-level and the mediating effects of perceived organizational support and psychological empowerment in individual-level. This research makes four contributions. Firstly, in terms of the field in leadership research, we explore entrepreneurial leadership as the core concept and discuss its influence on employee creativity. Secondly, in terms of the model we explore the mediating mechanisms and signify the importance of mediators on the relationship between entrepreneurial leadership and employee creativity. Thirdly, in terms the field in creativity research, we develop an “integrative” framework, which include reward and organizational culture in the organizational-level and perceived organizational support and psychological empowerment in the individual-level to discuss the factors influencing employee creativity. Finally, in terms of the methodology we use hierarchical linear modeling to verify the research model so that we can accurately understand the impact of the variability of employee creativity that is resulted from the factors in organizational-level and individual-level.
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LIU, CHIA-I., and 劉佳怡. "The Entrepreneurial Leadership of Psychological Capital and Employee performance of Small and Medium Enterprises in Taiwan." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/36356340050524800291.
Full textAbstract:
碩士正修科技大學
經營管理研究所
101
This study used charismatic leadership as intermediate variable to explore the relations and influences of charismatic leadership, employee psychological capital and employee performance. Leadership focuses on people, including leader and follower, and the two-way interactive process between leader and employees. A leader affects employees through organization activities or organization behaviors. A leader’s personal charisma will make employees obey the rules and work harder on the leader’s assigned job. They would even do more than their fair share of the work to acquire leader’s recognition and appreciation. Therefore, employees working together with charismatic leaders will reach higher employee performance. The higher the positive psychological capital employees have, the more optimistic employees will be. As a result, optimistic mind will make employees overcome difficulties and frustrations, and they will have higher achievement rates in their responsibilities and mission. Therefore, employees will have higher work performance when they have positive psychological capital. This study used employees in medium and small sized enterprises as subjects and adopted questionnaire survey by releasing 550 questionnaires and 463 valid questionnaires were returned. The results showed that: (1) employee’s psychological capital has positive significant impact on employee performance; (2) charismatic leadership has positive significant impact on employee performance; (3) employee’s psychological capital has positive significant impact on charismatic leadership; (4) charismatic leadership has significant mediating effect on employee’s psychological capital and employee performance, and (5) different demographic variables have significant impact on charismatic leadership, employee’s psychological capital and employee performance.
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Tshabangu, Bheki Mathews. "Investigate entrepreneurial skills of contingent employees in small retail businesses in Roodepoort as job security determinant." Diss., 2016. http://hdl.handle.net/10500/22458.
Full textAbstract:
Entrepreneurial skills stimulate entrepreneurial activities. An increase in entrepreneurial activities culminates in high economic growth, creation of employment, and alleviation of poverty. South Africa’s entrepreneurial activity ratio stands at 9.1%, far below 14.3% of the BRICS (Brazil, Russia, India, China and South Africa) countries. Entrepreneurship is a national priority endeavour which helps absorb individuals searching for employment. Small, Medium and Micro Enterprises (SMMEs) provide employment to approximately 61% of households in South Africa. SMME shutdowns have increased and can be attributed to lack of entrepreneurial proficiencies. Hence, contingent employees in small retail businesses face poor working conditions, are unprotected by labour legislation, low remuneration, skills redundancy, and discrimination. They are also not affiliated with a union. The foregoing variables lead to job insecurity. Job insecurity leads to job dissatisfaction, disloyalty, and low organisational commitment. The study investigated whether contingent employees in Roodepoort have entrepreneurial skills to be entrepreneurial, as an avenue to offset job insecurity. The question why contingent employees are not entrepreneurial in Roodepoort was posed. A sample composed of 129 contingent employees from 60 small retail businesses in Roodepoort was used. Results showed a positive relationship between entrepreneurial skills and entrepreneurship, job insecurity and entrepreneurship, and contingent employees and job insecurity. However, it appears that contingent employees in Roodepoort were not affected nor concerned about job insecurity. They possess a significant understanding of entrepreneurial skills, yet they are not entrepreneurial.Business Management
M. Com. (Business Management)
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"Women in business in the Province of Shaanxi, China : an entrepreneurial perspective." Thesis, 2008. http://hdl.handle.net/10413/139.
Full textAbstract:
Since China's introduction of economic reform and adoption of market-oriented programs, more and more people are going into business. China registered an average annual GDP growth of over 8% in the past ten years. Moreover, during the past ten years (1995-2005), the number of women-owned businesses in China has increased significantly, and these businesses are just as successful as those owned by men. With an increasing number of them participating, women have become a major force in China's economic development, even in Shaanxi. The need for a better understanding of this emerging economy and of women entrepreneurs in small firm motivated the researcher to undertake this study. Moreover, this study was guided by the following research objectives: Primary objectives • Determine the motivations underpinning entry of women into small business in Shaanxi • Examine the barriers and challenges that female entrepreneurs face and how can these be addressed • Examine the contribution of female entrepreneurs to the regional development of the province with regard to employment • Consider the determinants of the employment growth of women-owned business as in Shaanxi • Examine the determinants of the performance of female entrepreneurs in Shaanxi • Make suggestions regarding further research on entrepreneurship development in Shaanxi province, China • Examine whether source of funding is associated with the education of the entrepreneurs. Secondary objectives • Examine whether perceptions of support for women entrepreneurs vary with marital status and education. • Examine whether perceptions of support for women entrepreneurs vary with training and networks. • Examine whether belonging to a business network is related to the marital status and education of the women entrepreneurs. According to surveyed entrepreneurs, the quest for personal development (pull) and a feeling of not "fit in" with the organisation (push) are two main factors which motivated women to go into business as self-employed persons. The main barriers to them start-up in business are availability of funds and family support. Problems still exist, but women entrepreneurs made a great contribution to Shaanxi's provincial economic development, especially in terms of employment creation opportunities. The regression analysis shows that education and experience of the entrepreneurs contribute significantly to employment growth. Moreover, efficient business networks, availability of funding with training opportunities and the support from government are seemingly rather weak in Shaanxi, China. Results of the hypotheses tests indicate that training, networks, business location, family member employees and prior working experience of the women entrepreneurs contribute significantly to better performance in business.Thesis (M.Comm.)-University of KwaZulu-Natal, Pietermaritzburg, 2008.
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Mugunzva, Fidel Isheanesu. "Exploring operational level employees' contribution towards corporate entrepreneurship within a long-term insurance company based in Johannesburg." Diss., 2019. http://hdl.handle.net/10500/26384.
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This cross-sectional qualitative study explored and described the role and contribution of operational level employees towards corporate entrepreneurship (CE) in the long-term insurance sector in Johannesburg, South Africa. Individual face-to-face semi-structured interviews took place with 13 operational level employees. Data analysis was done through thematic analysis where themes and sub-themes emerged. The findings indicate that operational level employees acknowledge that CE positively influences their entrepreneurial activity within the organisation. While operational level employees implement the CE strategy, they emphasise non-engagement in the CE initiatives as one of the main barriers to contributing to CE. This study concludes that management should focus on the antecedents of CE such as management rewards/reinforcement, work discretion, organisational boundaries, organisational structure and organisational culture.Applied Management
M. Com. (Business Management)
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Lian, Jiunn-Woei, and 連俊瑋. "Impact of Multiple Intelligences and Social Capital on Entrepreneurial Behaviors – Comparisons between Software Industry Entrepreneurs and IS Employees." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/20194722213692956229.
Full textAbstract:
博士國立中央大學
資訊管理研究所
94
Abstract Entrepreneurs represent a special and rare group in an economic system, and they play a critical role in establishing new businesses. Therefore, issues relating to entrepreneurs are important research topics. Notably, why do some people become entrepreneurs while others do not? Many studies have attempted to answer the above question. If entrepreneurs naturally born or they can be educated from school. Therefore, the issue of entrepreneur origin relates crucially to entrepreneur education. In the field of MIS education, the goal is to educate information technology application professionals. Previous educational efforts have educated numerous outstanding information systems application personnel, but equivalent success has not been achieved in cultivating entrepreneurs. Previous studies have demonstrated that entrepreneurs have identified certain personality traits unique to entrepreneurs, but no study have focused on software industry entrepreneurs in Taiwan. This study integrates studies from multiple intelligences and social capital to investigate their influence on entrepreneur behaviors. A two phase research design was employed. The first phase conducted a case study. This phase was designed to understand the entrepreneurial spirit of social capital and how to measure this concept. The results were used as the basis of the next phase. A total of seven software industry entrepreneurs were interviewed. In the second phase, a survey was implemented. Integrating the concept of multiple intelligences and the results of first phase and integrated model of entrepreneurial decision behavior was developed. Additionally, related research hypotheses were proposed and validated. The research subjects during this phase included software industry entrepreneurs and information systems professionals. The first phase of this study defined entrepreneurial social capital and proposed measuring it based on three dimensions: structure, cognitive, and relationship of social capital. This measurement were employed and validated in the second phase. The second phase results indicated that there exists differences between entrepreneurs, IS managers and IS technical people in terms of multiple intelligences (emotional intelligence, social intelligence, and cultural intelligence). Regarding social capital, the results indicated that besides daily social capital significant differences exist between the three research samples. These variables include personal social capital cognition, participation in work related association and trust. This study also found that personal emotional intelligence and cognition related to social capital positively affects social capital forming. Finally, this study indicated that personal multiple intelligences and social capital positively affect entrepreneurial decision behavior. Related discussions, limitations, and future research directions are discussed in this dissertation.
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Dias, Marta Correia. "How virtuality impacts start-up employees performance through its influence on entrepreneurship passion." Master's thesis, 2020. http://hdl.handle.net/10071/21268.
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There is evidence that organizations have increased the use of virtual teams in recent years and
combined with this there are many advantages. However, there is no certainty that these teams
have a virtual positive effect on their performance. This study, through a questionnaire,
examined how team's entrepreneurial passion mediated the relationship between Virtuality and
Team Performance and how the Work Conflict moderated the Team's Entrepreneurial Passion
effect on performance. A sample of 41 start-ups was analyzed using a moderate mediation
model; and the results indicate that the Virtuality is positively related to Team Performance and
that the Team's Entrepreneurial Passion also contributes to good performance. On the other
hand, the relationship between Virtuality and Team Entrepreneurial Passion is less clear, and
its positive impact depends on the informational value and the extent of use with which the
team uses virtual tools to work. Practical implications of the results and possible questions for
future research are discussed.Há evidências de que as organizações têm aumentado o uso de equipas virtuais nos últimos anos e aliado a isso existem muitas vantagens. Ainda assim, não há certeza de que estas equipas tenham um efeito positivo da virtualidade na sua performance. O presente estudo, através de um questionário, examinou como é que a paixão empreendedora da equipa mediou a relação entre virtualidade e performance e como o conflito de trabalho moderou o efeito da paixão empreendedora da equipa na performance. Uma amostra de 41 start-ups foi analisada por meio de um modelo de mediação moderada; e os resultados indicam que a virtualidade está positivamente relacionada com a performance e que também a paixão empreendedora da equipa contribui para uma boa performance. Por outro lado, a relação entre virtualidade e paixão empreendedora da equipa é menos clara, sendo que o seu positivo impacto depende do valor informacional e do grau de utilização com que a equipa recorre a ferramentas virtuais para trabalhar. São discutidas implicações práticas dos resultados e levantadas possíveis perguntas para futuras pesquisas.