Growth intention and growth in small accounting firms

Previous research has found that owner/manager growth intention is related to subsequent firm growth, but growth intention alone only explains about 4–5% of the variance in actual firm growth. The purpose of this study is to investigate factors in addition to growth intention that may help us to explain a higher proportion of the variance in firm growth. We selected three factors for our study: Entrepreneurial orientation, versatile human resources and labor productivity. We tested the hypotheses in a sample of small Norwegian accounting firms. The findings indicate that, after controlling for growth intention, versatile human resources and labor, productivity contributed to the explanation of the variance in sales and employment growth, while entrepreneurial orientation has no such additional effect.publishedVersio

Retraining and Social Adaptation of Military Officers and Their Family Members in Ukraine – Project’s results and impact

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Incorporated entrepreneurship in Norway : Propensity and endurance

This study concerns the relationship between individual characteristics, the propensity to become owners of incorporated firms, and endurance as business owners. We start with a large sample of non-entrepreneurs in 2004 and identify those individuals in this cohort who became and remained majority owners of incorporated businesses between 2005 and 2016. The results indicate that individual characteristics can explain a significant proportion of the variance in the propensity to become owners of incorporated firms as well as business owner endurance. One important finding is that prior income is strongly positively related to becoming and remaining owners of incorporated firms.publishedVersionUnit Licence Agreemen

Employee innovation behavior

The contribution from employees to organizational development and innovation is underestimated and under-explored. Even so, employees contribute to the innovation process in several ways. Some achievements are proactive in the sense that they represent intentional constructional change. In this dissertation, employee innovation behavior is defined as behavior related to the development of new products, the development of new markets, or improvement of business routines within their organization. The empirical basis for this dissertation is three surveys with 634, 153, and 555 respondents and a qualitative study examining four cases. The findings reported in this dissertation show that employees involve themselves in innovation behavior in order to benefit their organization. An organizational strategy of entrepreneurship is utilized to explain employee behavior. The motivational factors that employees find stimulating with regard to innovation behavior are also discussed. Moreover, the dissertation indicates how involvement in innovation behavior can be implemented at several organizational levels. Characteristics of the organization and employees are found to be associated with employees’ innovation behavior. These characteristics are portrayed and discussed. The findings in this dissertation have importance in relation to promoting employee innovation behavior when designing an organization, and when choosing employees to fill the specific organizational roles