Extending Social Cognitive Career Theory into the Entrepreneurship Domain: Entrepreneurial Self-Efficacy\u27s Mediating Role Between Inputs, Outcome Expectations, and Intentions

Self-efficacy is among the most important constructs in recent entrepreneurship literature (Forbes, 2005), and is central to our understanding of entrepreneurial phenomena. Accordingly, it often captures the attention of policy makers, community leaders, educators and entrepreneurship advocates (e.g., Shook & Bratianu, 2010; Descant, 2010; McCollister, 2011; Chapman, 2011). In this dissertation, I seek to expand upon the extant knowledge of self-efficacy research by undertaking three specific objectives. First, I apply a social cognitive career theory (Lent, Brown, & Hackett, 1994) to entrepreneurship, and posit that this is a more robust theoretical framework to study individual entrepreneurial activity. Second, I explore self-efficacy as it relates to entrepreneurial intentions, beginning to reconcile the unique roles of both domain-specific and generalized self-efficacy. Lastly, I explore how a new set of contextual variables (university orientation toward teaching, university focus on entrepreneurship, and student exposure to faculty) impact individual entrepreneurial career aspirations

How and when is self-efficacy related to entrepreneurial intentions: exploring the role of entrepreneurial outcome expectations and subjective norms

This study investigates how and when general self-efficacy is related to entrepreneurial intentions. We propose that entrepreneurial outcome expectations function as a mediator in this relationship, while subjective norms act as a moderator. Using a sample of 1052 students from U.S. Public Universities, we tested a moderated mediation model. Results showed that general self-efficacy is positively related to entrepreneurial intentions through the mediating effect of entrepreneurial outcome expectations, and that this relationship is significantly positive for individuals with favourable subjective norms towards entrepreneurship, while significantly negative for individuals with less favourable subjective norms. These findings contribute to literatures on entrepreneurial intentions.   Keywords: entrepreneurial intentions, self-efficacy, entrepreneurial outcome expectations, subjective norm

The effects of social spending on entrepreneurship in developed nations

Understanding how national policy can spur entrepreneurial activity is central to entrepreneurship research. Over the past decade, there has been a limited set of research findings to suggest that social spending may increase entrepreneurship in addition to serving more direct social purposes. We examine the topic through the lens of market failure theory and Austrian economics. In accordance with the Austrian perspective, we theorize that social spending increases the opportunity cost of entrepreneurship, thereby decreasing the attractiveness of entrepreneurship in comparison to salaried employment. Drawing from a sample of 31 developed countries spanning 2004–2011, we investigate the effects of social spending on entrepreneurial attitudes and activity. Our results indicate that country level social spending negatively affects entrepreneurial activity, business ownership, and the public’s view of entrepreneurship as a career choice. The findings suggest that social spending may be better suited for addressing social issues compared to spurring entrepreneurial attitudes or activity. Our findings have implications for both the entrepreneurship and national policy literature

High performance work systems: A necessity for startups

New businesses are an important part of any economy, yet the key elements to achieve startup success are often unclear or up for debate. Attracting, selecting, and training employees are often critical activities for most startups. Research suggests that high performance work systems (i.e., a bundle of human resource practices) enhance organizational performance. However, we posit that most startups lack these systems at the onset, yet with minimal effort can establish a system to improve their likelihood of meeting their goals, enhancing capabilities, and ensuring long-term survival

The Mediating of Organization Change, Perceptions of Politics and Interpersonal Conflict at Work on the Leader/Member Exchange and Job Satisfaction Relationship

Using the lens of social exchange theory, this study examines the role of organization change, perceptions of politics (POPS) and interpersonal conflict at work (ICAW) on the LMX/job satisfaction relationship. Results indicate that organization change, POPS and ICAW each have a partial negative mediation effect on the LMX/job satisfaction relationship. Implications for management are briefly discussed

Why small firms are different: Addressing varying needs from boards of directors

Board of director member diversity has an impact on the functions each director successfully provides. Appropriate and necessary board member capabilities differ between small and large firms. Although these differences seem apparent, current research has favored studies related to large firms and neglected those related to board member needs of small firms. Grounded in Agency Theory and Resource Dependence Theory, the following manuscript theoretically suggests that firm size moderates the relationship between board member diversity and the two primary functions (monitoring and the provision of resources) of board members. Furthermore, small firms can enhance performance through appropriate member composition in differing ways than large firms

High Performance Work Systems: A Necessity for Startups

New businesses are an important part of any economy, yet the key elements to achieve startup success are often unclear or up for debate. Attracting, selecting, and training employees are often critical activities for most startups. Research suggests that high performance work systems (i.e., a bundle of human resource practices) enhance organizational performance. However, we posit that most startups lack these systems at the onset, yet with minimal effort can establish a system to improve their likelihood of meeting their goals, enhancing capabilities, and ensuring long-term survival.

A growth model for understanding female-owned enterprises

Numerous policy initiatives designed to support the growth of female-owned enterprises in the developing economies have repeatedly failed to achieve their objectives. Research recognizes the lack of contextualized growth models for defining female-owned enterprises in such contexts as the main issue. Thus, and drawing from our qualitative data, we propose a growth model to account for the business development activities of female-owned enterprises from a developing economy perspective. Through analyzing our qualitative data, it emerged that money (access and utilization), management (nonformal education and experience), and market (customer intelligence) were direct determinants of the growth trajectories of female-owned enterprises. Motherhood (household and family), meso- (membership of professional networks and social learning), and macro-environment (sociocultural and economic issues) indirectly influenced their growth by mediating women’s access and utilization of the aforementioned direct determinants. From that, we offer recommendations for practitioners including public authorities and key actors within the entrepreneurial ecosystem that provide the support infrastructure for female-owned enterprises in a developing economy