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Knowledge exchange between older and younger employees enhances the collective memory of an organization and therefore contributes to its business success. The purpose of this paper is to take a motivational perspective to better understand why older and younger employees share and receive knowledge with and from each other. Specifically, this study focuses on generativity striving – the motivation to teach, train and guide others – as well as development striving – the motivation to grow, increase competence and master something new – and argues that both motives need to be considered to fully understand intergenerational knowledge exchange.

This paper takes a dyadic approach to disentangle how older employees’ knowledge sharing is linked to their younger colleagues’ knowledge receiving and vice versa. The study applied an actor-partner interdependence model based on survey data from 145 age-diverse coworker dyads to test the hypotheses.

Results showed that older and younger employees’ generativity striving affected their knowledge sharing, which, in turn, predicted their colleagues’ knowledge receiving. Moreover, the study found that younger employees were more likely to receive knowledge that their older colleagues shared with them when they scored higher (vs lower) on development striving.

By studying the age-specific dyadic cross-over between knowledge sharing and knowledge receiving, this research adds to the knowledge exchange literature. This study challenges the current age-blind view on knowledge exchange motivation and provides novel insights into the interplay of motivational forces involved in knowledge exchange between older and younger employees.

Research on the relationship between job insecurity and job performance has thus far yielded inconclusive results. The purpose of this paper is to offer a more dynamic perspective on the effects of job insecurity on job performance.

Drawing from cognitive appraisal theory, research on critical life events, and stress reactions as well as more general theorizing around the role of time, this paper proposes that individuals’ job performance reactions to job insecurity will be dynamic over time.

Adopting a person-centered perspective, this paper suggests that there are seven subpopulations that differ in their intra-individual job performance change patterns over time.

This paper presents potential predictors of subpopulation membership and presents an agenda for future research.

We contribute to the literature by introducing a dynamic perspective to the study of job performance in the context of job insecurity. Delineating a set of open questions that follow from the presented theoretical arguments, the authors also hope to stimulate future research in the context of job insecurity and job performance.

The purpose of this study is to address the relation between task and relationship conflicts at work and employee well‐being. It seeks to examine psychological detachment from work during off‐job time as a moderator in the relation between conflicts and well‐being.

In a field study, 291 white‐collar employees completed survey measures of task conflicts, relationship conflicts, psychological detachment from work during off‐job time, and well‐being. Control variables included workload and job control.

Hierarchical regression analyses indicated that employees experiencing high levels of task conflicts and high levels of relationship conflicts report poorer well‐being. As predicted, psychological detachment from work mitigated the negative relation between relationship conflicts and well‐being. Contrary to expectations, psychological detachment failed to moderate the relation between task conflicts and well‐being.

The study suggests that employees should be encouraged to disengage mentally from work during leisure time.

This study links research on workplace conflicts with research on recovery processes. It tests the moderator effect of psychological detachment from work on the association between workplace conflicts and well‐being.

By combining the influence tactics and team development literatures, this paper aims to propose a new team-level approach to influence tactics in self-managed teams and a temporal account of the extent to which team-level influence tactics are associated with team performance as a dynamic process.

Using 75 self-managed teams, we examined the relationship between the proportion of team members who tend to use each influence tactic to a high degree and team performance at initial versus advanced stages of team development.

Results demonstrated at initial stages of team development, a high proportion of team members who tend to use assertiveness was detrimental to team performance, whereas at advanced stages of team development, a high proportion of team members tending to use ingratiation was detrimental, while rationality was positively associated with team performance. Additionally, a Fuzzy Qualitative Comparative Analysis showed that at advanced stages of team development, tactics configuration matters.

This study sets the stage for a team-level theory of influence tactics by examining the relationship between the proportion of team members who tend to use influence tactics to a high degree and team performance at initial versus advanced stages of team development, and the configurations of tactics associated with better team performance at these developmental stages. While the individual-level literature on influence tactics is based on notions of power and politics, in a team context and specifically with self-managed teams, there is a need to integrate theories of team processes and dynamics to understand how influence tactics are associated with performance.

As a consequence of global changes, the landscape of immigration is changing. This brings opportunities for researching more nuanced aspects related to immigrant entrepreneurship in new contexts. The purpose of this paper is to establish the extent to which Africa-to-African immigrants leverage their social capital and human capital towards improving the success of their entrepreneurial ventures.

First-generation immigrant entrepreneurs within the Johannesburg area in South Africa were surveyed (n = 230). Instrument validity and reliability was first established, and then the hypotheses were tested using multiple regression analyses.

Hypotheses are supported insofar African immigrant entrepreneurs in South Africa rely on their structural and resource-related dimensions of social capital to achieve entrepreneurial success. Furthermore, human capital in terms of both work experience and entrepreneurial experience was found to be a significant predictor of entrepreneurial success.

There is value in developing policies that promote African immigrant entrepreneurs with higher levels of human and social capital. These African immigrants have the potential to increase the national skills base and knowledge required for successful entrepreneurship development in South Africa.

While both human capital and social capital have been associated significantly with the generic entrepreneurship literature, this paper provides an empirical contribution by focusing on the relevance of these constructs in the context of immigrant entrepreneurship from an African emerging market perspective.

Understanding student’s intentions with regard to entrepreneurship as a possible career pathway is important for the development of the formal economy. Presented here are the results from a longitudinal study conducted between 2010 and 2014 involving a sample of 1,513 undergraduate students, of which 54 agreed to be interviewed. The research is qualitative and has combined the Opportunity Structure with the Theory of Planned Behavior to understand the reasons why students chose to start a business either just prior to or within one year of entering university, and their intentions upon graduating. The results show that many of these businesses sit within the informal economy, and may be categorized as low growth businesses with few skill requirements. Importantly, the research has discovered that these students are also highly strategic with regard to educational pathways, and many of these businesses are focused on delivering and/or sustaining a particular lifestyle while at university.

The effect of a study programme in entrepreneurship on intention to start a business has not received adequate attention by researchers using a pre- and post-programme research design. The purpose of this paper is to find evidence of entrepreneurship education programme on entrepreneurial intention in the context of a post-communist transition county.

Coarsened exact matching method is performed to achieve two similar groups: control (people who did not attend a study programme in entrepreneurship) and treated (those who attended) groups. Based on a set of covariates as identified in theory, 442 out of 528 members were matched. Hypotheses developed in a pre- and post-programme setting can be tested by using the ANCOVA. Members’ scores on intention to start a business before the programme was introduced were used as the covariate in this analysis (pre-programme).

The analysis confirms a significant difference between the two groups on entrepreneurial intention after the study programme in entrepreneurship was completed (post-programme). The results suggest that entrepreneurial intention is affected by entrepreneurship education programme.

This study offers useful insights for universities and individuals running a business. Aiming better results in terms of entrepreneurship, university, industry and government should align their efforts following a triple helix model.

This work adds value to the entrepreneurship literature in the context of post-communist transition country. Furthermore, it uses a rigour methodology that makes the comparison of control and treated groups possible.

The purpose of this paper is to critically examine the multinational oil companies’ (MOCs) corporate social responsibility (CSR) initiatives in Nigeria. Its special focus is to investigate the impact of the global memorandum of understanding (GMoU) on development of enterprising rural women as custodians of seed, food and traditional knowledge for climate change resilience in the Niger Delta region of Nigeria.

This paper adopts a survey research technique, aimed at gathering information from a representative sample of the population, as it is essentially cross-sectional, describing and interpreting the current situation. A total of 768 rural women respondents were sampled across the rural areas of the Niger Delta region in Nigeria.

The results from the use of a combined propensity score matching and logit model indicated that the meagre interventions of MOCs’ CSR targeted at the empowerment of rural women as custodians of seed, food and traditional knowledge for climate change resilience recorded significant success in improving the role of women in agricultural production, especially in women’s involvement across value chains.

This suggests that any increase in the MOCs’ CSR targeted at increasing rural women’s access to seed preservation facilities, food processing facilities and extension systems that impact a strong body of knowledge and expertise that can be used in climate change mitigation, disaster reduction and adaptation strategies will enhance women’s responsibilities in households and communities as stewards of natural and household resources and will position them well to contribute to livelihood strategies adapted to changing environmental realities.

This implies that MOCs’ GMoUs’ policies and practices should enhance women’s participation, value and recognize women’s knowledge and enable women as well as men farmers to participate in the decision-making process in agriculture, food production and land governance, as women need to be acknowledged and supported as the primary producers of food in the region, able to both cultivate healthy food and climate change resilience through small-scale agro-ecological farming system.

This research contributes to gender debate in agriculture from a CSR perspective in developing countries and explains the rational for demands for social projects by host communities. It concludes that business has an obligation to help solve problems of public concern.

The objective of this chapter is to help unpack the performance-enhancing role of certain capabilities that influence the decision of female immigrant entrepreneurs to rapidly internationalise. It employs a capabilities perspective of the broader resource-based theory and contributes to existing research involving capabilities that facilitate or inhibit rapid internationalisation. One strand of earlier literature highlights a potential ‘double disadvantage’ among particular female immigrant entrepreneurs associated with gender and ethnicity. An alternative strand of prior research identifies certain gender and ethnic resources/capabilities like cultural knowledge that can provide potential advantages. Findings from interviews with 11 female immigrant entrepreneurs that migrated to the UK, and selected secondary data, form an instrumental case study. New insights emerge regarding the potential role of appropriate stakeholders in transforming operational capabilities to those of a threshold or potentially dynamic nature. The findings suggest that generalisation should not occur regarding earlier literature investigating practices in other sectors.