Chao Miao, Ronald H. Humphrey, Shanshan Qian and Jeffrey M. Pollack
The topic of entrepreneurial intention, which refers to a person’s degree of interest in creating a new business venture, has received close scrutiny in the entrepreneurship…
Abstract
Purpose
The topic of entrepreneurial intention, which refers to a person’s degree of interest in creating a new business venture, has received close scrutiny in the entrepreneurship literature. The empirical results regarding the relation between emotional intelligence (EI) and entrepreneurial intention were nevertheless mixed across studies. Based on fit theory and trait activation theory, the purpose of this paper is to explain the fundamental reason for the mixed findings in the extant literature thus far.
Design/methodology/approach
Random-effects meta-analyses, based on 12 studies (along with 12 effect sizes), were performed to not only investigate the overall relation between EI and entrepreneurial intention but also to examine the moderators (i.e. individualism (vs collectivism), masculinity (vs femininity), power distance, long-term orientation (vs short-term orientation), uncertainty avoidance, and indulgence (vs restraint)) that influence this relation.
Findings
The results of this meta-analysis demonstrated that EI is positively related to entrepreneurial intention; the positive relationship between EI and entrepreneurial intention is stronger in long-term-oriented cultures; and the positive relationship between EI and entrepreneurial intention does not significantly differ based on a culture’s level of collectivism, masculinity, power distance, uncertainty avoidance, and indulgence.
Originality/value
This meta-analysis advances the current understanding of the relation between EI and entrepreneurial intention from cross-cultural perspectives.
Details
Keywords
Julita Haber, Jeffrey M. Pollack and Ronald H. Humphrey
This chapter introduces the concept of “competency labor” and illustrates its important role in organizational life for both researchers and practitioners. In the contemporary…
Abstract
This chapter introduces the concept of “competency labor” and illustrates its important role in organizational life for both researchers and practitioners. In the contemporary workplace environment individuals face increasing expectations of competence. However, demonstrating competence is no simple task – rather, to demonstrate competence requires a concerted effort in terms of individuals’ affect, cognition, and behavior. Accordingly, new models are needed that can explain these emergent processes. The present work integrates the literatures related to emotional labor and impression management, and builds a theory-based framework for investigating the processes (affective, cognitive, and behavioral) of making desired impressions of competency at work and how these processes impact critical individual and organizational outcomes. Our conceptual model proposes how growing demands in the workplace for individuals to display competence affect how they think, feel, as well as act. In sum, our work advocates that a new research stream is needed to better understand the “competency labor” phenomenon and its theoretical as well as practical implications.
Details
Keywords
Andrew Intihar and Jeffrey M. Pollack
The purpose of this paper is to highlight points of differentiation for small family businesses, relative to larger “big box” retailers, which may provide marketing‐oriented…
Abstract
Purpose
The purpose of this paper is to highlight points of differentiation for small family businesses, relative to larger “big box” retailers, which may provide marketing‐oriented competitive advantages.
Design/methodology/approach
From a conceptual perspective, the authors illustrate how small family‐owned businesses may be able to successfully compete against big box retailers by differentiation in three key areas.
Findings
The authors conclude that small family businesses may be able to successfully differentiate themselves from the larger big box retailers by: establishing a relationship with customers based on trust; competing on value (not price); and focusing the business on serving a specialized segment of the market.
Practical implications
The paper offers theory‐based advice for practitioners, as well as thoughts on future directions for academic research.
Originality/value
Much of the research that has been done on family‐owned businesses has focused on the characteristics of the family operating the firm, and how they interact with one another while running the business. Less attention has been given to the exploration of points of differentiation for small family retailers, relative to big box retailers, and how these areas may provide marketing‐oriented advantages. Thus, this work offers substantial benefit for practitioners and the authors’ suggestions for future research will benefit academics.
Details
Keywords
Ronald H. Humphrey, Jeffrey M. Pollack and Thomas Hawver
This paper seeks to argue that leaders perform emotional labor whenever they display emotions in an attempt to influence their subordinates' moods and motivations.
Abstract
Purpose
This paper seeks to argue that leaders perform emotional labor whenever they display emotions in an attempt to influence their subordinates' moods and motivations.
Design/methodology/approach
This is a conceptual paper that integrates the literature on leadership with the research on emotional labor.
Findings
This paper develops 15 propositions that distinguish emotional labor performed by leaders from that performed by front‐line service workers.
Research limitations/implications
The paper suggests that leading with emotional labor is a fruitful research topic, and that considerable research could be done in this area.
Practical implications
Instead of conducting business in a non‐emotional, “business‐like manner”, leaders would benefit by expressing their emotions in the workplace. Emotionally expressive leaders are more charismatic and are better motivators.
Originality/value
This is the first paper to develop a theoretical model that describes how leaders perform emotional labor; thus the propositions are original.
Details
Keywords
George Christopher Banks, Jeffrey M. Pollack and Anson Seers
Conceptualizations of work coordination historically assumed that work systems are put into place and that these systems shape the ability of workers to accomplish tasks…
Abstract
Purpose
Conceptualizations of work coordination historically assumed that work systems are put into place and that these systems shape the ability of workers to accomplish tasks. Formalization has thus long been invoked as an explanatory mechanism for work coordination. Recent studies have extended interest in emergent implicit and relational coordination, yet their underlying mechanisms of bottom-up coordination have yet to be explicated such that formal top-down coordination can be approached as a complementary mechanism rather than an alternative substitute. The purpose of this paper is to integrate the literatures related to coordination and routines, and extend analysis of bottom-up coordination toward an understanding of how it can be complemented by top-down formalized coordination of routines within organizations. Implications of this work, for both theory and practice, are discussed.
Design/methodology/approach
A conceptual review was conducted.
Findings
By integrating the literatures related to coordination and routines, the authors extend analysis of bottom-up coordination toward an understanding of how it can be complemented by top-down formalized coordination of routines within organizations.
Research limitations/implications
From a theory-based point of view, in the present work, the authors integrated the literatures related to coordination and routines and arrived at the conclusion that bottom-up coordination can be complemented by top-down formalized coordination of routines within organizations.
Practical implications
The authors suggest that there is a need in the contemporary workplace for implicit, relational processes to enable individuals to continuously assess what changes are needed and adapt coordinated routines to accomplish the task at hand. This propensity will continue to increase as technology facilitates even more seamless communication among employees, organizations, and external partners.
Originality/value
For the first time the authors integrate the literatures related to coordination and routines, in order to extend analysis of bottom-up coordination toward an understanding of how it can be complemented by top-down formalized coordination of routines within organizations.
Details
Keywords
Neal M. Ashkanasy, Wilfred J. Zerbe and Charmine E. J. Härtel
Francie Lange, Lukas Hesse, Dominik K. Kanbach and Sascha Kraus
Literature on entrepreneurial resourcefulness (ER) has grown constantly in the last two decades. ER is a construct that describes the specific behavior of entrepreneurs, focusing…
Abstract
Purpose
Literature on entrepreneurial resourcefulness (ER) has grown constantly in the last two decades. ER is a construct that describes the specific behavior of entrepreneurs, focusing on the generation and deployment of resources to pursue an opportunity. Since the ER literature has expanded and diversified, the purpose of this study is to integrate its findings with existing knowledge about the construct.
Design/methodology/approach
The study applies a systematic literature review approach, following the methodology of Tranfield et al. (2003). The authors identify and synthesize 31 studies focusing on ER.
Findings
The literature on ER can function on four different levels: (1) individual, (2) organizational, (3) contextual, and (4) effectual level. Studies on ER concentrate on either the individual or the organizational level, with the contextual and effectual levels appearing as additional study categories for the studies. Behind this categorization, research views ER either as an antecedent influencing a specific effect or as an outcome resulting from a particular context.
Originality/value
This paper is the first of its nature, structuring the existing ER research and proposing a research agenda on ER with seven concrete research avenues and their research questions. Based on the systematic literature review, the authors develop a framework consolidating the interrelations of the different levels.
Details
Keywords
Chunxiao Chen, Jian Zhang, Huirong Tian and Xing Bu
Entrepreneurial passion has important implications for entrepreneurial success and psychological well-being. But their connections are complicated by the fact that three…
Abstract
Purpose
Entrepreneurial passion has important implications for entrepreneurial success and psychological well-being. But their connections are complicated by the fact that three entrepreneurial passions (passion for inventing, passion for founding and passion for developing) can be combined differently according to their level and shape difference. A variable-centered approach cannot explain their relationship very well, by only focusing on the level difference and ignoring the different combination of entrepreneurial passion in subpopulations. The purpose of this study is to explore the function of entrepreneurial passion on entrepreneurial success and psychological well-being from a person-cantered approach.
Design/methodology/approach
In this study, the authors conducted latent profile analyses to identify different configurations of different entrepreneurial passions (passion for inventing, passion for founding, passion for developing) on two samples of Chinese students and entrepreneurs. Then in the sample of Chinese entrepreneurs, the authors utilized the DCON command in Mplus to provide comparisons among the profiles on entrepreneurial success and psychological well-being.
Findings
Based on identity theory, the authors found four entrepreneurial passion profiles across two samples—fully passionate, action-driven, interest-driven and dispassionate. Furthermore, the authors found that fully passionate entrepreneurs showed the highest level of entrepreneurial success, followed by action-driven, and then by interest-driven and dispassionate showed the lowest level. Action-driven entrepreneurs experienced the highest level of psychological well-being, followed by fully passionate entrepreneurs, then by interest-driven and dispassionate.
Originality/value
The results provide new insights into the nature and influence of entrepreneurial passion on entrepreneurial success and psychological well-being from a person-centered perspective.