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Entrepreneurship education is widely regarded as a fundamental means of fostering individuals' entrepreneurial intentions. In this paper, we delve into a distinctive empirical context: the integration of entrepreneurship education within Indonesia’s nationwide higher education system since 2010. Our goal is to investigate how prior participation in mandatory entrepreneurship training by company employees influences their inclination to leave their current employment and initiate a new business.

We employed structural equation modeling to analyze empirical data (n = 337) collected from full-time Indonesian employees in established companies.

Our findings indicate that previous engagement in entrepreneurship education predicts employees' entrepreneurial intentions, leading to reduced commitment to their current careers and an increased likelihood of having intentions to pursue new ventures. By comparing two groups of participants, our results suggest that government-mandated entrepreneurship education in Indonesia has a more substantial impact on employees' entrepreneurial intentions and turnover intentions.

This study, based on a unique sample from Indonesia, explores the entrepreneurial entry of organizational employees and the long-term effects of entrepreneurship education.

Cognition, conflict and cohesion constitute an inseparable body of group dynamics in entrepreneurial teams. There have been few studies of how entrepreneurial team members interact with each other to enhance venture performance. The purpose of this paper is to develop and test a model that explains the trinity of cognition, conflict and cohesion in terms of social interaction between entrepreneurial team members.

Drawing upon the existing literature concerning entrepreneurial teams, the hypothesized model posits that shared cognition influences team cohesion through the mediating effects of intra-team conflicts. The model also postulates that team cohesion is positively associated with new venture performance and entrepreneurial satisfaction. Structural equation modeling is used to test the hypothesized model, using data that were collected from 203 entrepreneurial teams from technology-based companies in Taiwan.

The results show that shared cognition in entrepreneurial team members maintains team cohesion by restraining conflict and that team cohesion has a positive influence on entrepreneurial members’ satisfaction and new venture profitability.

The leader of a new venture team must endeavor to improve shared cognition between entrepreneurial members. To strengthen shared cognition, the leader can hold formal workshops to build consensus, informal meetings to share views, or use social media to enhance common understanding.

This paper verifies the connections between shared cognition, conflicts and cohesion in entrepreneurial teams in predicting new venture success and highlights the importance of cultivating a shared cognition in an entrepreneurial team to manage conflicts.

Considering both online and offline service scenarios, this study aims to explore the factors affecting doctors' intention to offer consulting services in eHealth and compare the factors between the free- and paid-service doctors. The theory of reasoned action and social exchange theory are integrated to develop the research model that conceptualizes the role of extrinsic motivations, intrinsic motivations, costs, and attitudes in doctors' behavioral intentions.

Partial least square structural equation modeling (PLS-SEM) was leveraged to analyze 326 valid sample data. To provide robust results, three non-parametric multigroup analysis (MGA) methods, including the PLS-MGA, confidence set, and permutation test approaches, were applied to detect the potential heterogeneity between the free- and paid-service doctors.

The results with overall samples reveal that anticipated rewards, anticipated associations, anticipated contribution, and perceived fee are all positively related to attitude, which in turn positively influences behavioral intention, and that perceived fee positively moderates the relationship between attitude and behavioral intention. Attitude's full mediation is also confirmed. However, results vary between the two groups of doctors. The three MGA approaches return relatively convergent results, indicating that the effects of anticipated associations and perceived fee on attitude are significantly larger for the paid-service doctors, while that of anticipated rewards is found to be significantly larger for the free-service doctors.

eHealth, as a potential contactless alternative to face-to-face diagnoses, has recently attracted widespread attention, especially during the continued spread of COVID-19. Most existing studies have neglected the underlying heterogeneity between free- and paid-service doctors regarding their motivations to engage in online healthcare activities. This study advances the understanding of doctors' participation in eHealth by emphasizing their motivations derived from both online and offline service scenarios and comparing the differences between free- and paid-service doctors. Besides, horizontally comparing the results by applying diverse MGA approaches enriches empirical evidence for the selection of MGA approaches in PLS-SEM.

Our study addresses the impact of COVID-19-induced work-family conflict on leaders' well-being and explores the influence of leadership style, coping strategies, and gender disparities in this context, filling a research gap on crisis-related leadership well-being.

We used hierarchical regression analysis and SPSS's PROCESS macro to analyze a dataset of 516 paired responses, including 231 leaders and 285 subordinates, from Mongolian organizations.

Strain-based work-family conflict (WFC) negatively affects leaders' workplace well-being. Servant leadership exacerbates this impact. In contrast, servant leadership positively moderates the relationship between time-based WFC and job-related well-being. Leaders who prioritize work and family responsibilities experience a stronger positive (negative) impact of time-based (strain-based) WFC on their workplace well-being. Furthermore, we observed that strain-based WFC has a more detrimental effect on female leaders' well-being, highlighting gender disparities in leadership roles.

Our study elucidates the intricate relationship between work-family conflict and leaders' well-being, underscoring the need to recognize gender differences and coping strategies. We advocate for organizations to proactively establish support structures tailored to various leadership styles and gender-specific challenges, especially in times of crisis.

This study focuses on leaders' well-being during COVID-19 and how it is influenced by work-family conflict, servant leadership, coping strategy, and gender. The study also differentiates between time-based and strain-based work-family conflict and uses dyadic data from Mongolian organizations. More importantly, we identify that gender disparity plays a crucial role in the pandemic-caused leadership challenges and leaders' coping behaviors.

The purpose of this paper is to investigate switching intention from traditional enterprise information systems (EISs) to private cloud EIS in large enterprises. The authors propose that the factors motivate and inhibit enterprises’ switching intention to private EIS by integrating technology–organization–environment (TOE) framework and two-factor theory.

A research model draws from TOE framework and two-factor theory. Data were collected from 227 top managers and owners of the enterprises in China and used to analyze 11 hypotheses.

The results show that the technological context (compatibility), organizational context (financial support) and environmental context (vendor support and industry pressure) significantly influence switching benefits while data security and costs significantly influence switching costs. Switching benefits and switching costs significantly influence switching intention.

Past studies have focused mainly on the adoption of cloud computing. However, few studies have addressed the switching issues, especially in large enterprises. The findings are useful to understand switching issues from traditional EIS to private cloud EIS for both researchers and practitioners.

The purpose of this paper is to investigate factors that influence the patients’ intentions to visit doctors face-to-face for consultations from the perspective of online doctor–patient interaction. Justice theory, SERVQUAL and the halo effect are integrated to develop a research model based on the performance-evaluation-outcome framework. The authors hypothesize that perceived justice and service quality are the significant factors in reflecting the performance of online doctor–patient interaction, which influences patient satisfaction evaluation and online and offline behavioral intentions.

The study conducted an online survey to collect data. Patients on a healthcare consulting website were invited to participate in the survey. The research model and hypotheses were tested with 254 collected data from patients and analyzed using the partial least squares method.

The results show that perceived justice and service quality have a positive effect on patient satisfaction, and satisfaction and the intention of online consultation have a positive effect on the intention of face-to-face consultation.

This study offers suggestions on how doctors interact with patients and build their brand image. The findings also offer effective insights into improving doctors’ online services to retain patients and even encourage patients to go to clinics.

Online health consultation is one of the most popular online health services and is growing quickly. After patients consult online doctors, they are able to visit their doctors in person for further diagnosis and treatment if they have the need. This study investigates how patients’ online interactive experience influences their offline behavioral intentions, which are different from most of the past literature on eHealth.

The purpose is to examine the cross-level relationship between workplace fun and informal learning with workplace friendship as a mediator and team climate as a moderator.

Adopting a two-wave survey procedure, data were collected from 251 employees working across 45 teams of a leading heat transfer manufacturer in Asia. Hierarchical linear modeling was used to test our hypothesized cross-level moderated mediation model.

Out of the three forms of workplace fun, only two – manager support for fun and coworker socializing – supported our hypotheses. Therefore, not all types of workplace fun are equal and one of the key factors through which fun influences informal learning is by maintaining harmonious interpersonal interactions and high relationship quality in teams.

Based on social interdependence theory, this study uncovers the cross-level mechanism of how workplace fun affects informal learning. The findings extend existing research on workplace fun by focusing on not only individual factors but also interpersonal and contextual elements. The findings also provide practical implications for managers to understand the possible impact of workplace fun on employees' informal learning.

Catastrophe (CAT) events associated with natural catastrophes and man-made disasters cause profound impacts on the insurance industry. This research thus reviews the impact of CAT risk on the insurance industry and how traditional reinsurance and securitized risk-transfer instruments are used for managing CAT risk.

This research reviews the impact of CAT risk on the insurance industry and how traditional reinsurance and securitized risk-transfer instruments are used for managing CAT risk. Apart from many negative influences, CAT events can increase the net revenue of the insurance industry around CAT events and improve insurance demand over the post-CAT periods. The underwriting cycle of reinsurance causes inefficiencies in transferring CAT risks. Securitized risk-transfer instruments resolve some inefficiencies of the reinsurance market, but are subject to moral hazard, basis risk, credit risk, regulatory uncertainty, etc. The authors introduce some popular securitized solutions and use Merton's structural framework to demonstrate how to value these CAT-linked securities. The hybrid solutions by combining reinsurance with securitized CAT instruments are expected to offer promising applications for CAT risk management.

The authors introduce some popular securitized solutions and use Merton's structural framework to demonstrate how to value these CAT-linked securities. The hybrid solutions by combining reinsurance with securitized CAT instruments are expected to offer promising applications for CAT risk management.

This research reviews a broad array of impacts of CAT risks on the (re)insurance industry. CAT events challenge (re)insurance capacity and influence insurers' supply decisions and reconstruction costs in the aftermath of catastrophes. While losses from natural catastrophes are the primary threat to property–casualty insurers, the mortality risk posed by influenza pandemics is a leading CAT risk for life insurers. At the same time, natural catastrophes and man-made disasters cause distinct impacts on (re)insures. Man-made disasters can increase the correlation between insurance stocks and the overall market, and natural catastrophes reduce the above correlation. It should be noted that huge CAT losses can also improve (re)insurance demand during the postevent period and thus bring long-term effects to the (re)insurance industry.

The rise of creative economy has been the subject of considerable interest in the recent literature. Despite the growing effort to investigate entrepreneurship in creative industries, little work has been done to scrutinize the relationship between individual attributes of creative entrepreneurs and the new venture outcomes. Prior research shows that entrepreneurial creativity and opportunity recognition are the major determinants of entrepreneurs’ behavioral posture in the new venture process. Therefore, this study aims to explore the typology of creative entrepreneurs’ attitude to new venture creation using entrepreneurial creativity and opportunity recognition to categorize entrepreneurs in creative industries.

A sample of 291 entrepreneurs in creative industries of Taiwan and cluster analysis was used to categorize the research data.

The results identify four types of creative entrepreneurs, namely “creative constructionist”, “creative opportunist”, “creative designer” and “creative producer”. To better understand the role of creative entrepreneurs in affecting new venture success, the career outcomes perceived by entrepreneurs were compared between different categories. Results suggest that entrepreneurs who are categorized as “creative constructionist” have better career success in firm’s creative performance, personal career achievement, social reputation, entrepreneurial satisfaction and entrepreneurial happiness. Moreover, findings also suggest that constructionist type of creative entrepreneurs have the lowest intention to quit the entrepreneurial career.

This paper confirms that entrepreneurial creativity and opportunity recognition complement each other to accomplish entrepreneurs’ career success. Its findings shed light on entrepreneurs’ attribute typology as well as how the typology is linked to entrepreneurial career success in creative industries. Theoretical contributions and practical implications are discussed.

This study is based on the role congruity theory that examines the association between top management team (TMT) gender diversity and corporate social responsibility (CSR) performance.

This study uses data from the Taiwan Economic Journal database and the Market Observation Post System provided by the Taiwan Stock Exchange. The sample consists of 4,140 annual observations of Taiwanese-listed companies in the electronics industry from 2016–2020.

The results revealed that TMT gender diversity is positively associated with CSR performance, and TMT international experience strengthens the positive association between TMT gender diversity and CSR performance.

CSR is imperative. The TMT’s gender diversity aligns with current environmental trends and social expectations, driven for CSR implementation essential. This diverse configuration enables the TMTs to address corporate adaptability and maintain global competitiveness.

The findings contribute significantly to the literature on TMT gender diversity by extending the application of role congruity theory beyond individual to team-level contexts and across gender boundaries. By incorporating diverse capabilities such as international experience within TMTs, the authors identify key boundary conditions that foster CSR. This expansion not only aligns with practical realities but also opens new avenues for research into the dynamics of diverse management teams.