a Team Lead. Coordinated the efforts of their team members to workshop ideas and develop initial drafts. Subsequently, teams leads worked together to develop a coherent and integrated article for submission. Team leads contributed equally to the development of the final submission. b Individual team member. Team members contributed equally and are listed alphabetically by last name.
Social capital and strategic network theory formed the basis for examining antecedents, impacts, and outcomes of formal networks organized for enhancing small community business success. Qualitative data derived from field interviews with small business network directors and members were used to identify five theoretical constructs and the potential relationships among those constructs.With insight from the interviews, hypotheses were derived and tested with quantitative data gathered via a telephone survey instrument with 377 small business owners who held membership in 1 of 29 networks operating in small communities across four Midwest states. Owners characterized their businesses as successful and likely to grow. Results of EQS modeling suggested that shared vision and resource sharing among network members significantly benefited members' businesses, and that these benefits were associated with a generalized perception of the advantages of network membership and positively affected members' future participation plans, thus furthering the likelihood of network continuance.
Explanations of turnover from extant management research focus on the what (content) and how (process) of turnover. This study engages a sensemaking framework to explore the why (meaning) for employees of quitting or staying at an employing organization, in order to add a new layer to our understanding of retention and turnover. Analysis of data from in-depth interviews with leavers and stayers, both post hoc and in situ, using grounded theory methods, reveals identity and well-being assessment sensemaking cycles, which occur periodically or when threat to core elements of identity and well-being across life domains is perceived. Core elements of identity and well-being include purpose, trajectory, relatedness, expression, acceptance, and differentiation. Perceived threat to identity and well-being across life domains leads to varying levels of psychophysiological strain, coping with threat and strain, and reassessment, often in escalating cycles resulting in turnover and continuing into new jobs. Lack of threat to, or facilitation of, identity and well-being, and successful coping result in retention. Overall, these findings suggest that from the perspective of the actors "being retained" or "turning over," these phenomena are part of a deeply felt quest for positive, congruent identity and
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