PurposeThe purpose of this paper is to test the ability of Ajzen's Theory of Planned Behavior to predict entrepreneurial intent in 12 countries representing all ten of the global regional clusters as identified in the GLOBE project.Design/methodology/approachAjzen's model was operationalized to address entrepreneurial intent and a questionnaire was developed consisting of previously used scales, as well as a new measure of entrepreneurial autonomy. A total of 1,748 usable questionnaires were collected from university business students in 12 countries.FindingsThe results suggest that Ajzen's model of planned behavior, as operationalized in this study, does successfully predict entrepreneurial intent in each of the study countries, although as foreseen by Ajzen, the significant contributing model elements differ by country as does the percent of the variance explained by the model, although one model element, social norms, was a significant predictor of entrepreneurial intent in each country.Originality/valueThis is the first paper to provide insight to the role of cognition in the entrepreneurial process by examining a model of planned behavior in countries representing all global regional culture clusters. The paper also provides guidance for future entrepreneurial research and individual development of entrepreneurs.
Using a questionnaire based upon the work of Geert Hofstede, we examined the effects of gender on the following three work-related dimensions: the importance of work-related goals, the preference for performance rewards and the preference for management styles. The study was conducted for a multinational corporation headquartered in Germany with branches in China, Japan and the USA. Even though some inter-country differences in the importance of work-related matters are identified and intra-country gender differences exist in work goal evaluation, overall we find that men and women exhibit similar preferences concerning performance rewards and managerial styles. Finally, for the three dimensions studied, our data do not confirm the stereotypical work-related gender differences often reported in the literature and popular press.
Este estudo investiga os efeitos de diferentes arcabouços institucionais sobre os níveis de confiança interpessoal dentro de hierarquias. Seguindo as tendências apresentadas por estudiosos da Nova Economia e por relatórios da Organização Internacional do Trabalho [OIT] que apontam significativas mudanças no modelo de contrato de trabalho, este estudo investiga possíveis diferenças nos níveis de confiança entre dois paradigmas: a Velha Economia e a Nova Economia. Mudanças institucionais ocorridas na Nova Economia, que resultaram em alta incerteza institucional, influenciam consideravelmente o desenvolvimento da confiança interpessoal dentro das empresas. Utilizando um questionário manual, aplicado dentro de sete empresas privadas brasileiras, o estudo buscou mensurar a confiança como uma variável dependente. Da revisão da literatura especializada e observação empírica da realidade destas organizações, as empresas foram identificadas e classificadas dentro de diferentes grupos. O estudo conclui que a relativa alta incerteza ambiental limita consideravelmente o desenvolvimento de níveis de confiança dentro das empresas que operam na Nova Economia.Palavras-chave: confiança organizacional; incerteza institucional; nova economia. the form of environmental uncertainty set considerable constrains on trust development. By approaching trust as a dependent variable in a cross-industrial comparison, a questionnaire survey was carried out in Brazil accessing the levels of trust within seven Brazilian private companies. From the literature review and empirical observation of the reality of these organizations, companies were identified and classified into different groups. The study concludes that relative high institutional uncertainty considerably limits the development of trust levels within those companies operating in the New Economy.
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