Purpose
This paper aims to determine the antecedents that affect higher education students' entrepreneurial intention and awareness in two developing economies (Turkey and Poland) and one transition economy (Kosovo).
Design/methodology/approach
This study uses a quantitative research approach based on a sample of 342 questionnaires. Using SPSS 23, AMOS and Process Hayes, this study tests research hypotheses using explanatory and confirmatory factor analysis, correlation analysis, regression analysis and mediation analysis.
Findings
The findings show that personal attitudes (PA), perceived behavioural control (PBC) and need for achievement (NFA) variables affect students' entrepreneurial intentions and alertness (EIA) in Turkey, Poland, and Kosovo. PA and PBC mediate the impact of NFA on EIA. In addition, analyses show that the country variable does not have a moderator effect on EIA, PA, NFA and PBC variables. The findings reveal that students' perceptions of EIA differ by country.
Research limitations/implications
The sample comes from a university in three countries; therefore, these results cannot be generalised to the entire population. In addition, the study was carried out with a cross-sectional study urging the need for a longitudinal analysis of the data, which may provide better results.
Practical implications
Results can benefit policymakers and higher education administrators for resource planning, organising educational curricula and strategic policy plans for building the entrepreneurial ecosystem.
Originality/value
The originality of this article is that it presents a model to reveal the effect of PA, PBC and NFA variables on EIA in three different countries.
In this study, the intellectual structure of the field of human resources management (HRM) has been investigated and new theoretical foundations and research trends that will contribute to the development of the field have been proposed. Qualitative content analysis was used in the research and a longitudinal analysis was performed. The results show that sociology-based organizational theories further affected the field in the 1990s. In the 2000s, it was determined that the dominant theories in the field were human capital theory from economy discipline, social exchange theory from sociology discipline, and resource based view from strategic management discipline. In the 2010s, human capital theory from economy discipline, social capital theory from sociology discipline, and resource based view from strategic management discipline had widespread effects in the field. Finally, strategic human resource management (SHRM), outcomes and human resources practices were determined as the research trends that have been most effective on the field from the 1990s to the present. However, the context research trend was less effective in the field compared to other research trends. As a result, it can be stated that future researches that want to contribute to the field of human resources management can benefit from theory of the growth of the firm, Austrian school of economics, strategy as a practice and new institutional economies. In addition, research trends in the future of the field could be stated as the effects of industry 4.0, e-HRM, and artificial intelligence studies on human resource management.
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