universitarios españoles. Esta escala fue desarrollada originalmente por De Noble, Jung y Ehrlich (1999) para evaluar las creencias del individuo sobre su propia capacidad para crear y gestionar una nueva empresa con éxito. La versión española de la escala está compuesta por las siguientes subescalas: 1) Desarrollar nuevos productos, 2) Gestionar los Recursos Humanos, 3) Iniciar relaciones con inversores, 4) Construir un entorno innovador, y 5) Trabajar bajo estrés. Los resultados muestran que la escala obtiene una alta fiabilidad y permite predecir significativamente la intención de los estudiantes de desarrollar su carrera profesional a través del autoempleo.

Por una parte, realizamos una reflexión sobre las posibilidades que ofrece el marco teórico del Modelo de Schwartz (1992) al estudio de la conducta emprendedora y, por otra parte, exploramos de manera empírica los valores personales dentro de las dimensiones de Individualismo y Colectivismo que favorecen dicha conducta. Para ello, hemos realizado un estudio descriptivo comparando los diferentes tipos de valores y los valores específicos entre un grupo de sujetos emprendedores y otro grupo que no lo son. Los resultados muestran que existen diferencias significativas, tanto en el tipo de valores, como en los valores específicos de ambos grupos. Estas diferencias apuntan que los emprendedores están inspirados por unos tipos de valores más individualistas.

Drawing on the model on financial planning for retirement (FPR), the aim of this work is to explore how parental economic socialization both directly and indirectly affects FPR through the mediation of financial literacy, financial planning decisions and financial management. Data from a sample of 280 participants aged between 45 and 63 years were used. The results show that parental economic socialization directly and indirectly influences FPR. Moreover, parental economic behavior acts as a positive model for the development of financial literacy and skills and for decisions about FPR. All the variables increased the explained variance of FPR. Lastly, we discuss the process by which parental economic socialization is positively related to financial literacy and skills that impact on FPR, indicating some implications and future lines of research.

The study of consumers’ satisfaction has generated empirical research in the last few decades, with new challenges, such as a specific lens on online consumers’ satisfaction. During the last decades, two well-differentiated research traditions can be observed: cognitive and affective. A wide range of antecedents of consumers’ satisfaction has been proposed. The present contribution empirical research conducted under these two perspectives to determine which variables are related to satisfaction, the direction of these relationships, and the differences between the two dominant approaches. We conducted a systematic review of 104 empirical studies on consumers’ satisfaction published between 1975 and 2017. The findings showed that both the cognitive and the affective tradition yield statistically significant precursors of satisfaction. A comparison between empirical studies exploring consumers’ satisfaction in traditional versus by Internet purchasing behavior showed an increasing relevance of cognitive facets in traditional consumer behavior. Empirical evidence exploring differences between consumers’ satisfaction with purchasing goods versus hiring services showed that both cognitive and affective predictors strongly impact when services are hired versus consuming goods. This article concludes with a discussion of these results and their implications.

Background: In working women, there are barriers when combining the mother and work role, especially during the breastfeeding period. Recent literature shows that improving organizational support increases trust performance via different domains (i.e., organizational identification) and that improving support for breastfeeding increases lactation rates and duration. Breastfeeding support in the workplace is one component that contributes to a mother's ability to continue to breastfeed once she has returned to work. This is a Human Resource Management practice that facilitates a work-life balance. Working mothers have, at least, two roles: mother and worker and, when mothers return to work, they have to manage both identities. Is lactation a way to keep both identities connected? Is organizational support of breastfeeding a way to improve organizational identification? The aim of this paper is to analyze a hierarchical model to explain how managers and co-worker support to breastfeeding predict trust and organizational identity in a sample of Spanish working mothers (N = 1,028). Materials and Methods: To analyze the indirect effect, it was tested using a mediation model with PROCESS in two random samples and carried out structural equation modeling to confirm structural relationship in the proposed model. Results: Outcomes reveal effects of managers' support to lactation and vertical trust in organizational identity but not in co-worker path. Conclusion: The findings suggest the manager's role in maintaining trust from working women and create and maintenance organizational identification.