Current research suggests that entrepreneurship in the family business context is mainly induced by top-down firm-level activity. We propose that entrepreneurial activity is also initiated autonomously as a bottom-up process by individual members or a group of individual members of an entrepreneurial family (EF). Building on 63 interviews with EF members involved in 39 venturing cases, we reveal a set of unique motives driving the venturing activity and show how these motives are intertwined with six heterogeneous family venture types. We also emphasize how positioning (i.e., inside or outside of family firms’ boundaries), family support, emotional attachment, and transgenerational intention vary among the different venture types.

Crises like the COVID‐19 pandemic affect firms’ innovation management and decision making. On the downside, crises lead to detriments like budget constraints, to which firms often respond by reducing their innovation activities. On the upside, crises are opportunities, where some firms exploiting changing market requirements and necessities excel. No matter in which direction, decision makers must react quickly but often rely on ad‐hoc decisions or even gut feeling when drafting their crisis response strategies. Through a series of distinct cases, we demonstrate that innovation management may fill this void through patent analytics. Drawing on biochemical expertise, we particularly describe the functions and effects of COVID‐19. To counter downside detriments, firms may circumvent budget constraints by discerning patents that can be (1) monetized, for example via sales or licensing deals, or (2) abandoned to achieve cost‐savings, allowing firms to maintain their innovation activities. To realize upside opportunities, firms and governments may use patent analytics to detect key biotechnology firms that are likely to successfully develop treatments and vaccinations against pandemics like COVID‐19. Promulgated U.S. interest in relocating foreign firms to the United States is not without technological and commercial reasoning. Herein, the insights of this study contribute to a better understanding of the use of patent information, such as smart patent indicators, harmonized patent data, novel annuity fee measures, and hand‐collected datasets of COVID‐19 and related antibodies’ patents to the management of innovation in times of crisis.

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This study examines the gender gap in investment decisions in a prominent setting: the American TV show Shark Tank. Our study is based on a sample of 895 pitches from 10 seasons comprising 222 episodes from 2009 to 2019. Contradicting prior research, our findings suggest that female entrepreneurs are not discriminated against in pitch success rates, independent of their respective industrial settings. We find that the valuations from the entrepreneurs themselves (males overvalued their ventures by 57.19%) and final deal valuations (male deals were overvalued by 50.50%) are significantly lower for females, hinting towards a self-imposed gender gap in entrepreneurship and angel investing. As the gender gap in entrepreneurship and angel investment seems to result from a lower rate of entrepreneurial intentions by women, we suggest fostering female entrepreneurship by raising the number of female entrepreneurs and business angels who may serve as role models among those potential female entrepreneurs and business angels at the brink of becoming actual entrepreneurs, as demonstrated in Shark Tank. Particularly, in teams, mixed founder teams consisting of males and females may support the creation of promising start-ups with viable business models.

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Organizational citizenship behavior is a highly sought-after outcome. We integrate insight from the psychological ownership perspective and agency theory to examine how the juxtaposition of informal psychological mechanisms (i.e., ownership feelings toward an organization) and formal and informal governance mechanisms (i.e., employee share ownership, agency monitoring, and peer monitoring) influences employees' organizational citizenship behaviors. Our empirical results show that psychological ownership has a positive effect on organizational citizenship behavior. Contrary to the common belief that informal and formal mechanisms complement each other, we find that the positive influence of psychological ownership on organizational citizenship behavior is more pronounced when employee share ownership and agency monitoring is low compared to high. Implications for theory and future research are discussed.

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