This research has two aims. The first one is to determine how and to what extent the national cultural characteristic of a country plays a role in her entrepreneurship success. The second one is to determine whether culture and economic development levels interact with each other on influencing entrepreneurship success. A consecutive five-year longitudinal study, covering 81 countries is conducted. Longitudinal Random Effect Regression Analysis is used to determine the effects of culture on entrepreneurship rates. Data regarding the cultural dimensions indexes of the countries is obtained from Geert Hofstede website and the entrepreneurship rates from the annual reports of the Global Entrepreneurship and Development Institute. The interaction effect of cultural dimensions and economic development levels on entrepreneurship is analyzed by treating the economic development level is the interacting variable between cultural dimensions and entrepreneurship rates. Economic development levels of the countries are measured by GDP per capita, figures obtained from the World Bank. The findings are that the cultural dimensions Individualism, Long Term Orientation, and Indulgence vs. Restraint influence the entrepreneurship rate in a supportive manner, whereas Masculinity’s impact is in a rendering manner. Other dimensions seem to have no significant effect. Although relevant cultural dimensions do interact with economic development levels, their interaction effects are small. This study has several unique contributions to the entrepreneurship literature, such as its longitudinal nature, using all Hofstede Dimensions, applying a very comprehensive entrepreneurship measurement scale, its huge sample size and containing an interactive analysis of culture and economic development level which is very rare in the literature.
The purpose of this paper was to determine the direction and effect size of the relationships between turnover intention and its main antecedents in the United States. The main predictors of turnover intention are chosen as job satisfaction, organizational commitment and empowerment. The studies which are published between 1998 and 2018 are reviewed. ScienceDirect, Scopus, and ProQuest databases were searched and 2.356 studies are screened. The meta-analysis software package, Comprehensive Meta-analysis Software (CMA), was used for the meta-analysis. 101 studies were suitable and the three data sets are formed: fi rst set included 312,261 subjects and 91 studies relating job satisfaction to turnover intention, the second set included 13,502 subjects and 29 studies relating organizational commitment to turnover intention, and the third set included 997 subjects and 5 studies relating empowerment to turnover intention. Each data was heterogeneous signifi cantly and the random effects model was used. Publication bias is analyzed for each data set and no evidence of publication bias was detected. The results revealed that the overall relationship between turnover intention and the selected three constructs was negative and signifi cant: the power of the job satisfaction's effect and organizational commitment's effect are almost the same (-.52), and the power of the empowerment's effect is weaker (-.22). Job satisfaction and organizational commitment have a large impact and empowerment has a small effect on turnover intention. The moderator analysis determined that type of industry and region are the moderators affecting the relationship between job satisfaction and turnover intention. The fi ndings also provide guidance for the managers working in the United States who need to keep turnover under control.
Purpose The purpose of this paper is to develop a holistic model regarding the antecedents and consequences of organizational ambidexterity in the context of small and medium sized enterprises (SMEs), particularly for developing countries such as Turkey. Moreover, this paper also aims to reveal the moderating role of networking between organizational ambidexterity and firm performance. Design/methodology/approach By studying 105 SMEs engaged in small business and technology development centers (SBTDCs), structural equation modeling through SmartPLS is executed. Findings The findings show that: discipline and support positively influence the formation and the maintenance of organizational ambidexterity; organizational ambidexterity significantly contributes to firm performance; and the greater the networking the greater the relationship between exploitation capability and firm performance. Originality/value To date, there has been no systematic attempt in the extant literature to develop a holistic manner of organizational ambidexterity, with its antecedents and consequences in the context of SMEs in general, in SMEs of a developing country, Turkey in particular. Moreover, the moderating role of networking between organizational ambidexterity and a firm’s performance has never been examined.
In the success of institutions, the peace and quality of the business life of human resources play an important role. The organizational load on employees can affect both individual and organizational stress, their turnover intention, and emotional commitment. Therefore, institutional stress and commitment have become the subject of many studies. In this study, we investigate the effects of responsibility load and workload on work stress, emotional commitment, and turnover intention, using a sample that consists of academics employed in state universities in Turkey. Data analyzed in this study were collected via questionnaires from the academics (n = 1043). The results indicated that workload and responsibility load affect work stress; work load and responsibility load affect emotional commitment; and work load affects turnover intention, while responsibility load has no effect on it.
Teams are in the mid of a renaissance. Particularly in today's business environments, characterized by globalization, technological progress and intense competition, the virtual teams-as the work groups with members at different locations, using computer based communication and sharing inputs and other individual efforts through technology-are increasingly becoming prevalent. However there is still a gap in the literature concerning the performance and success of virtual teams. In this study, the interrelationships among leadership, team learning and team performance is theoretically and empirically investigated within the context of virtual teams. After a deep literature review a survey is conducted on 101 teams. The data is analyzed via PLS 3.0 statistical program. The path analyzes results show reveals the important role of leadership on team learning for virtual teams. Moreover the findings underline the vital role of team learning on team success and performance for virtual teams just like for the traditional teams.
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