The authors examined the degree to which meta-analyses in the organizational sciences transparently report procedures, decisions, and judgment calls by systematically reviewing all (198) meta-analyses published between 1995 and 2008 in 11 top journals that publish meta-analyses in industrial and organizational psychology and organizational behavior. The authors extracted information on 54 features of each meta-analysis. On average, the meta-analyses in the sample provided 52.8% of the information needed to replicate the meta-analysis or to assess its validity and 67.6% of the information considered to be most important according to expert meta-analysts. More recently published meta-analyses exhibited somewhat more transparent reporting practices than older ones did. Overall transparency of reporting (but not reporting of the most important items) was associated with higher ranked journals; transparency was not significantly related to number of citations. The authors discuss the implications of inadequate reporting of meta-analyses for development of cumulative knowledge and effective practice and make suggestions for improving the current state of affairs.Keywords meta-analysis, quantitative research, missing dataAs the amount of research in a field increases, the need to integrate the findings increases in tandem. Over the past 30 years, systematic review and meta-analysis have moved from being somewhat controversial to generally being a preferred way of integrating research findings in many scientific disciplines (Cooper, 2009;Hunt, 1997;Wanous, Sullivan, & Malinak, 1989). Evidence of the growing dependence on meta-analysis to summarize research literatures comes in at least two forms: the increase in the number of meta-analyses published and the increase in the number of citations of meta-analyses over time. Guzzo, Jackson, and Katzell (1987) charted journal articles and dissertations appearing in Psychological Abstracts between 1977 and 1985 that used or commented on,

A research need exists to systematically evaluate the status quo of research on the link between entrepreneurial team diversity and performance, identify challenges, and advance the entrepreneurial team research. By analyzing 31 empirical studies on entrepreneurial teams, the current study fulfilled three main purposes. First, we conduct a comprehensive, systematic review of the possible association between entrepreneurial team diversity and performance by summarizing, quantitatively synthesizing, and analyzing the quantitative studies in this area. Second, we further examine these theoretical accounts by evaluating whether diversity impact varies with situational factors. Third, we identify research gaps and propose an integrated model that directs future research.

This study systematically analyzed the literature using the theory of planned behavior (TPB) as a theoretical framework to examine the influence of its constructs on vaccination intention against COVID-19. Quantitative studies were searched in PubMed, CINAHL, Web of Science, and Google Scholar following the PRISMA guidelines. The average rate of COVID-19 vaccination intention was 73.19%, ranging from 31% to 88.86%. Attitude had the strongest association with vaccination intention (r+ = 0.487, 95% CI: 0.368–0.590), followed by subjective norms (r+ = 0.409, 95% CI: 0.300–0.507), and perceived behavioral control (r+ = 0.286, 95% CI: 0.198–0.369). Subgroup analyses showed that the pooled effect sizes of TPB constructs on vaccination intention varied across geographic regions and study populations. Attitude had large effect sizes in Asia, Europe, and Oceania, especially among the adult general population, parents, and patients. Subjective norms had large effect sizes in Asia and Oceania, especially among parents and patients. Perceived behavioral control was the most dominant predictor of vaccination acceptance in Africa among patients. These findings suggest that TPB provides a useful framework for predicting intention to receive a COVID-19 vaccine. Hence, public awareness and educational programs aimed at promoting COVID-19 vaccination intention should consider using TPB as a framework to achieve the goal.

Purpose – First, using the task-relationship dichotomy as a framework, the purpose of this paper is to examine the direct effects of team personality level and team personality diversity on new venture growth. Second, the study examines the interaction effects of team personality level and diversity on venture growth. Design/methodology/approach – The sample consisted of 154 teams in a technology incubator in China. Data were collected through an online survey. Findings – Results indicate that high level but low diversity of team task-oriented personality was beneficial for new venture founding teams. Diversity of team task-oriented personality would hurt the new venture growth more when the level of task-oriented personality was low. Relationship-oriented personality diversity, but not the level of relationship-oriented personality, influenced new venture growth. Research limitations/implications – These findings advance research in entrepreneurship, groups, and teams, and provide practical policy implications as well. Practical implications – This study provides practical implications for policy makers regarding what supports should be provided in incubators and for entrepreneurs regarding team member selection. Originality/value – This is one of the first papers to study the personality composition of new venture founding teams.

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Purpose By using a nontraditional configuration approach, the purpose of this paper is to examine the effect of personality on entrepreneurial intention and success. Previous research has focused on why individuals become entrepreneurs and why some are more successful than others. However, most studies have investigated only single factors or primary personality traits. The current study investigates not only the strength of the personality-entrepreneurship link, but also clarifies the nature of the relationship. Design/methodology/approach Using two independent samples and an innovative regression-based pattern recognition procedure, the study investigates whether the nature of the personality-entrepreneurship relationship is driven by individuals’ absolute trait levels or by their idiosyncratic configuration of personality traits. The non-entrepreneur sample consisted of 225 business students in Eastern China, specializing in a variety of business subjects. The entrepreneur sample consisted of 120 business owners in a university entrepreneurial park in Eastern China. Findings Results support hypotheses that the two different types of entrepreneurship criteria are predicted by different personality profile effects. Entrepreneurial intentions are driven by individuals’ personality patterns (peaks and valleys in profiles). In contrast, entrepreneurial success is driven by personality levels (individuals’ relative standing on personality traits compared to other entrepreneurs). Research limitations/implications The findings enrich the understanding of entrepreneurial personality. The more significant contribution of the present study was that it differentiated between personality profile pattern and level effects and investigated whether the nature of the personality-entrepreneurship relationship is driven by individuals’ absolute trait levels (i.e. how high or low they score compared to others), or by their idiosyncratic configuration of personality traits (i.e. their strengths and weaknesses). Practical implications The findings of this study may help entrepreneurs to figure out how to be successful running their own businesses, if they are not graced with a personality pattern that is not favorable to entrepreneurship. In addition, these findings can help entrepreneurship educators to understand how best to train entrepreneurs. Originality/value The adoption of both person-centered approach and process perspective of entrepreneurship allowed this study to make major contributions to entrepreneurial personality research.

Purpose – The purpose of this paper is to develop a framework for studying organizational learning, firm innovation and firm financial performance. Design/methodology/approach – This paper examines the effects of organizational learning on innovation and performance among 287 listed Chinese companies. Findings – The results indicate a positive association between organizational learning dimensions and firm performance (both objective financial performance and perceptual innovation measure). Research limitations/implications – The sample includes only firms for which secondary data are available. Different results might have been obtained if we include smaller, private firms into the sample. This paper only includes a limited number of measures of financial performance to assess the relationship between organization learning dimensions and firm performance. Therefore, researchers are encouraged to test the proposed propositions further with different performance measures. Practical implications – The results showed that it is the combination of several learning characteristics and not a single dimension that influenced the variance of firm performance. The findings reinforce the notion that systemic interventions that address a variety and different combinations of learning organization characteristics will be more likely to be successful than interventions that solely focus on singular or a limited number of dimensions. Originality/value – The integration of objective measures of firms’ financial performance with perceptual survey data represents a unique methodology that has not been widely used in the organizational learning literature. The positive correlations between the eight learning dimensions and the measures of firms’ performance lend credence to the efficacy of the organizational learning concepts.