Should I Quit My Day Job?: A Hybrid Path to Entrepreneurship

Raffiee, Joseph; Feng, Jie

doi:10.5465/amj.2012.0522

Cited by 195 publications

(293 citation statements)

References 116 publications

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“…Finally, the Shared Frailty Correction approach estimates layoff effects under a shared frailty specification of survival analysis (Raffiee & Feng, 2014). This approach is analogous to Individual Layoff History and Voluntary Turnover !…”

Section: Methodological Considerationsmentioning

confidence: 99%

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Davis¹,

Trevor²,

Feng³

2015

Journal of Applied Psychology

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While Bureau of Labor Statistics data reveal that U.S. employers laid off over 33 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by underemployment and job satisfaction in the post-layoff job. The remaining indirect effect is consistent with the notion that layoffs produce a psychological spillover to postlayoff employment, which then manifests in quit behavior.We also find that layoff effects on turnover attenuate as an individual's layoffs accumulate and vary in magnitude according to the turnover "path" followed by the leaver. While Bureau of Labor Statistics data reveal that U.S. employers laid off over 33 million employees since 1994, virtually no research has addressed the behavior of layoff victims upon reemployment. In a first step, we investigate how layoffs shape voluntary turnover behavior in subsequent jobs. Utilizing a recently developed fixed effects specification of survival analysis, we find that a layoff history is positively associated with quit behavior. This effect is partially mediated by underemployment and job satisfaction in the post-layoff job. The remaining indirect effect is consistent with the notion that layoffs produce a psychological spillover to post-layoff employment, which then manifests in quit behavior. We also find that layoff effects on turnover attenuate as an individual's layoffs accumulate and vary in magnitude according to the turnover "path" followed by the leaver.Individual Layoff History and Voluntary Turnover ! 3Creating a More Quit-Friendly National Workforce? Individual Layoff History and Voluntary TurnoverOne of the standard mechanisms through which today's companies attempt to cope with competitive pressures is through downsizing (Cascio, 1993). The extent to and manner in which downsizing contributes to subsequent organizational performance is a complex issue, with scholars offering explanations for both positive (e.g., Love & Nohria, 2005) and negative downsizing effects (e.g., Trevor & Nyberg, 2008). What there is no dispute about, however, is the prevalence of downsizing in the U.S.-the Bureau of Labor Statistics reports over 30 million layoffs between 1994 and 2010, a figure that does not include small-scale layoffs (i.e., those displacing fewer than 50 employees). While layoffs are more numerous when firms are struggling economically (Cascio, 1993), company financial health, employee tenure, job performance, and industry all fail to protect American employees from the layoff axe (Cascio, 2002).Often lost in the analysis of layoffs and their effects on the companies that initiate them is that a majority of layoff victims ultimately find new jobs. In the aggregate, these millions of victims therefore ...

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Section: Methodological Considerationsmentioning

confidence: 99%

Creating a more quit-friendly national workforce? Individual layoff history and voluntary turnover.

Davis¹,

Trevor²,

Feng³

2015

Journal of Applied Psychology

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“…Other studies have dealt more explicitly with the blurred boundaries between wage dependent work and selfemployment (Burke et al 2005;Folta et al 2010;Noseleit 2014;Raffiee and Fen 2014). Burke et al (2005) specified several factors determining variations of choices for entrepreneurship, among them age, gender and education.…”

Section: Entrepreneurship Self-employment and The Labour Marketmentioning

confidence: 99%

One-person enterprises and the phenomenon of hybrid self-employment: evidence from an empirical study

Bögenhold

Klinglmair

2016

Empirica

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The complex interaction of technological development and socio-demographic change has accelerated a structural change in the economy, resulting in a changing working environment and new forms of employment. In the field of selfemployment, an emerging trend towards one-person enterprises can be observed, which already represent more than 50 % of all Austrian companies. Based on a representative sample of 626 one-person enterprises in Carinthia, one of the federal countries in Austria, we found out that these micro enterprises are mainly driven by motives like self-realization or working without hierarchies. However, their emergence is also partly due to a lack of opportunities in the (dependent) labour market. Additionally, we found evidence for the phenomenon of hybrid self-employment, meaning that a significant part of the one-person enterprises (nearly 20 %) is additionally engaged in dependent work. The primary aim of this paper was to identify factors influencing these hybrid forms of employment status between dependent work and self-employment. Based on a binary Logit model, we found evidence that the hybrid employment status is mainly determined by age, the educational level, the situation in which the one-person enterprise was founded, the duration of the enterprise as well as the motives for being self-employed.

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“…The phenomenon of quasi or hybrid entrepreneurship is also pertinent over here, as some individuals may combine both their paid employment and self-employment (Folta, Delmar, & Wennberg, 2010). Learning experiences in the form of hybrid entrepreneurship not only triggers full time self-employment but also enhances the chances of survival in comparison to those who directly jumps from their wage work into self-employment (Raffiee & Feng, 2013). The second dominant pull factor identified was knowledge of other successful entrepreneurs.…”

Section: Triggers Of Entrepreneurial Intent After Retirementmentioning

confidence: 99%