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Linking entrepreneurial passion and innovation under the dynamic influence of entrepreneurs’ age: The case of Vietnamese SMEs
The International Journal of Entrepreneurship and Innovation, Ahead of Print.
Drawing upon the broaden-and-build theory of positive emotions, this research focuses on examining two mediating mechanisms linking entrepreneurial passion and firm-level innovation performance under the dynamic influence of entrepreneurs’ age. The study uses a survey with a sample of 186 entrepreneurs who were owners or founders of small and medium enterprises (SMEs) in Vietnam. The empirical study shows that entrepreneurial passion directly improves firms’ innovation performance, and indirectly via two mediators: entrepreneurial alertness and self-efficacy. Furthermore, the findings reveal that entrepreneurs’ age has a U-shaped moderating effect on the link between entrepreneurial passion and self-efficacy, and a positive moderating effect on the link between passion and alertness. This study is among the few to explore the impact of entrepreneurial passion as an entrepreneur-level emotion on a critical firm-level business outcome. Besides, it contributes to the innovation literature by examining the mediating mechanisms through which entrepreneurial passion turns into improvements in firm-level innovation performance. Finally, the research extends the entrepreneurship literature by confirming how these mediating mechanisms differ at different stages of an entrepreneur's lifecycle.
Drawing upon the broaden-and-build theory of positive emotions, this research focuses on examining two mediating mechanisms linking entrepreneurial passion and firm-level innovation performance under the dynamic influence of entrepreneurs’ age. The study uses a survey with a sample of 186 entrepreneurs who were owners or founders of small and medium enterprises (SMEs) in Vietnam. The empirical study shows that entrepreneurial passion directly improves firms’ innovation performance, and indirectly via two mediators: entrepreneurial alertness and self-efficacy. Furthermore, the findings reveal that entrepreneurs’ age has a U-shaped moderating effect on the link between entrepreneurial passion and self-efficacy, and a positive moderating effect on the link between passion and alertness. This study is among the few to explore the impact of entrepreneurial passion as an entrepreneur-level emotion on a critical firm-level business outcome. Besides, it contributes to the innovation literature by examining the mediating mechanisms through which entrepreneurial passion turns into improvements in firm-level innovation performance. Finally, the research extends the entrepreneurship literature by confirming how these mediating mechanisms differ at different stages of an entrepreneur's lifecycle.
Moral foundations and juror verdict justifications
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The moderating role of vendor managed inventory on the bullwhip effect in the COVID-19 pandemic
Do minority banks perform better or worse than non-minority banks?
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Unveiling the Hidden Layers of Employees’ Job Satisfaction and Organizational Commitment: A Meta-analysis
Business Perspectives and Research, Ahead of Print.
Inducing the employees to get the work done has become one of the prevalent challenges for organizations. The feeling of association and belongingness impels the employees to put in effort for the organization. Hence, the study aims to evaluate the relationship between job satisfaction (JS) and Organizational Commitment (OC) through the investigation of moderating effects. An analysis of a systematic review of 2,702 studies is conducted wherein the process results in the analysis of the filtered 27 studies. Meta-analysis has unveiled the hidden layers of the relationship between job satisfaction and organizational commitment. Through the application of moderator analysis, interesting findings are witnessed. Contrary to the expectations, the results of meta-regression have denied the influence of age on the discussed relationship while gender and work experience have successfully qualified as moderators. Integration of the demographic inclusions and a viewpoint defining the role of work experience has provided a needed re-specification to the literature. Thus, the present study will provide new insights for academicians and researchers.
Inducing the employees to get the work done has become one of the prevalent challenges for organizations. The feeling of association and belongingness impels the employees to put in effort for the organization. Hence, the study aims to evaluate the relationship between job satisfaction (JS) and Organizational Commitment (OC) through the investigation of moderating effects. An analysis of a systematic review of 2,702 studies is conducted wherein the process results in the analysis of the filtered 27 studies. Meta-analysis has unveiled the hidden layers of the relationship between job satisfaction and organizational commitment. Through the application of moderator analysis, interesting findings are witnessed. Contrary to the expectations, the results of meta-regression have denied the influence of age on the discussed relationship while gender and work experience have successfully qualified as moderators. Integration of the demographic inclusions and a viewpoint defining the role of work experience has provided a needed re-specification to the literature. Thus, the present study will provide new insights for academicians and researchers.
Green Human Resource Management and Employee Green Behaviour: Participation and Involvement, and Training and Development as Moderators
South Asian Journal of Human Resources Management, Ahead of Print.
The current study is aimed at exploring the effect of Green Human Resource Management (GHRM) practices on employee green behaviour (EGB). We conducted this research in the context of one of the countries in the South Asian sub-continent, India. First, we developed a conceptual model based on the ability, motivation, and opportunity (AMO) framework and Social Identity Theory (SIT). Then, we tested the model with data collected from 191 faculty members in higher educational institutions in southern India. We first checked the instrument’s psychometric properties and tested the hypotheses using hierarchical regression. The results indicate that: (a) green recruitment strategies (GRS), green institutional initiatives (GII), and green performance management and appraisal (GPMA) positively impact EGB; and (b) EGB is positively related to employee green compensation and rewards (EGCR). The results also reveal that employee green participation and involvement (EGPI) and employee green training and development (EGTD) moderate the relationship between GRS, GII, GPMA, and EGB. The motivation stems from the need for present-day organisations to focus on a green environment and contribute to sustainability. The role of GHRM practices in stimulating employees to exhibit green behaviour is highlighted. The implications for GHRM theory and practice are discussed.
The current study is aimed at exploring the effect of Green Human Resource Management (GHRM) practices on employee green behaviour (EGB). We conducted this research in the context of one of the countries in the South Asian sub-continent, India. First, we developed a conceptual model based on the ability, motivation, and opportunity (AMO) framework and Social Identity Theory (SIT). Then, we tested the model with data collected from 191 faculty members in higher educational institutions in southern India. We first checked the instrument’s psychometric properties and tested the hypotheses using hierarchical regression. The results indicate that: (a) green recruitment strategies (GRS), green institutional initiatives (GII), and green performance management and appraisal (GPMA) positively impact EGB; and (b) EGB is positively related to employee green compensation and rewards (EGCR). The results also reveal that employee green participation and involvement (EGPI) and employee green training and development (EGTD) moderate the relationship between GRS, GII, GPMA, and EGB. The motivation stems from the need for present-day organisations to focus on a green environment and contribute to sustainability. The role of GHRM practices in stimulating employees to exhibit green behaviour is highlighted. The implications for GHRM theory and practice are discussed.
Does the dynamics between government bond and equity markets validate the adaptive market hypothesis? evidence from transfer entropy
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Monetary policy transmission in Sri Lanka
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Technology sharing incentives for monopolistic firms
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