Do CEOs with government work experience foster enterprise investment in pollution control?

As enterprise leaders, CEOs play a critical role in driving enterprise investment in pollution control. However, few studies have explored the motivations behind enterprise investment in pollution control, primarily how CEOs' early experiences influence their decisions. Based on the perspective of imprinting theory, this study examines the impact of CEOs with government work experience on enterprise investment in pollution control and the boundary conditions of this impact. Using data from a survey of private enterprises in China from 2008 to 2014, the empirical results indicate that CEOs with government work experience are likelier to promote enterprise investment in pollution control. Additionally, a CEO's perceptions of economic, social, and political status negatively moderate the relationship between their government work experience and enterprise investment in pollution control. This study enriches and deepens the study on career imprinting in non-commercial fields, status perception, and sustainable development and provides practical significance for hiring CEOs with government work experience to promote enterprise investment in pollution control.

Restaurant waiting staff's intention to dissuade customers from over-ordering: an extended theory of planned behaviour

Purpose

This study aims to validate the impact of waiting staff’s attitudes, subjective norms, and perceived behavioural control on customer dissuasion from over-ordering and identify their antecedents using an extended theory of planned behaviour.

Design/methodology/approach

We selected three categories of restaurants (30 in total, including fine dining, casual dining, and fast food) in Macao and Zhuhai (China) for conducting the survey using a purposive sampling approach. The respondents were waiting staff who took customers’ orders in the past three months. In total, 393 valid responses were used for a structural-equation-modelling analysis.

Findings

The results show that restaurant waiting staff’s attitudes, subjective norms, and perceived behavioural control have positive effects on their intention to dissuade customers from over-ordering. Our study further reveals that perceived behavioural control is far more influential than attitudes and subjective norms on restaurant employees’ intentions to intervene with over-ordering. We also validate seven antecedents, including environmental concern and communication for attitudes, peer influence, supervisor influence, and organisational support for subjective norms, and self-efficacy and training for perceived behavioural control.

Originality/value

The food-waste literature tends to focus on consumers in home and restaurant settings and has paid scarce attention to the role of restaurant waiting staff in intervening in consumers’ waste behaviours. We fill in this research gap by revealing a formation mechanism for waiting staff’s intention to dissuade over-ordering.

Descriptive norms and entrepreneurial intentions: the mediating role of anticipated inaction regret

Previous research has mainly focused on the cognitive-based theory of planned behavior (TPB) model to predict entrepreneurial intentions. However, given the close relationship between cognition and emotion, researchers may need to pay more attention to how emotional reactions help predict entrepreneurial intentions. To fill this gap, we apply both cognitive (i.e., descriptive norms) and emotional (i.e., anticipated inaction regret) aspects to understand predictors of entrepreneurial intentions. Specifically, we employ the affect-as-information perspective as a complementary theoretical lens to TPB to test whether the role of descriptive norms on entrepreneurial intentions is affected by anticipated inaction regret as a form of emotional reaction to descriptive social norms. We conducted two survey-based studies with diverse samples (i.e., online Mturk panels of adults in the US and undergraduate students in Korea). This study demonstrates (1) a positive and significant relationship between descriptive norms and entrepreneurial intentions and (2) a mediating role of anticipated inaction regret between descriptive norms and entrepreneurial intentions. Our results contribute to the entrepreneurial intentions literature by exploring the mechanism between cognition and emotion, and highlighting an indirect emotional link (i.e., anticipated inaction regret) in understanding entrepreneurial intentions.

Organizational Social Relations and Social Embedding: A Pluralistic Review

To date there has been little systematic organization of the extensive literature on the processes and mechanisms shaping social relationships in and around organizations. In an analysis of 372 studies from this literature, we identified a broad spectrum of assumptions, priorities, and relational issues emerging from multiple disciplines and theoretical lenses. Three dominant perspectives surfaced in our study: economic, organizational, and interactionist. Each manifests distinctive ontologies of social relations, actors, relational processes, and modes of social embedding. The rich variety of relationships and causal patterns discovered characterizes more fully these perspectives, suggesting opportunities for further research within each, and a wider range of conceptual options to target relational paradigms toward different types of organizations, problems, and levels of analysis. It also brings to light the pluralistic nature of social relations in organizational contexts and the processes by which they become embedded.

Cultural Roots of Entrepreneurship: Evidence from Second-Generation Immigrants

Does national culture influence entrepreneurship? Given that entrepreneurship and the economic, formal institutional, and cultural characteristics of nations are deeply intertwined and co-vary, it is difficult to isolate the effect of culture on entrepreneurship. In this study, we examine the self-employment choices of second-generation immigrants who were born, educated, and currently live in one country, but were raised by parents stemming from another country. We argue that entrepreneurship is influenced by durable, portable, and intergenerationally transmitted cultural imprints such that second-generation immigrants are more likely to become entrepreneurs if their parents originate from countries characterized by a strong entrepreneurial culture. Our multilevel analysis of two independent samples—65,323 second-generation immigrants of 52 different ancestries who were born, were raised, and live in the United States and 4,165 second-generation immigrants of 31 ancestries in Europe—shows that entrepreneurial culture is positively associated with the likelihood that individuals are entrepreneurs. Our results are robust to alternative non-cultural explanations, such as differences in resource holdings, labor market discrimination, and direct parent-child linkages. Overall, our study highlights the durability, portability, and intergenerational transmission of entrepreneurial culture as well as the profound impact of national culture on entrepreneurship.

Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2022.1645 .

Linking Career Adaptability to Entrepreneurial Burnout: A Moderated Mediation Model

Based on career construction theory and person-environment fit theory, this study developed a theoretical model linking career adaptability to entrepreneurial burnout. A three-wave data collected from 319 owner-manager entrepreneurs showed that career adaptability was positively associated with person-entrepreneurship fit, which negatively related to subsequent entrepreneurial burnout. Moreover, we found that the indirect effect of career adaptability on entrepreneurial burnout was stronger for entrepreneurs with higher (versus low) entrepreneurial role model exposure. By integrating entrepreneurship and career construction literature, this study shows whether, how, and when career adaptability leads to low subsequent entrepreneurial burnout.

Entrepreneurship Through a Unified Sociological Neoinstitutional Lens

The institutional context, which includes the normative, regulative, and cognitive dimensions of social life within the various constitutive spheres of society, has a strong influence on entrepreneurial processes and outcomes. Institutions shape who becomes an entrepreneur, opportunity creation, identification, and evaluation, as well as how entrepreneurs attempt to start new firms. We introduce a novel framework that unifies the two dominant perspectives in sociological neoinstitutionalism, the institutional logics and the institutional pillars typologies, and apply this unified framework to examine the existing research at the nexus of entrepreneurship and institutional theory while outlining a set of entrepreneurial phenomena to which the framework can be applied. We analyzed the citation pattern of all 77 articles published since 1999 in top management journals (Academy of Management Journal, Academy of Management Review, Administrative Science Quarterly, Organization Science, and Strategic Management Journal) that used institutional theory to examine entrepreneurial phenomena, and we demonstrate how the unified framework effectively organizes past research while also pointing to new and important areas for development.

In Institutions We Trust? Trust in Government and the Allocation of Entrepreneurial Intentions

Whether entrepreneurship generates economic growth depends on the institutional environment due to its impact on the mix of productive and unproductive entrepreneurship in the economy. The incentive structure embedded in each society affects whether talented people become entrepreneurs and potentially, the extent to which they engage in more productive forms of entrepreneurship. We examine how trust in institutions affects the entrepreneurial intentions of potentially productive entrepreneurs. We utilize the unique event surrounding the impeachment of South Korea’s previous president. The event improved people’s trust in the government because it was ultimately the people’s protests and demands that led to the impeachment of the president for influence peddling and extracting personal rents from businesses. By surveying the same individuals before and after the impeachment ruling, we identify people’s changes in trust in government and various institutions. We find that increased trust in institutions increases one’s intent to start a business within five years. Moreover, we show that the relationship between trust in institutions and entrepreneurial intention is significantly stronger for engineering majors from top universities.

A Founding Penalty: Evidence from an Audit Study on Gender, Entrepreneurship, and Future Employment

There is both widespread interest in encouraging entrepreneurship and universal recognition that the vast majority of these founders will fail, which raises an important unanswered question: What happens to ex-founders when they apply for jobs? Whereas existing research has identified many factors that facilitate movement out of an established organization and into entrepreneurship, far less attention has been devoted to understanding what transpires during the return journey—most notably, how employers evaluate entrepreneurial experience at the point of hire. We propose that employers penalize job candidates with a history of founding a new venture because they believe them to be worse fits and less committed employees than comparable candidates without founding experience. We further predict that the discount for having been an entrepreneur will diminish when other stereotypes about the candidate, particularly those based on gender, will contradict the negative beliefs about ex-founders. We test our proposition using a résumé-based audit and an experimental survey. The audit reveals that founding significantly reduces the likelihood that an employer interviews a male candidate, but there is no comparable penalty for female ex-founders. The experimental survey confirms the gendered nature of the founding penalty and provides evidence that it results from employers’ concerns that founders are less committed and worse organizational fits than nonfounders. Critically, the survey also indicates that these concerns are mitigated for women, helping to explain why they suffer no equivalent founding penalty.

Do Managers’ Affiliation Ties Have a Negative Relationship with Subordinates’ Interfirm Mobility? Evidence from Large U.S. Law Firms

We hypothesize that employee mobility between organizations will be lower when the organizations’ managers share affiliation ties. We test this idea by examining interorganizational employee mobility between large corporate law practices. We find that a practice area is less likely to hire attorneys from a rival practice area when the leaders of the two practice areas attended the same law school at the same time, our proxy for the presence of an affiliation tie. The negative relationship is stronger for hiring higher-ranked attorneys, and it is driven by practice leaders from the same law school class. Exploiting appointments of new practice leaders, we find a sharp and immediate decline in interorganizational mobility following an appointment that creates an affiliation tie between the leadership of the practice areas. Although we cannot rule out the possibility that job seekers’ preferences drive the results, we conclude that rival managers’ ties deserve further scrutiny because they might limit the outside employment opportunities of their subordinates.

Attention to Exploration: The Effect of Academic Entrepreneurship on the Production of Scientific Knowledge

We study how becoming an entrepreneur affects academic scientists’ research. We propose that entrepreneurship will shift scientists’ attention away from intradisciplinary research questions and toward new bodies of knowledge relevant for downstream technology development. This will propel scientists to engage in exploration, meaning they work on topics new to them. In turn, this shift toward exploration will enhance the impact of the entrepreneurial scientist’s subsequent research, as concepts and models from other bodies of knowledge are combined in novel ways. Entrepreneurship leads to more impactful research, mediated by exploration. Using panel data on the full population of scientists at a large research university, we find support for this argument. Our study is novel in that it identifies a shift of attention as the mechanism underpinning the beneficial spillover effects from founding a venture on the production of public science. A key implication of our study is that commercial work by academics can drive fundamental advances in science.