This study draws on social identity theory to explain differences in individual support for environmental protection, a conative component of environmental concern. It argues that an individual’s ...identification with higher social units—community, nation, and world—strengthens its in-group solidarity and empathy and, in consequence, its readiness to protect the environment benefiting the in-group’s welfare. The study hypothesizes that country-level manifestations of social identity (a) lift individuals’ support for environmental protection above the level that their own social identity suggests (elevator effect) and (b) reinforce the effect of individuals’ social identity on their support for environmental protection (amplifier effect). Using a sample of more than 30,000 individuals located in 38 countries around the world, the study finds strong evidence for the two contextual effects. The findings indicate that social identity plays an important role not just as an individual attribute but also as a central component of culture in fostering environmental concern.
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NUK, OILJ, SAZU, UKNU, UL, UM, UPUK
Building on Meynhardt's public value concept, which has been developed to make transparent an organization's contributions to the common good, we investigate the influence of organizational common ...good practices in the perceptions of employees (measured as public value) on employees' work attitudes and life satisfaction. The proposed model is tested on a sample of 1045 Swiss employees taken from the 2015 Swiss Public Value Atlas data-set. Study findings reveal that organizational public value is positively related to employee life satisfaction, and that this relationship is partially mediated by work engagement and organizational citizenship behavior. Further, we show that employee common good orientations strengthen the positive impact of organizational public value on employee work engagement and organizational citizenship behavior. Results also provide evidence that the indirect effects of organizational public value on employee life satisfaction via work engagement and organizational citizenship behavior are stronger at higher employee common good orientation levels.
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BFBNIB, IZUM, KILJ, NUK, PILJ, SAZU, UL, UM, UPUK
This study investigates the effect of country-level emancipative forces on corporate gender diversity around the world. Based on Welzel's (Freedom rising: human empowerment and the quest for ...emancipation. Cambridge University Press, New York, 2013) theory of emancipation, we develop an emancipatory framework of board gender diversity that explains how action resources, emancipative values and civic entitlements enable, motivate and encourage women to take leadership roles on corporate boards. Using a sample of 6390 firms operating in 30 countries around the world, our results show positive single and combined effects of the framework components on board gender diversity. Our research adds to the existing literature in a twofold manner. First, our integrated framework offers a more encompassing, complete and theoretically richer picture of the key drivers of board gender diversity. Second, by testing the framework empirically, we extend the evidence on national drivers of board gender diversity.
Recent research highlights the positive effects of organizational CSR engagement on employee outcomes, such as job and life satisfaction, performance, and trust. We argue that the current debate ...fails to recognize the potential risks associated with CSR. In this study, we focus on the risk of work addiction. We hypothesize that CSR has per se a positive effect on employees and can be classified as a resource. However, we also suggest the existence of an array of unintended negative effects of CSR. Since CSR positively influences an employee's organizational identification, as well as his or her perception of engaging in meaningful work, which in turn motivates them to work harder while neglecting other spheres of their lives such as private relationships or health, CSR indirectly increases work addiction. Accordingly, organizational identification and work meaningfulness both act as buffering variables in the relationship, thus suppressing the negative effect of CSR on work addiction, which weakens the positive role of CSR in the workplace. Drawing on a sample of 565 Swiss employees taken from the 2017 Swiss Public Value Atlas dataset, our results provide support for our rationale. Our results also provide evidence that the positive indirect effects of organizational CSR engagement on work addiction, via organizational identification and work meaningfulness, become even stronger when employees care for the welfare of the wider public (i.e., the community, nation, or world). Implications for research and practice are discussed.
Given the rising rate of migration across the globe, immigrant entrepreneurship is more than ever a topic of high theoretical and practical relevance. Immigrant entrepreneurship can offer host ...societies a win-win situation, generating incomes for immigrant entrepreneurs and contributing to knowledge transfer, innovativeness, and economic growth within the host economy. However, studies reveal that immigrant entrepreneurship is primarily male dominated and our understanding of the drivers and contextual factors that explain the gender gap is limited. Based on the mixed embeddedness approach, this multi-country study investigates the effects of immigrants’ embeddedness in supportive economic, social, and institutional environmental conditions on the gender gap in immigrant entrepreneurship. Our key findings are threefold: First, the results confirm that a gender gap in immigrant entrepreneurship exists. Female immigrants, compared with their male counterparts, are less likely to start and run their own business. Second, the results reveal that female immigrant entrepreneurship is encouraged by a supportive entrepreneurial environment, showing that policy can enhance female immigrant entrepreneurship through supportive conditions. Third, we find the same pattern of results for forced immigrants and opposite results for natives, suggesting that entrepreneurship is a “Plan A” employment strategy for (forced) female immigrants, whereas it is only a “Plan B” employment strategy for female natives.
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CEKLJ, EMUNI, FIS, FZAB, GEOZS, GIS, IJS, IMTLJ, KILJ, KISLJ, MFDPS, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, SBMB, SBNM, UKNU, UL, UM, UPUK, VKSCE, ZAGLJ
This cross-country study statistically investigates the determinants of environmental orientation of entrepreneurial activity. It builds on a new institutional theory framework and uses data gathered ...in the course of the Global Entrepreneurship Monitor to examine the institutional impacts and individual characteristics which influence the degree of environmental orientation of entrepreneurial activity, using a multilevel analysis. Our key findings are threefold: First, the results indicate that environmental orientation is frequently used as a source for securing legitimacy of entrepreneurial ventures. Second, we find lower degrees of environmental orientation among more educated entrepreneurs. Third, for many variables, such as age, gender and income, differences are observed when compared to earlier findings on the determinants of social entrepreneurship. Policy makers can learn from the analysis that policy measures should not only be designed specifically for environmental entrepreneurship, but also be adapted to the domestic economic circumstances, as, for example, environmental taxes only show significant effects on environmental orientation of entrepreneurial ventures in OECD countries. From a practitioner's perspective, this indicates that a lack of regulation can provide opportunities for environmentally oriented entrepreneurial ideas.
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CEKLJ, EMUNI, FIS, FZAB, GEOZS, GIS, IJS, IMTLJ, KILJ, KISLJ, MFDPS, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, SBMB, SBNM, UKNU, UL, UM, UPUK, VKSCE, ZAGLJ
This study investigates the interactive effect of female entrepreneurs’ experience of work–life imbalance and gender-egalitarian macro-level conditions on their job satisfaction, with the prediction ...that the negative linear relationship between work–life imbalance and job satisfaction may be buffered by the presence of women-friendly action resources, emancipative values, and civic entitlements. Data pertaining to 7392 female entrepreneurs from 44 countries offer empirical support for these predictions. Female entrepreneurs who are preoccupied with their ability to fulfill both work and life responsibilities are more likely to maintain a certain level of job satisfaction, even if they experience significant work–life imbalances, to the extent that they operate in supportive macro-level environments.
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CEKLJ, EMUNI, FIS, FZAB, GEOZS, GIS, IJS, IMTLJ, KILJ, KISLJ, MFDPS, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, SBMB, SBNM, UKNU, UL, UM, UPUK, VKSCE, ZAGLJ
Purpose
The purpose of this paper is to provide a better understanding of how the interplay of individual-level resources and culture affects entrepreneurs’ propensity to adopt social value creation ...goals.
Design/methodology/approach
Using a sample of 12,685 entrepreneurs in 35 countries from the Global Entrepreneurship Monitor, it investigates the main effects of individual-level resources – measured as financial, human and social capital – on social value creation goals, as well as the moderating effects of the cultural context in which the respective entrepreneur is embedded, on the relationship between individual-level resources and social value creation goals.
Findings
Drawing on the resource-based perspective and Hofstede’s cultural values framework, the results offer empirical evidence that individual-level resources are relevant for predicting the extent to which entrepreneurs emphasise social goals for their business. Furthermore, culture influences the way entrepreneurs allocate their resources towards social value creation.
Originality/value
The study sheds new light on how entrepreneurs’ individual resources influence their willingness to create social value. Moreover, by focussing on the role of culture in the relationship between individual-level resources and social value creation goals, it contributes to social entrepreneurship literature, which has devoted little attention to the interplay of individual characteristics and culture.
Entrepreneurs with social goals face various challenges; insights into how these entrepreneurs experience and appreciate their work remain a black box though. Drawing on identity, conservation of ...resources, and person–organization fit theories, this study examines how entrepreneurs’ social value creation beliefs relate to their work-related well-being (job satisfaction, work engagement, and lack of work burnout), as well as how this process might be influenced by social concerns with respect to the common good. Using data from the German Public Value Atlas 2015 and 2019 and the Swiss Public Value Atlas 2017, a three-study design analyzes three samples of entrepreneurs in Germany and Switzerland. Study 1 reveals that entrepreneurs report higher job satisfaction when they believe their organization creates social value. Study 2 indicates that these beliefs relate negatively to work burnout; entrepreneurs’ perceptions of having meaningful work mediate this relationship. Study 3 affirms and extends these results by showing that a sense of work meaningfulness mediates the relationship between social value creation beliefs and work engagement and that this mediating role is more prominent among entrepreneurs with strong social concerns. This investigation thus identifies a critical pathway—the extent to which entrepreneurs experience their work activities as important and personally meaningful—that connects social value creation beliefs with enhanced work-related well-being, as well as how this process might vary with a personal orientation that embraces the common good.
This paper draws on practice theory to argue that the practiced culture of a society and gender interact to create cultured capacities for social entrepreneurship among entrepreneurs. We combine data ...from the Global Entrepreneurship Monitor (GEM) with the Global Leadership and Organizational Behavior Effectiveness (GLOBE) and World Bank (WB) to identify what cultural practices are most relevant for female entrepreneurs’ practice of social entrepreneurship across 33 countries. Our findings suggest that female entrepreneurs are more likely to engage in social entrepreneurship when cultural practices of power distance, humane orientation, and in-group collectivism are low, and cultural practices of future orientation and uncertainty avoidance are high, when compared to male entrepreneurs.
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CEKLJ, EMUNI, FIS, FZAB, GEOZS, GIS, IJS, IMTLJ, KILJ, KISLJ, MFDPS, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, SBMB, SBNM, UKNU, UL, UM, UPUK, VKSCE, ZAGLJ
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