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Based on social cognitive theory, this study aims to analyze the impact of fear of failure on entrepreneurs’ growth aspirations, the moderating role of collectivist institutional culture and the differences between emerging and developed countries.

Using the Global Entrepreneurship Monitor and the Global Leadership and Organizational Behavior Effectiveness databases for 27 developed and 15 emerging countries, and Global Leadership and Organizational Behavior Effectiveness, the authors apply multilevel model with individual-level and country-level variables.

The fear of failure has a negative impact on growth aspirations and that impact differs between developed and emerging countries. One of the main conclusions is that collectivist culture mitigates the negative impact of fear of failure on growth aspirations, and that this result is significant only in emerging countries.

The authors introduce a boundary condition for this study’s predictions, showing that in emerging countries, contrary to developed countries, the moderator effect of cultural context contributes to growth aspirations, despite the entrepreneur’s fear of failure.

The purpose of this study is to explore the relationship between career competencies and leadership aspiration among women IT/ITeS professionals in South India, examining the mediating effects of work role salience and occupational self-efficacy, along with the moderating effect of achievement aspiration.

The sample consists of 348 women professionals working in the IT/ITeS industry in South India. The study adopts a descriptive methodology and employs a cross-sectional research design.

The result shows that work role salience mediates the relationship between career competencies and leadership aspiration and that this mediation is moderated by achievement aspiration. Additionally, occupational self-efficacy is found to have a supplementary effect on leadership aspiration, further contributing to the model.

Despite the limitations of online data collection, the study showcases adaptability, providing valuable insights into women's career aspirations. It acknowledges opportunities for future research improvements, such as implementing longitudinal frameworks and incorporating a more diverse sample, to enhance the robustness and applicability of findings.

The study offers valuable insights for managers, researchers and academia, aiding in the identification of crucial competencies for women aspiring to leadership roles, and fostering the retention of top talent in a diverse and inclusive work environment. Individuals can leverage these insights for enhanced career development by recognizing and emphasizing strengths while addressing weaknesses through accurate self-assessments.

This study offers a novel perspective by identifying the essential competencies that are crucial for women to achieve leadership positions, thus making a valuable contribution to the existing literature in the field.

This study aims to investigate the relationship between corporate environmental responsibility (CER) and risk-taking in Chinese A-share listed companies from 2011 to 2020. It seeks to understand the influence of CER on risk-taking behavior and explore potential moderating factors.

A quantitative approach is used, using data from Chinese A-share listed companies over the specified period. Regression analysis is used to examine the relationship between CER and risk-taking, while considering moderating variables such as performance aspiration, environmental enrichment and contextual factors.

The findings indicate that CER positively influences corporate risk-taking, with significant impacts on information asymmetry and corporate reputation. Moreover, positive performance aspiration strengthens the effect of CER on risk-taking, while negative performance aspiration and environmental enrichment weaken this effect. Cross-sectional analysis shows that the positive association between CER and risk-taking is more prominent for firms located in areas with strict environmental regulation, for nonstate-owned firms, and for firms with higher levels of internal control.

This research contributes to the literature by providing insights into the dynamics between CER and risk-taking in the Chinese market context. It expands existing knowledge by considering the influence of performance aspiration on this relationship, offering practical implications for firms seeking to enhance corporate performance through strategic management of environmental responsibilities.

To most people, money is a motivator, which is robustly true for salespeople. A high love of money attitude predicts university students’ poor academic performance in a business course and cheating in laboratory experiments and multiple panel studies, but money (income) itself does not predict dishonesty. Extrinsic reward undermines intrinsic motivation. Very little research has incorporated the grit construct in the sales literature and explored the relationship between grit and the love of money. Further, a growth mindset and a fixed mindset may also impact salespeople’s job performance. This study aims to explore a brand-new theoretical structural equation model (SEM) and investigate the relationships between individual characteristics (growth and fixed mindsets and grit orientation) and job performance directly and indirectly through a mediator – salespeople’s love of money attitude.

This study uses Qualtrics and collects data from 330 business-to-business (B2B) salespeople across several industries in the USA. This study uses a formative SEM model to test this study’s hypotheses.

First, there are significant correlations among grit, a growth mindset and a fixed mindset, revealing no construct duplication or redundancy. Second, both a growth mindset and grit indirectly enhance job performance through the love of money attitude – a mediator, offering a brand-new discovery. Third, counter-intuitively, a growth mindset and grit do not directly improve job performance. Fourth, grit is significantly and negatively related to the love of money attitude, adding a new twist to this study’s theoretical model. Fifth, a fixed mindset undermines job performance directly but is unrelated to the love of money. Overall, B2B salespeople’s love of money attitude (employee demand) undermines sales personnel’s self-reported job performance (organization demand) in the organization and employee’s supply and demand exchange relationship.

The findings reveal that a growth mindset, a fixed mindset and grit contribute differently to sales personnel’s love of money attitude and job performance in this study’s theoretical model. The love of money serves as a mediator. A commonly accepted belief is that money is a motivator. Money (income) itself and the love of money attitude are two separate constructs. This study’s novel discoveries provide the essential missing monetary-aspirations-to-job-performance link in the literature – ardent monetary aspiration undermines self-reported job performance. This study offers inspiration to help decision-makers make happy, healthy and wealthy decisions and improve performance.

We explore the effect of selective schooling, where students are assigned to different schools by ability, on adult health, well-being and labour market outcomes. We exploit the 1960s transition from a selective to a non-selective secondary schooling system in England and Wales. The introductio3n of mixed-ability schools decreased average school quality and peer ability for high-ability pupils, while it increased them for low-ability pupils. We therefore distinguish between two treatment effects: that of high-quality school attendance for high-ability pupils and that of lower-quality school attendance for low-ability pupils, with mixed-ability schools as the alternative. We address selection bias by balancing individual pre-treatment characteristics via entropy balancing, followed by ordinary least squares (OLS) regression. Selective schooling does not affect long-term health and well-being, while it marginally raises hourly wages, compared to a mixed-ability system, and school aspirations for high-ability pupils. Cognitive and non-cognitive abilities measured prior to secondary school are significantly and positively associated with all adult outcomes.

This study investigated the influence of teachers on undergraduate students’ development of research aspirations and the mechanisms behind this process.

Employing social cognitive career theory, the study gathered data from 232 undergraduates, developed a structural equation model via the maximum likelihood method and executed empirical testing.

The findings reveal that neither direct nor emotional mentoring independently satisfies students’ needs for self-efficacy and aspiration in research nor significantly influences research interest. Specifically, the study demonstrates that (1) research self-efficacy, outcome expectations and research interest significantly shape research aspirations; (2) an overemphasis on direct mentoring might impede research aspiration development and (3) a focus on emotional mentoring, while overlooking direct mentoring, could result in diminished research self-efficacy.

This research pioneers a comprehensive analysis of the role of teachers in shaping undergraduate research aspirations through the lens of social cognitive career theory. It underscores the critical need to both balance mentoring approaches and foster intrinsic research motivation.

This article responds to the call for more research on mobile work by exploring how the aspirations of these workers relate to job satisfaction through adaptation to the job characteristics they experience.

Based on aspiration theory and the literature on mobile work, the paper examines how mobile workers form aspirations and how this is related to their perception of job satisfaction. The empirical analysis uses a two-tier stochastic frontier analysis and the 2015 European Working Conditions Survey dataset.

Mobile workers formulate higher aspirations than the working conditions they experience and report lower levels of job satisfaction than other types of workers. They revise their aspirations downwards when they experience autonomy, discretion, performance-related pay schemes, relation-oriented leadership while they increase their aspirations when they experience work intensification and discrimination.

This paper provides new insights into the work perceptions of mobile workers and enriches existing research by highlighting the importance of the study of individual aspirations to advance understanding of the complex dynamics of mobile work.

The impact of executive characteristics on firm internationalization has already been extensively explored. However, relatively few studies have examined the critical role of chief executive officer (CEO) personality attributes, and especially CEO openness, in firm internationalization. This research aims to deepen the understanding of firm internationalization, by exploring whether and when CEO openness influences firm internationalization.

A sample of private high-tech listed firms in China is used, with data from 2004 to 2020.

Based on upper echelons theory, this study theorizes and finds that CEO openness will positively influence firm internationalization. Further, based on the behavioral theory of the firm, this study finds that the performance aspiration gap weakens the positive effect of CEO openness on firm internationalization, but also finds that the potential slack strengthens this effect.

First, the study reinterprets firm internationalization strategies from the perspective of CEO openness, a personality attribute; CEO openness is an important but so far rarely discussed topic in the field of international business. Second, for the first time, problemistic search and slack search into a research framework are introduced to explore the relationship between CEO characteristics and firm internationalization. This approach can further define the boundary conditions under which CEOs can project their values, preferences and personalities into the process of formulating and implementing a firm's internationalization strategy.