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Research examining the influence of organizational factors on entrepreneurial tendencies and performance within organizations is scarce. The purpose of this paper is to investigate the effect of organizational structure and work autonomy on entrepreneurial tendencies, locus of control and performance.

Data were obtained online using validated self-report questionnaires in a sample of 181 currently employed individuals.

The results showed organizational structure components to be related to work autonomy and performance, but not to individual-level variables. However, work autonomy related to entrepreneurial tendencies and locus of control, indicating potential indirect effects of organizational structure on individual-level variables via work autonomy. Entrepreneurial tendencies and locus of control were positively related to performance.

Whilst the mediating effect of a number of individual-level traits has been examined in the past, very little research has looked at how organizational factors may influence entrepreneurial tendencies. Fostering entrepreneurial tendencies in employees may facilitate corporate entrepreneurship and performance within organizations.

The purpose of this paper is to examine the relationship of the Five-Factor Model Personality Disorder (FFM PD) count technique to industrial, work, and organizational (IWO) criteria. In this vein, the present research sought to extend previous studies (e.g. De Fruyt et al., 2009) by eliminating common method variance, and by including several objectively assessed IWO criteria, namely, managerial level, intelligence, and creativity.

In total, 1,659 working adults reported their managerial level in their organization, and completed two intelligence tests, a measure of creativity, and a measure of the Big Five personality traits in an assessment centre. The data were analyzed using structural equation modeling.

Results showed that the FFM PD counts were significantly associated with each IWO criteria. Results also show that specific linear combinations of Five-Factor Model facets can explain a larger proportion of the variance in these criteria. Finally, normative benchmark values are provided and validated for personnel development contexts in the UK.

Because the FFM PD score-distributions were limited to one assessment setting (medium stakes) only, the use of proposed benchmarks may not be appropriate for other contexts.

Considering the mounting evidence in the area, assessing dark side traits is likely to be desirable for organizations – particularly in selection and development settings.

This study is the first to demonstrate the validity of the FFM PD count technique in relation to objectively measured IWO criteria.

The paper aims to relate the potential elements identified as the dark side of the family business (DSFB), where these elements can be productive or destructive. The “dark side” comprises an important contribution for entrepreneurship and family business (FB) studies, a novel perspective.

The relevant literature on entrepreneurship and FB was selected and analyzed according to the “dark side” framework.

The results suggest that many perspectives remain for research, starting with a clarification and a more precise definition, not only of the construct itself but also of the factors or forces that drive this dark side, from the entrepreneur/founder, the FB itself and the context. This approach considers a systemic position in which the context plays a significant and decisive role.

The paper has implications for the development of public policies. Business incubation entities, federal, state and local entrepreneurship/small- and medium-sized enterprise (SME) programs, educational institutions and entrepreneurial families and their founders can become more aware and establish courses of action.

This paper makes a call to propose an initial point for conceptualizing the logic behind the DSFB for obtaining a deeper understanding with regard to future research. Researchers are encouraged to test the conceptual model further.