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Article
Publication date: 20 June 2013

Inga Haus, Holger Steinmetz, Rodrigo Isidor and Rüdiger Kabst

Although the percentage of female entrepreneurs has increased over the past several years, it is far below the level of males. Drawing on the theory of planned behaviour and role…

3682

Abstract

Purpose

Although the percentage of female entrepreneurs has increased over the past several years, it is far below the level of males. Drawing on the theory of planned behaviour and role congruity theory, the purpose of this paper is to specify a model in which the relationship between gender and entrepreneurial intention (EI) is mediated by three essential motivational constructs (i.e. attitude toward starting a business, subjective norm, and perceived behavioral control (PBC)).

Design/methodology/approach

The study specifies and tests a meta‐analytical structural equation model. The study aggregates the results of 30 studies (n=52,367).

Findings

The study reveals a higher average EI for men compared to women. However, although significant, the gender differences in EI and the motivational constructs were small and cannot sufficiently explain the substantial differences in actually starting a business. Furthermore, moderator analyses show differences in the gender‐EI relationship between Europe and the US and between students and non‐students.

Research limitations/implications

Differences between men and women seem to be a consequence of differences in turning intentions into implementation. Researchers are called upon to investigate gender differences in hindrances as a potential explanation for different implementations and when and why women give up their entrepreneurial plans. Moreover, future research should investigate further motivational processes beyond those suggested by the theory of planned behavior.

Originality/value

The study analyses the relationship between gender and EI and the results show a weak relationship which indicates that the higher number of male entrepreneurs cannot solely be explained by differences in motivation.

Details

International Journal of Gender and Entrepreneurship, vol. 5 no. 2
Type: Research Article
ISSN: 1756-6266

Keywords

Article
Publication date: 1 February 2000

Yaw A. Debrah and Ian G. Smith

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on…

11569

Abstract

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

Details

Management Research News, vol. 23 no. 2/3/4
Type: Research Article
ISSN: 0140-9174

Keywords

Article
Publication date: 14 May 2018

Sabine Kuhlmann and Joerg Bogumil

The purpose of this paper is to discuss different approaches of performance measurement and benchmarking as “reflexive institutions” for local governments in England, Germany and…

Abstract

Purpose

The purpose of this paper is to discuss different approaches of performance measurement and benchmarking as “reflexive institutions” for local governments in England, Germany and Sweden from a comparative perspective.

Design/methodology/approach

These three countries have been selected because they represent typical (most different) cases of European local government systems and reforms. The existing theories on “institutional reflexivity” point to the potential contribution of benchmarking to public sector innovation and organizational learning. Based on survey findings, in-depth case studies, interviews and document analyses in these three countries, the paper addresses the major research question as to what extent and why benchmarking regimes vary across countries. It derives hypotheses about the impacts of benchmarking on institutional learning and innovation.

Findings

The outcomes suggest that the combination of three key features of benchmarking, namely – “obligation”, “sanctions” and “benchmarking authority” – in conjunction with country-specific administrative context conditions and local actor constellations – influences the impact of benchmarking as a reflexive institution.

Originality/value

It is shown in the paper that compulsory benchmarking on its own does not lead to reflexivity and learning, but that there is a need for autonomy and leeway for local actors to cope with benchmarking results. These findings are relevant because policy makers must decide upon the specific “governance mix” of benchmarking exercises taking their national and local contexts into account if they want them to promote institutional learning and innovation.

Details

International Journal of Public Sector Management, vol. 31 no. 4
Type: Research Article
ISSN: 0951-3558

Keywords

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