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This study proposes personal network of social entrepreneurs as a key antecedent factor of their resource bricolage to understand the mechanisms underlying social entrepreneurial practices before the founding of social enterprises.

An empirical study is used to collect and analyze data. The questionnaire data are drawn from in-depth semistructured interviews with Chinese social entrepreneurs. This study develops a theoretical framework that draws upon two dimensions of social capital, namely, “ownership” and “use,” to explore relationships among personal network, resource bricolage and relation strength.

With data from 227 social enterprises in China, empirical results suggest that personal network of social entrepreneurs, that is, the “owned” social capital, shall be transformed by the intermediate role of resource bricolage into relation strength, that is, the “used” social capital. The relationship between resource bricolage and relation strength is positively moderated by the marketization degree and social class of social entrepreneurs.

This study introduces resource bricolage into the front-end course of social entrepreneurship. The results show that similar personal network can lead to different behavioral outcomes in the context of social entrepreneurship. Then the integration of resources and opportunities at the beginning of the social entrepreneurial process opens new avenues for future research. However, this study only investigates the transformation from network to resources implemented by social entrepreneurs before organization establishment. It does not explore potential outcomes of such a transformation for the development of social enterprises.

Social entrepreneurs at the prefounding stage shall make use of the values of available resources, fully use potential interpersonal relations in the personal network, and transform these relations into a close, steady relationship to realize potential values of available resources. Social entrepreneurs can start from excavation and foundation laying of strong relation networks, to avoid problems in legality, social awareness and failure risks generated from blind integration of external resources.

This study finds that social entrepreneurship exists between the motivation of the social entrepreneur and the establishment of the organization after the development over time. Creating first a phased result through the resource bricolage is necessary. This result establishes a complete process chain of social entrepreneurship from motivation to behavior, next to organization establishment and subsequent development. This study is an empirical test based on the theoretical interpretation to make a positive effect on the social entrepreneurship research in the theoretical construction and testing of the deficiencies.

The purpose of the study is to evidently examine how employee cynicism mediates the relationship between co-worker relationship and employee turnover intentions in organizations in Ghana.

Using a cross-sectional survey of employees from both public and private organizations, the authors tested our hypotheses with a sample of 288 employees by means of structural equation modelling (SEM) using maximum likelihood estimation with LISREL 9.2 and bootstrapping procedures.

Findings showed that co-worker relationship is negatively associated with employee cynicism. The findings further revealed that employee cynicism is positively associated with employees' intention to leave. Additionally, employee cynicism negatively mediated the relationship between co-worker relationship and employee intention to leave their organizations.

The work recommends that organizations become aware of employee cynicism which can adversely affects co-worker relationship and consequently organizational performance. Therefore, organizations ought to reduce employee cynicism and rather encourage positive co-worker relations through interpersonal relationship and support for employees.

An investigation of co-worker relationship in organization and employee intentions to leave or turnover is a significant micro-level analysis for contemporary Human Resource Management (HRM) research. This study gives us a scarce opportunity to understand how employee cynicism negatively mediates the relationship between co-worker relationship and turnover intentions of employees.

Until recently, motivation has been considered to be an individual phenomenon. Motivational theorists have accordingly conceptualised key constructs in individualistic terms and emphasised the individual origins and nature of motivation, although they have also long recognised that contextual or social factors have a significant influence on these individual processes. Recently this conceptualisation has been questioned as theorists have suggested, after Vygotsky, that motivation, like learning and thinking, might be social in nature. This idea was first suggested by Sivan (1986) more than twenty years ago but it received a major impetus with the publication of an article by Hickey (1997) eleven years later. Since that time interest in the social nature of motivation has grown as a small number of book chapters and journal articles have been published and conference papers have been presented on the topic. Although some motivational theorists remain sceptical (e.g. Winne, 2004) of this theoretical development, the inclusion of a section on sociocultural approaches to motivation in Perry, Turner, and Meyer's (2006) chapter on classrooms as contexts for motivating learning in the 2nd edition of the Handbook of Educational Psychology suggests that this perspective is being seriously considered by motivational researchers. Similarly, the inclusion of a chapter (Walker, in press-b) on the sociocultural approach to motivation in the 3rd edition of the International Encyclopedia of Education indicates that this approach has achieved some recognition.

The purpose of this study is to better understand what components impact the creation of organizational leaders’ social capital. The study further seeks to illuminate the effects of participating in a leadership development seminar on the creation of social capital in global contexts.

The data was collected through questionnaires from 540 leaders across 69 countries of a global firm. The hypotheses that were developed from existing literature were tested using regression analysis. Quantitative scales were created by averaging the responses to the pertinent survey items. The reliability of these scales was assessed with Cronbach’s alpha. Factor analysis was performed to assess whether the items from each scale measure distinct constructs.

The results of this research showed effects of three components (interactive opportunities, individual-owned resources and motivational interactivity constraints) on social capital. Specifically, the research substantiated that these components differently impacted advice ties and social relations.

The study showed that firm leaders’ advice ties and social relations were differently impacted by identified components. With this in mind, organizations need to consider how they enhance and maintain the balance between advice ties and social relations among their leaders.

Empirical testing targeting organizational leaders in a global firm helped reveal findings in which variables impact their social capital. Based on the findings, this paper presents a framework that shows the identified components’ impacts on social capital ties and social relations.

The purpose of this study is to determine how a failure in the treatment received by consumers influences their intention to revisit a hotel, to recommend a hotel or to complain to a third party. The authors analyse perceived interpersonal justice, the role played by past encounters and the influence of consumer gender in a hotel recovery process.

Using experimentation methodology applied to the hotel sector, the authors present four scenarios in a 2 × 2 (interpersonal justice/no interpersonal justice, prior experience/no prior experience) design with a sample of 352 consumers.

The results obtained highlight the importance of interpersonal justice in a situation of service failure and the influence that prior experience and gender exert in the context of the hospitality industry. The study provides empirical evidence that, in a service failure setting, behavioural intentions (word of mouth, third-party complaints and intention to revisit) are conditioned by three different consumer characteristics, one affective (perceived interpersonal justice of the service provided), one cognitive (knowledge as a result of prior experience) and one socio-demographic (gender, important because of the differences between male and female consumer behaviour).

This study proposes using the social cognitive theory in a service recovery process within a hospitality industry context. This theory has been successfully exploited in different areas, but in marketing research (especially in studies about service failure and recovery), it has not been applied. However, its use in marketing is particularly interesting because, through the consideration of three variables (perceived interpersonal justice, prior experience and consumer gender), the service provider could obtain knowledge from consumers interactions to help develop a better and more successful recovery system.

While trust is widely recognized as central to the establishment of an effective market economy, research on transition economies has not examined sufficiently its role in promulgating economic development. This study seeks to ascertain the links between supplier trust, asset specificity, and uncertainty reduction in the context of a transition economy, and to validate a measure of trust developed in a Western developed market economy in the conditions of a transition economy.

A confirmatory factor analysis of trust, asset specificity and uncertainty reduction was performed with a sample of Bulgarian small business owners.

Commensurate with expectations, supplier trust is significantly and positively associated with both asset specificity and uncertainty reduction. The six‐item measure of supplier trust is a valid measure for new and small ventures in the context of a transition economy.

This paper demonstrates that private entrepreneurs in transition economies compensate for the lack of institutional support through embeddedness in their relational exchange network.

Despite the burgeoning literature dealing with the democratic peace theory, there seems to be surprisingly little research done in actually analyzing how and why democracies cause peace. There is even less research done in empirically analyzing the “how” part of the normative aspects of the democratic peace theory. The purpose of this paper is to explain the theoretical assumptions and how interpersonal trust is linked to a country's preferences to go to war. In addition, a direct comparison is made between democratic and non‐democratic states to ascertain more clearly the effect of trust on decisions to go to war.

This study quantitatively examines the period from 1980 to 2001 and considers 62 democratic countries and 30 non‐democratic countries in their choices to engage in conflict.

The research project finds that interpersonal trust is strongly correlated with states' decisions to go to war.

This is the first time that a study has examined the role of interpersonal trust on a state's decision to go to war, as no scholarly work has been done in applying the study of interpersonal trust to studying the theory of democratic peace.

Drawing on the social exchange theory, this study aims to examine the association between interpersonal conflict and task performance as well as the mediating and moderating roles of workplace deviance and emotional intelligence, respectively, in this association.

Two studies were designed to test the authors’ hypotheses using multiwave and multisource data collected from 173 (187) subordinates and their immediate supervisors from Pakistan.

An important reason that interpersonal conflict diminishes employees’ task performance is that employees are engaged in workplace deviance. This indirect effect is less salient when employees are more emotionally intelligent.

One way to improve employees’ task performance could be to reduce and manage interpersonal conflicts, especially through interventions aimed at increasing employees’ emotional intelligence levels.

This research contributes to the literature by demonstrating that employees’ emotional intelligence is a boundary condition that alters the association between interpersonal conflict and employee task performance directly and indirectly via workplace deviance.

The management of competences in interorganizational relations refers to two fundamental domains in strategy: competence and co-operation. Thus, it constitutes an area of research which is at one and the same time complex and promising. The synthesis presented in the form of a literature review in this article allows us to look at the current state of approaches in the management of competences in interorganizational relations in the context of the resource-based view and the competence-based management perspective. We then propose a model based on two dimensions: the first is defined by the nature of the relationship (considered to be a space where either co-operation or competition predominates) and the second by the actions taken on the competences in the context of the relationship (oriented either towards creating new competences or leveraging existing ones).

The purpose of this paper is to explore the levels of stress and work motivation of primary and secondary school teachers, investigate factors affecting stress of teachers and validate the consistency of the model and empirical data.

The sample consisted of 400 teachers of primary and secondary schools. Questionnaire was implemented as the instrument and the data were analyzed by t-test, ANOVA and confirmatory factor analysis.

The results indicated that teachers of secondary schools have higher overall stress than teachers of primary schools for many reasons, such as financial issues and work obligations. Stress was found to be significantly positively associated with work motivation in secondary school teachers. The study revealed that demographic and work motivation factors influence teacher stress. The validation of a goodness of fitted model demonstrated an acceptable model fit with empirical data (χ² test/df = 1.913, GFI = 0.934, CFI = 0.965, NFI = 0.930, AGFI = 0.893).

Teachers under stress could negatively influence their students’ academic performance and might be more vulnerable to occupational diseases. Therefore, the teachers should find favorite activities that reduce stress and thereby contribute to effective teaching. This study would be beneficial for anyone who works to support teachers and wants to reduce turnover among teachers.