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This paper aims to explain the structure of the market from the perspective of small brands and to discuss marketing strategy implications.

The paper uses revealed preference data of the Australian wine market, comprising 4,000 wine shoppers' purchases over a 12‐month period. Standard brand performance measures such as penetration and purchase frequency are applied to the data to define niche and change‐of‐pace brands. Using the same data, price tier loyalty is measured using polarisation, and discussed in relation to the attribute offering required and the direct marketing approach required for true niche positions.

The empirical results show that both niche and change‐of‐pace positions are prevalent in the wine market and small wineries, within a direct marketing channel approach, should target higher price points with branded wines but also lower price point products as well. The results suggest that attribute levels that are change‐of‐pace are unsustainable for small brands and can only be undertaken by large brands with the appropriate marketing resources.

The authors conceptualise that small brands should focus on attribute levels that have excess loyalty. Large brands can absorb attribute levels that are change‐of‐pace. This conceptualisation requires further discussion, particularly from the strategy literature, as well as further empirical testing.

Whilst “niche” positions are the holy grail of some teaching and much practitioner endeavour, this paper has presented data that demonstrate the need for managers to ascertain if the position they occupy is in fact a niche or a change‐of‐pace position.

This paper fulfils a need by using revealed preference behavioural data to highlight different strategies for small and large brands. Behavioural analysis and papers in the past have emphasised the strength and tendency towards large brands without offering insight into small brand strategies.

This paper has two purposes: to use polarisation to identify variations in loyalty and to apply polarisation to an important non‐brand attribute, price.

A comprehensive revealed preference data set of wine purchases is used to apply polarisation. Polarisation was defined in two ways: as a function of the beta binomial distribution (BBD) to give a measure of loyalty for an alternative; and as a function of the Dirichlet multinomial distribution (DMD) to give a baseline level of loyalty. Variations were identified by analysing the differences between the BBD and DMD.

Polarisation was shown to be one way of identifying variation across price tiers. In the empirical example used, the DMD model is violated with the price tiers not being directly substitutable with one another. Buyers show excess loyalty towards the lowest and highest price tier levels. One tier shows “change‐of‐pace” loyalty. Small brands do better when they focus on high loyalty tiers, middle brands compete in the change‐of‐pace tier and large brands do well across all tiers.

Very little work has been undertaken into price tier loyalty and no known empirical research has been undertaken into behavioural loyalty to price tiers in wine. Very little empirical research has considered the association between excess loyalty for attribute levels (such as price tiers) and the existence of niche, change‐of‐pace and reinforcing brands.

It is not news that education has pervasive influence in American society. Our operative skills for everyday life, our professional skills for working life, our personal skills for meaningful life: all of these are derived from educative contexts, in and out of schools. In the broadest frame, we are all teachers and learners, regardless of age or education. Every human is embedded in the complex sets of learning agencies, cultural transactions, and lifelong intergenerational exchanges Lawrence Cremin has called “configurations of education.” These are the permutative influences which mediate and transmit a culture through generations and institutions — work, school, family — and from which every person emerges, more or less intact, as the designer of one life.

The purpose of this paper is to understand how national institutional environments contribute to differences in life satisfaction between entrepreneurs and employees.

Leveraging person–environment fit and institutional theories and using a sample of more than 70,000 entrepreneurs and employees from 43 countries, the study investigates how the impact of entrepreneurial activity on life satisfaction differs in various environmental contexts. An entrepreneur’s life satisfaction arguably should increase when a high degree of compatibility or fit exists between his or her choice to be an entrepreneur and the informal and formal institutional environment.

The study finds that differences in life satisfaction between entrepreneurs and employees are larger in countries with high power distance, low uncertainty avoidance, extant entrepreneurship policies, low commercial profit taxes and low worker rights.

This study sheds new light on how entrepreneurial activity affects life satisfaction, contingent on the informal and formal institutions in a country that support entrepreneurship by its residents.

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.

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.

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.

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.

This study investigates the differential likelihood of being an entrepreneur among immigrants to and natives of a country. Using a mixed embeddedness perspective, the authors outline how economic, sociocultural, and institutional embeddedness influence the likelihood of entrepreneurial activity exhibited by immigrant and native residents.

The tests of the hypotheses rely on a multilevel cross-country research design that uses secondary data from different sources.

Compared with their native counterparts, immigrants are more likely to start and run their own businesses, and an array of environmental factors influences this likelihood. The level of economic development and equality laws increase it; the abundance of market opportunities in an economy, entrepreneurship culture and cultural collectivism diminish it.

The findings provide policy makers and stakeholders with valuable insights into pertinent environmental factors that determine the differential propensities of immigrant and native residents to become entrepreneurs.

This study provides an expanded understanding of the connection between being an immigrant and entrepreneurial activity, by explicating the influences of country-level conditions.

Quality of work life (QWL) has become an increasingly popular cross‐cultural field of theory and practice. An examination of the current state of the art revealed that the inquiry paradigm is one of the areas that leads to the contradictory and mostly disjointed state of QWL knowledge. A phenomenological‐based approach is proposed and utilized in an exploratory study that examines MBA students′ QWL experiences in the USA and Hong Kong. Discusses the learnings both in terms of the approaches used and the QWL knowledge gained.

Young people are widely known to have poorer outcomes, social status and political representation than older adults. These disadvantages, which have come to be largely normalized in the contemporary context, can be further compounded by other factors, however, and are particularly amplified by coming from a lower social class background. An additional challenge for young people is associated with place, with youth who live in more remote and less urban areas at a higher risk of being socially excluded (Alston & Kent, 2009; Shucksmith, 2004) and/or to face complex and multiple barriers to employment and education than their urban-dwelling peers (Cartmel & Furlong, 2000). Drawing upon interviews and focus groups in a qualitative project with 16 young people and five practitioners, and using Nancy Fraser’s tripartite theory of social justice, this paper highlights the various and interlocking disadvantages experienced by working-class young people moving into and through adulthood in Clackmannanshire, mainland Scotland’s smallest council area.

Researchers have explored contextual antecedents influencing engagement at work; yet, theory and empirical evidence suggest some individuals are more or less engaged than others. Using a relational framework based on attachment theory, the purpose of this paper is to suggest that relational models influence engagement through their influence on psychological availability and psychological safety. Study 1 examined whether attachment influences variability in engagement. Study 2 examined whether these effects could be replicated, and whether attachment influences engagement via individuals’ psychological availability and safety.

Two field studies using online self-report surveys (Study 1 n=203; Study 2 n=709).

Attachment-avoidance and attachment-anxiety were independently associated with lower levels of engagement, and psychological conditions mediated these relationships.

Relational models explain predictable variability in engagement. Employees’ ability to engage may be constrained or facilitated by their stable relational models of attachment.

The study is one of the few examining individual differences in engagement.