Search results

Although scholarly inquiry into entrepreneurial stress has existed for nearly 40 years, little is known about how events drive stress responses in entrepreneurs, and how entrepreneur coping responses impact their well-being, relationships, and venture performance. In response to these deficiencies, the authors propose a stress events theory (SET) which they apply to an entrepreneurial context. The authors begin by providing a brief review of existing literature on entrepreneurial stress, which highlights unique stressors and events that entrepreneurs encounter. The authors then introduce event systems theory as developed by Morgeson, Mitchell, and Liu (2015). From this foundation, the authors develop SET, which describes how entrepreneurs react to particular event characteristics (novelty, disruptiveness, criticality, and duration). Additionally, the authors propose that how entrepreneurs interpret events drives coping choices, and that the accuracy of these coping choices subsequently differentiates the quality of entrepreneur well-being, interpersonal relationships, and venture-related consequences. The authors conclude with a discussion of contributions and areas of future research using our proposed theory.

This study aims to examine the impact of stress as a result of adverse life events on a salesperson’s ability to effectively manage customer relationships. The framework identifies burnout as a key mediating variable and salesperson grit as a coping mechanism.

Survey data is gathered from 364 B2B salespeople and investigated using structural equation modeling in Mplus 8.2.

The findings reveal adverse life events and their corresponding stress diminish a salesperson’s ability to manage customer relationships effectively through the mediators of reduced personal accomplishment and depersonalization. Thus, negative events of a personal nature can have a significant impact on salesperson outcomes and should be taken with the same level of seriousness as job-related stress. Furthermore, results show that salesperson grit provides mixed results as a coping mechanism.

The findings indicate that practitioners should be mindful of the negative impact adverse life events can have on work-related outcomes. Organizations and sales managers must be intentional in managing relationships with their salespeople and strategic in the structure they use to manage customer relationships. Recommendations include the use of regular one-on-one meetings to open up a dialogue about work or personal issues the salesperson is experiencing and assigning multiple resources or staff to service valuable customers, thereby not relying on solitary salespeople.

Employee well-being contributes to firm value; yet, this is the first study in sales to explore the impact of adverse life events on salesperson outcomes.

Entrepreneurial activity is particularly rich in affective events, but these affective events are still underexplored compared to salaried work. Nevertheless, in small organizations, the running of the whole business may easily be impacted by the owner’s negative experiences.

To characterize these emotional lows, we undertook a mixed methods research study using a panel of 357 French small business owners. We collected their monthly work events 10 times and semantically categorized the negative ones. We weighted each category on its probability of occurrence and its emotional intensity of stress. Finally, we assessed the contribution of the cumulated events to the risk of burnout.

The findings of this study comprise a set of affective event categories applicable to business owners and entrepreneurs. Tables are ranked by times cited and intensity. Results of a regression analysis show that intensity of negative events is related to burnout, especially for younger and female employers.

The findings of this study extend the affective events framework to self-employed, supply a rigorous and predictive inventory for future surveys

The results offer small business owners as well as carers an “emotional stressometer” to benchmark the aversive events of the entrepreneurial activity.

Employer burnout caused by the experience of negative affective events affects the lives of employers and can carry across to non-work life.

This is the first study to develop a comprehensive list of negative affective events specifically for small business owners and entrepreneurs, rather than salaried employees.

The supervisory stress test evaluates the capital adequacy and profit-generation capacity of systemic banking institutions under baseline and adverse macroeconomic scenarios. This study aims to assess the financial and informational role of European stress tests and substantiate the impact of their disclosures by examining the EU-wide 2018 stress test vis-à-vis the EU-wide 2021 stress test in terms of how and to what extent the stock prices of the stress-tested banks have been affected.

This study applies standard event study methodologies to evaluate the reactions of market participants during the EU-wide 2018 and 2021 stress test exercises. We examine several “large” events in both the exercises for a selected sample of European banks.

The results of our event study analysis show that the EU-wide 2018 and 2021 stress tests come subsequent to considerable abnormal price movements. The announcement of stress test results triggered tangible investor reactions, indicating the informational value of stress tests in reducing bank opacity. This supervisory “toolkit” is considered extremely important, as it provides meaningful insights to the supervisors of the banking institutions and the market stakeholders by improving the transparency of the financial sector, allowing them to segregate banks more effectively.

This study constitutes one of the earliest attempts to shed light on the financial and information role of the European supervisory stress tests by comparing the EU-wide 2018 and the EU-wide 2021 stress test exercises. Moreover, it provides concrete empirical evidence and qualitative analysis to explore certain aspects of the European and US stress tests.

A review of the literature suggests that law enforcement agencies adopted a paramilitary model of management based on little empirical evidence supporting the suitability of this model. Moreover, relatively little is known about the effects of prior military service experience on the work events experienced by police officers. This paper will examine the effects of prior military service experience on exposure to organizational and field work events, and perceptions of stress among these events. The results show that more military experience did not significantly predict fewer organizational work events and lower perceptions of stress, or more field work events and greater perceptions of stress. More years of police experience and section assignment predicted fewer field work events, although perceptions of stress were not significantly lower. These results are discussed, as they compare with salient demographic variables found to influence work stress in police officers.

The purpose of this paper is to examine specific stressors present in mega‐event work and the coping strategies used by long‐term mega‐event employees.

Using a general inductive approach to analyze the data and identify themes, semi‐structured interviews with six employees from organizing committees of subsequent National Football League (NFL) Super Bowls, and four employees from the Special Olympics in Greece helped to assess the presence of specific stressors and the corresponding coping strategies.

Patterns relating to the specific stressors (i.e. workload, time pressure, role stressors, job insecurity and work‐family conflict) and several themes emerged across all stressors including the selflessness of the participants in making personal sacrifices due to work demands. A sense of time and place emerged since the participants were cognizant of their role in a prestigious event. Time was also relevant as the end‐date approached which was simultaneously a source of stress and the date when their stress would be over. For most, the period after this end‐date was marked by a sense of sadness and a desire to repeat the experience. Finally, the career paths of the participants appeared to influence their actions and coping strategies.

Work in mega‐event organizing committees has not been examined from a stress and coping perspective; this study is the first to examine issues in this unique work setting by applying stress theory. Moreover, the findings suggest that organizing committee employees appraise and cope with stress differently than in more traditional contexts.

This article outlines a procedure for quantifying risk‐adjusted capital reserves that may be used for both performance evaluation and capital allocation. The author identifies and quantifies the sources of risk capital that must be addressed, to cover current investment and withstand market shocks, for any business line that exhibits earnings volatility. The author classifies risk capital into two types: market‐risk capital and earnings volatility‐related capital. Market risk capital may be divided into two categories; risks due to “normal” or “diffusion” type price movements and catastrophic moves or “stress” events. In contrast, earnings volatility‐related capital is directly related to the firm's equity‐at‐risk, in the event that market shocks lead to sustained earnings volatility. The author suggests that these risk‐adjusted capital measures may be used as a benchmark, in conjunction with net earnings, to evaluate performance, or to allocate equity capital across different operations within a firm.

Each of the four objectives can be applied within the military training environment. Military training often requires that soldiers achieve specific levels of performance or proficiency in each phase of training. For example, training courses impose entrance and graduation criteria, and awards are given for excellence in military performance. Frequently, training devices, training media, and training evaluators or observers also directly support the need to diagnose performance strengths and weaknesses. Training measures may be used as indices of performance, and to indicate the need for additional or remedial training.

Social scientists, public policy makers, consumer researchers, and marketers have traditionally focused on age‐related differences to understand the behavior of older adults. This research focuses on the processes through which adults learn behavioral patterns and norms that characterize behavior in later life. The socialization framework is first presented as the process through which adults learn roles and norms for old age, and data from a national study are presented to test the hypotheses derived from this model. The results suggest that certain antecedents and processes are important in socializing adults to old age.