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This study aims to investigate the effect of risk tolerance on the individual choice of adopting Bitcoin in the form of making and receiving payment and receiving compensation.

The study uses data collected from an anonymous survey of 225 undergraduate and graduate students to measure their risk attitude using the general risk-taking propensity scale proposed by Zhang et al. (2018) and the risk-taking index, proposed by Nicholson et al. (2018). After controlling for a variety of personal traits, the study uses logistic regression to identify the predicted probabilities and marginal effects on individual choice of adopting Bitcoin.

The findings of this study suggest that individuals with a higher risk-seeking attitude are more likely to choose to receive payment for goods they sell in Bitcoin and more likely to choose to receive a portion of their compensation in cryptocurrency. Individuals in the higher-income groups are more likely to adopt Bitcoin 46% and 65% than their lower 14% and 45% and middle income 4% and 18% counterparts. While there was no statistically significant difference between males and females in adopting Bitcoin, respondents between the age of 26 and 29 were more likely to adopt Bitcoin. The effect on receiving gold was slightly smaller but highly comparable to that of receiving Bitcoin, which highlights a similar perception of risk toward the Bitcoin and gold.

The study uses a new data set collected by surveying 225 individuals and two different risk measurements to identify the relationship between perceived risk and Bitcoin adoption.

The purpose of this study is to provide insights into the effect of servant leadership on turnover intentions. The authors investigate the mediating effects of perceived organizational support (POS), job embeddedness and job satisfaction on the relationship between servant leadership and turnover intentions. In doing so, the authors seek to make the following contributions. First, the authors seek to provide additional empirical evidence for servant leadership as an effective organizational theory. Additionally, the authors seek to establish POS, embeddedness and job satisfaction as underlying mechanisms that transmit the positive effects of servant leadership.

The data were collected from a paper and pencil survey questionnaire provided to employees of different organizations in a metropolitan area in the southeastern United States. The sample consisted of 150 participants; complete (listwise) data were available for 115 participants.

The study shows that POS and embeddedness are mediating mechanisms through which servant leadership is related to employee turnover intentions. The authors found POS and job embeddedness to be significant mediating constructs which help explain the nature of the relationship between servant leadership and turnover intentions.

By investigating these constructs in the present framework, we help to provide answers to the questions of how and why servant leadership affects employee outcomes. These answers are an important step towards more fully understanding the complex ways by which followers respond to servant leadership.

Although studies have improved understanding of the relation between external career mentoring and mentor work outcomes, an important question remains regarding whether this mentoring function influences mentor turnover intentions. The purpose of this paper is to investigate the impact of career mentoring outside the workplace on mentor turnover intentions.

Data were collected from 101 working business professionals in the southeastern USA at two points in time who provided career mentoring to business student protégés in an eight-month university sponsored mentoring program.

As hypothesized, moderated mediation analysis indicated that amount of external career mentoring negatively related to mentor turnover intentions and that the indirect effect of external career mentoring on mentor turnover intentions via mentor work engagement was stronger when both mentor protégé satisfaction and meeting frequency were high vs low. A two-way interaction revealed that mentors reporting higher protégé satisfaction had lower turnover intentions when meeting frequency was high vs low.

The findings help clarify the external career mentoring and mentor turnover intentions relation and have valuable theoretical implications for research on the benefits external mentoring can provide mentors. They also have practical implications for using external mentoring to enhance mentor work engagement and reduce mentor turnover intentions.

The goal of this study was to examine the mediating mechanism of informal learning between dimensions of learning climate and organizational citizenship behavior (OCB). In addition, the study also aimed to investigate the learning climate, in the dimensions of learning facilitation, learning appreciation and error avoidance as antecedents of informal learning.

The data were gathered from sports items manufacturing small and medium enterprises (SMEs) in Sialkot, Pakistan. Sialkot is home to manufacturing businesses that export their products worldwide. Survey data of 318 middle managers collected at 2 different times were used for testing the research model using structural equation modeling (SEM).

The results demonstrate that facilitation and appreciation learning climate have a positive relationship with informal learning and error-avoidance has a negative relationship with informal learning. The analysis also revealed that informal learning mediated the linkage between learning climate dimensions and OCB. Moreover, informal learning is significantly related to OCB.

HR practitioners and organizational leaders of SMEs can use, encourage and promote informal learning to improve the skills and knowledge of employees at low cost. For instance, management should strategically implement informal learning at the workplace by providing a supportive learning climate.

Previous studies have overlooked the impact of informal learning on OCB and its mediating effect. The present study addresses this gap by examining the mediating mechanism of informal learning between learning climate and OCB.

The paper aims to clarify a debate about the legitimacy of entrepreneurship as a field of study. Katz and Kuratko continued this discussion by evaluating the legitimacy as an academic discipline. Their work extends the earlier contributions of Stephenson, Meyer, Finkle et al., and Fiet. Their research focused on the use of secondary data to consider this research question. This study uses an empirical evaluation of the actors that form the basis of this field of study, the faculty that teach entrepreneurship.

This study used an online survey to ascertain the academic background, dissertation subject, doctoral course work, teaching assignments, and research output of individuals that described themselves as entrepreneurship faculty.

The results show that a significant percentage of the sample of college instructors did not have a doctorate in entrepreneurship, nor did they study entrepreneurship in their curriculum thereby potentially undermining perceptions of legitimacy.

This study was based upon feedback from 112 faculty. A test using a χ2 goodness-of-fit showed there was no significant difference between the geographic location of respondents to non-respondents. The findings paint a distressing picture of the academic qualifications of the faculty assigned to teach entrepreneurship. In addition, the results were disappointing for the research productivity of faculty in the field. The fact that so many of them view themselves as entrepreneurship and small business faculty reinforces the significance of the findings. In general, the authors find empirical evidence in the sample that entrepreneurship and small business may not be viewed as a legitimate field due to the lack of academic credentials and the extensive professional credentials of their instructors.

The findings demonstrate that entrepreneurship is likely not considered legitimate, in part, due to a lack of academic preparation or research productivity of instructors within the field of entrepreneurship. The lack of doctoral preparation is a critical problem. This issue would not be paramount where faculty publishing solely in the field. However, the findings demonstrate self-described entrepreneurship instructors publish in other fields of study. Thus, the fact that faculty do not solely teach in the field is also testimony to the challenges of legitimacy faced by individuals that teach entrepreneurship.

The authors are not aware of any studies that specifically evaluate the academic background, dissertation subject, doctoral course work, teaching assignments, and research output of individuals that teach entrepreneurship.

The purpose of this paper is to systematically study the dynamic contact stress, frictional heat and temperature field of femoral head-on-acetabular cup contact pairs in a gait cycle.

In this paper, four common femoral head-on-acetabular cup contact pairs are used as the research objects, mathematical calculations and finite element simulations are adopted. The contact model of hip joint head and acetabular cup was established by finite element simulation to analyze the stress and temperature distribution of the contact interface.

The results show that the contact stress of the head-on-cup interface is inversely proportional to the contact area; high contact stress directly leads to greater frictional heat. However, hip joints with metal-on-polyethylene or ceramic-on-polyethylene paired interfaces have lower frictional heat and show a significant temperature rise in one gait cycle, which may be related to the material properties of the acetabular cup.

Previous studies about calculating the interface frictional heat always ignore the dynamic change process in the contact load and the contact area. This study considered the dynamic changes of the contact stress and area of the femoral head-on-acetabular cup interface, and four common contact pairs were systematically analyzed.