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In this study we confirm the often assumed but largely untested belief that entrepreneurs think and behave differently than others. We examine a group of more than 700 nascent entrepreneurs and 400 nonentrepreneurs. We determine the entrepreneurs’ cognitive style propensity for problem solving (Innovator versus Adaptor); we compare their expectations; and, we examine the outcomes (performance and start-up) of their ventures. We find that nascent entrepreneurs are more likely to be overly optimistic Innovators, most people are Adaptors, and oneʼs cognitive style can indeed play a role in the initial development and outcome for the venture, but not always as expected.

This chapter attempts to assess the impact that the current Covid-19 pandemic can exert on the globalization process. The pandemic crisis, which fully unfolded worldwide in March 2020, had dramatic consequences for the world population, some of which are of economic character. As some of the global value chains and international trade and investment relationships were destabilized or suspended, a legitimate question arises as to the possible progress of the globalization process. The authors commence with a multidimensional concept of globalization and its critical evaluation. Subsequently, three possible scenarios of pandemic-induced development are identified and explored: disrupted globalization, de-globalization, and finally rebalanced globalization. The discussion of these scenarios also includes implications for economic policy.

Using psychological contract theory as its foundation, the purpose of this paper is to examine the important, but under-explored, relationship between careerism and organizational attitudes among workers in India.

In total, 250 middle-level executives, working in six manufacturing plants of motorbike companies located in Northern India, were surveyed.

As hypothesized, careerism was found to be negatively related to affective commitment, organization satisfaction and perceived organizational performance. Contrary to expectations, however, careerism was positively related to continuance and normative commitment.

The study is based on a cross-sectional survey. Also, because the motorbike industry is male dominated, all the executives surveyed are men.

Despite concerns that employees with more transactional relationships with their employers are no longer loyal to their organizations, this study demonstrates that Indian employees with a higher careerism also have higher levels of normative and continuance organizational commitment.

Prior research has produced conflicting results as to whether employees with more careerist, transactional psychological contracts with their employers have more negative organizational attitudes. This study contributes to research on psychological contract theory and careerism in today’s turbulent career landscape while also answering calls to examine the generalizability of western theories of careers in non-western countries.

To analyze the U.S, Supreme Court’s decision in Liu v. S.E.C., 140 S. Ct. 1936 (2020) and its potential implications for insider trading cases.

Provides context on the history of disgorgement in SEC enforcement proceedings; discusses factual and procedural background underlying the Liu decision; summarizes the Court’s opinion and rationale, with a particular focus on the Court’s pronouncements regarding the permissible scope of SEC disgorgement as an equitable remedy; identifies and explores three possible issues in insider trading cases that may be affected by the Court’s narrowing of SEC disgorgement.

In Liu, the Supreme Court narrowed SEC disgorgement by stating that, as a general matter, SEC disgorgement is not permitted where: (1) the proceeds are not remitted to investors; (2) one defendant is made to disgorge profits that were received by someone else; or (3) the amount of disgorgement fails to deduct legitimate business expenses, in each case subject to possible exemptions as outlined by the Court.

This rule may call into question whether courts may: (a) order disgorgement against insider traders, given the difficulty of identifying investors who have been harmed; (b) order insider traders to disgorge profits earned by others on account of their violations; or (c) order insider traders to pay civil penalties under Section 21 A of the Exchange Act based on profits earned by others.

Expert analysis and guidance from experienced securities enforcement lawyers with expertise in insider trading.

This paper argues that one must be careful in drawing lessons from the development experience of East and Southeast Asia. The economic strategy followed by these countries was not one of free trade, or even simulated free trade. Instead, in these countries key conditions were created which provided hospitable environments for investment coordination. It was the ensuing boom in investment which generated rapid economic development. The current economic problems of this region are not the result of corrupt states or crony capitalism, none of which are new to the region, but the result of an inability to engage in economic restructuring

Although a growing body of literature that we will discuss later in the paper gives evidence of changing perspectives on entrepreneurship – perspectives that reveal increasing emphasis on the collectivity – two troubling themes persist: (1) the “myth of the lonely only entrepreneur,” and (2) the supply versus demand perspectives on mass entrepreneurial activity. In the sections that follow, we briefly describe these perspectives and argue that they have long since overstayed their welcome.

The purpose of this paper is to analyze the relation between the underlying dimensions of protean (self-direction and values driven) and boundaryless (boundaryless mindset and organizational mobility preference (OMP)) career attitudes (Briscoe et al., 2006) and organizational commitment, within today's unstable and uncertain business scenario.

Data were collected from 167 professionals attending graduate and postgraduate distance learning courses. The hypotheses were tested using hierarchical regression analysis.

Research results suggest that protean career attitudes contribute significantly to individuals’ emotional attachment to their employing organization. Furthermore, OMP was found to be significant in predicting both affective and continuance commitment.

First, cross-sectional correlational designs impede conclusive inferences regarding causal relationships among the variables. Second, the use of a sample of professionals attending distance learning business courses could limit the generalizability of the study findings, because the majority of the respondents were homogenous in terms of age and educational background.

Fostering individuals’ self-direction results in enhanced affective commitment to their employing organizations. Workshops oriented at clarifying and communicating organizational values, philosophy and principles can be all beneficial for strengthening employees’ commitment to the organization.

This is the first paper to test the relationship between boundaryless and protean career attitudes and organizational commitment on a European sample.