Are there variations in behaviors and leadership styles of next generation family members or descendants who join their family business due to different forms of commitment? Evidence from a dual respondent study of 109 Canadian and Swiss family firms suggests that descendants with affective...

Four bases of family business successor commitment are explored: affective (based on perceived desire); normative (based on perceived sense of obligation); calculative (based on perceived opportunity costs involved); and imperative (based on perceived need).Models of antecedents and expected...

In a sample of 79 public-sector managers, we examined relations between personality (extroversion, agreeableness, conscientiousness), job autonomy, and contextual performance, and tested the moderating role of autonomy on personality-performance relations. Criterion data were provided by...

This study examines the antecedents of different bases of organizational commitment and intention to stay of later generation family members who are currently working in their family firm. Evidence from 199 Canadian and Swiss firms indicates that when these individuals’ identity and career...

In this study, we examined how employee perceptions of development-oriented, stability-oriented, and reward-oriented human resource management (HRM) practices affected the likelihood of affective and continuance commitment profile membership. Our focus on profiles of combined commitment...

Effective human capital formation through the medium of entrepreneurship education and training (EET) is of increasing concern for governments, as EET is growing rapidly across the world. Unfortunately, there is a lack of consistent evidence showing that EET helps to create more or better...