Search results

The study examines how adopting e-paisa technology (a mobile payment system) enhances micro-entrepreneurs' perceived success and subjective well-being during the COVID-19 global pandemic. The study also theorizes the moderating effects of gender through a moderated-mediation model.

The data are collected from 282 micro-entrepreneurs in Pakistan using a two-week time-lagged approach to test the hypothesized framework. The analysis was conducted using the PROCESS macro moderated-mediation method.

The results affirm that adopting e-paisa technology positively relates to perceived entrepreneurial success, ultimately increasing the entrepreneur's subjective well-being. Furthermore, in hypothesized moderated-mediation paths, the moderation effect of gender was stronger for women than men.

From the perspective of diversity, equality and inclusion, adopting a digital mobile payment system can be regarded as a catalyst for the inclusion of women entrepreneurs in marginalized communities, enabling them to continue their micro-businesses in times of global crises. Further, it is also suggested that public–private sector partnerships are essential for promoting a sustainable entrepreneurial ecosystem that subsequently leads to social and financial inclusion in marginalized communities.

The mediating role of perceived entrepreneurial success contributes to understanding the importance of psychological functioning among technology acceptance model (TAM) attributes and entrepreneurs' subjective well-being. In addition, theorizing gender differences in TAM and subjective well-being relationships revealed women's advantages, challenging the prevailing belief that women are less fortunate in entrepreneurial endeavors. This raises the need to reconsider and maybe change the perspective to consider women as a disadvantaged group in entrepreneurship.

This study aims to untangle how perceived barriers provoke entrepreneurial exit intentions during an entrepreneurial engagement. Drawing on the social cognitive theory (SCT), the study also theorizes the mediating role of self-efficacy and moderating effects of the nature of entrepreneurship activity (regular versus sustainable entrepreneurship) on the barriers–exit relationship.

The survey data were collected from 302 entrepreneurs in the UK in two waves using a time-lagged method and analyzed through the structural equation modeling technique

The results indicate that perceived barriers positively related to entrepreneurial exit intentions, whereas self-efficacy served as an effective intervening mechanism to untangle the barriers–exit relationship. In addition, consistent support was found for the moderating role of the nature of entrepreneurship activity for the hypothesized relationships.

The investigation unfolds that perceived barriers lead entrepreneurs to stimulate exit intentions. Therefore, it is recommended that all the stakeholders, including government, industries and academia, must collaborate and provide a favorable institutional environment where sustainable entrepreneurship can thrive and nourish.

Unlike studies that exhibited perceived barriers as an inhibitor to entrepreneurial intentions, the study theorizes the relevance of perceived barriers during entrepreneurial engagement and demonstrates how it determines entrepreneurial exit intentions. The study also comprehends the exiting knowledge by underpinning the SCT construct self-efficacy as an intervening factor in explaining the barriers–exit relationship.

Based on affective event theory (AET), this study aims to unpack the association between team relationship conflict and employees’ subjective career success by examining the mediating role of negative emotions and the moderating role of emotional intelligence.

Using Mplus 8.1, the study analyzes multi-level, multi-wave data collected from 288 employees in 51 teams across Pakistan.

The results indicate that team relationship conflict is negatively associated with employees’ subjective career success, both in terms of career satisfaction and job satisfaction. While employees’ negative emotions partially mediate this negative relationship, emotional intelligence moderates the association between team relationship conflict and negative emotions, such that individuals with higher emotional intelligence experience less negative emotions.

This study advances career research by demonstrating how and when team relationship conflict is related to employees’ subjective career success. It also extends current understanding of the mediating and moderating mechanisms behind the association between team relationship conflict and employees’ subjective career success.

Given the importance of employee psychological well-being to job performance, this study aims to investigate the mediating role of affective commitment between psychological well-being and job performance while considering the moderating role of job insecurity on psychological well-being and affective commitment relationship.

The data were gathered from employees working in cellular companies of Pakistan using paper-and-pencil surveys. A total of 280 responses were received. Hypotheses were tested using structural equation modeling technique and Hayes’s Model 1.

Findings suggest that affective commitment mediates the association between psychological well-being (hedonic and eudaimonic) and employee job performance. In addition, perceived job insecurity buffers the association of psychological well-being (hedonic and eudaimonic) and affective commitment.

The study results suggest that fostering employee psychological well-being may be advantageous for the organization. However, if interventions aimed at ensuring job security are not made, it may result in adverse employee work-related attitudes and behaviors.

The study extends the current literature on employee well-being in two ways. First, by examining psychological well-being in terms of hedonic and eudaimonic well-being with employee work-related attitude and behavior. Second, by highlighting the prominent role played by perceived job insecurity in explaining some of these relationships.

This paper aims to untangle the underlying mechanisms through which reputational signals promote stakeholders' intentions to donate in nonprofit organizations via stakeholder trust.

The authors apply a moderated mediation model using an experimental design with N = 248 business and public management students of France.

The results indicate that both a formal reputational signal (third-party certificate) and an informal reputational signal (self-proclaiming to be social entrepreneurial) affect stakeholder trust and intentions to donate. Stakeholder trust partially mediated the relationship between the formal signal and intentions to donate, and the mediation effect was stronger when an informal signal was present (vs. not present).

Trust is central to the exchange of nonprofit organizations and their external stakeholders. To enhance trust and supportive behavior toward nonprofit organizations, these organizations may consider using formal and informal reputational signaling within their marketing strategies.

This research highlights the pivotal role of formal and informal reputational signals for the enhancing stakeholders' trust and donation behavior in a nonprofit context.

This study investigates the relationship between emotional exhaustion and entrepreneurial exit, particularly how this relationship might be invigorated by two critical psychological factors, namely cognitive well-being (CWB) and affective well-being (AWB).

Binary logistic regression analysis was employed on a longitudinal data set of 997 self-employed individuals taken from the German Socio-Economic Panel (GSOEP) during years 2012-2013.

Greater level of emotional exhaustion increases the likelihood of entrepreneurial exit. However, individuals with higher levels of affective or/and cognitive well-being are less likely to engage in the actual entrepreneurial exit behaviors.

Entrepreneurial exit is one of the crucial managerial decisions made by entrepreneurs. The decision to quit is not only triggered by poor firm performance but also by various psychological factors. The authors found subjective well-being as an essential mechanism promoting entrepreneurs’ overall well-being, thus recommending that entrepreneurs psychologically distance themselves from work during off times.

First, the study discovered emotional exhaustion as a crucial psychological precursor of entrepreneurial exit by focusing on actual exit instances rather than intentions and strategies to exit. That contributes to understanding the psychological mechanism involved in resource gain and loss while making exit decisions. Second, affective and cognitive well-being are found to be two crucial enablers that work as a recovery process to deal with emotional exhaustion.

The purpose of this paper is to investigate how perceived attributes of the green market mediate the relationship between individuals' sustainability orientation and entrepreneurial intentions and to what extent field of study (business vs non-business) moderates this relationship.

The authors surveyed 314 students in French universities and used structural equation modeling (SEM) to examine the moderated mediation mechanism.

The results reveal that the adverse effects of the field of study on the relationship between sustainability orientation and entrepreneurial intentions through the mediating paths of green design and green supply chain. The authors found that these adverse effects were stronger for business students than for non-business students.

The authors recommend that government and academia collaborate to make crucial management decisions that encourage a sustainable entrepreneurship culture, such as revising the academic curriculum and supporting the inclusion of public–private sector initiatives.

This study contributes to and extends previous findings on the positive nexus between an individual's sustainability orientation and entrepreneurial intentions by theorizing the perceived attributes of the green market as a mediating process for translating sustainability beliefs into entrepreneurial intentions. Additionally, the adverse moderating effect of the field of study adds nuance to previous knowledge on the role of education in determining entrepreneurial intentions.

COVID-19 pandemic triggered unexpected crises, which were beyond the imaginations of a common man. It changed the order of routine life and the business world. In this challenging condition, the survival of the small business was at high risk. Following experiential learning theory, the purpose of this paper is to explore women's entrepreneurial learning obtained during the COVID-19 pandemic, the challenges experienced by them and strategies undertaken to transform businesses.

To explore Pakistani women entrepreneurs' lived experiences and learning during the COVID-19, researchers used a qualitative interview design. The interviewees reported their experiences about the effects of COVID-19 on their business and entrepreneurial learning from such a crisis.

The findings of the study indicate new fractions of knowledge from the novel learning of the female entrepreneurs throughout the experience of the COVID-19. The transformation from manual business dealings and financial transactions to virtual dealing and the online transaction was the addition of novel learning. Furthermore, the analysis provides insights into the challenges experienced by women entrepreneurs, strategies undertaken and lessons learned from COVID-19. The life lessons learned showed the importance of technical skills and their business operations during the crisis.

This study is very specific in its context and limitations of this study offers new avenue for research to extend study in different perspectives. First, interviews were conducted from women entrepreneurs running businesses in sub-urban cities of Pakistan, where study can be extended to include both male and female in a comparative study which can expose new dimensions. Second, this study is conducted in the sub-urban areas of the Sindh province of Pakistan, which can be extended to other areas of the country because Pakistan is multicultural and multilingual, which offer different gender specific factors for entrepreneurial activities in general terms but in case of the Covid-19 situation, there exists great variations and social stratifications. Third, this study can be extended to other developing or developed countries or comparative study can provide a new flavor of knowledge.

The study's finding offers few implications for the entrepreneurs, societies and government at large. Although the pandemic crisis has had devastating effects on health and lifestyle activities, there is always a ray of coming to innovative approaches to fulfill the entrepreneurial desires and serve the community. Thus, entrepreneurs are encouraged to contribute to the economy as a part of society through their sustainable products and services for the greater good. There is also a need for some social policies to find entrepreneurial ways to deal with the COVID-19 crisis that integrates value co-creation for society (Ratten, 2020b). Government and society should also intervene and play their role to encourage women entrepreneurs to feel a sense of empowerment, contribute to family income, alleviate poverty, create jobs and help in economic growth.

This study's unique contribution and origin are to explore the COVID-19-related entrepreneurial learning experiences of women entrepreneurs in a developing country (Pakistan). Moreover, this study theoretically contributes to the development of experiential learning theory by expanding its insights during COVID-19.

This research unpacks the relationship between employees' perceptions of organizational injustice and their counterproductive work behaviour, by detailing a mediating role of organizational identification and a moderating role of discretionary human resource (HR) practices.

The hypotheses were tested with a sample of employees in Pakistan, collected over three, time-lagged waves.

An important reason that beliefs about unfair organizational treatment lead to enhanced counterproductive work behaviour is that employees identify less strongly with their employing organization. This mediating role of organizational identification is less salient, however, to the extent that employees can draw from high-quality, discretionary HR practices that promote their professional development and growth.

For management practitioners, this study pinpoints a key mechanism – the extent to which employees personally identify with their employer – by which beliefs about organizational favouritism can escalate into purposeful efforts to inflict harm on the organization and its members. It also reveals how this risk can be subdued by discretionary practices that actively support employees' careers.

This study adds to previous research by detailing why and when employees' frustrations about favouritism-based organizational decision making may backfire and elicit deviant responses that likely compromise their own organizational standing.

Despite its devastating nature, the COVID-19 pandemic has also catalyzed a substantial surge in the adoption and integration of technological tools within economies, exerting a profound influence on the dissemination of information among participants in stock markets. Consequently, this present study delves into the ramifications of post-pandemic dynamics on stock market behavior. It also examines the relationship between investors' sentiments, underlying behavioral drivers and their collective impact on global stock markets.

Drawing upon data spanning from 2012 to 2023 and encompassing major world indices classified by Morgan Stanley Capital International’s (MSCI) market and regional taxonomy, this study employs a threshold regression model. This model effectively distinguishes the thresholds within these influential factors. To evaluate the statistical significance of variances across these thresholds, a Wald coefficient analysis was applied.

The empirical results highlighted the substantive role that investors' sentiments and behavioral determinants play in shaping the predictability of returns on a global scale. However, their influence on developed economies and the continents of America appears comparatively lower compared with the Asia–Pacific markets. Similarly, the regions characterized by a more pronounced influence of behavioral factors seem to reduce their reliance on these factors in the post-pandemic landscape and vice versa. Interestingly, the post COVID-19 technological advancements also appear to exert a lesser impact on developed nations.

This study pioneers the investigation of these contextual dissimilarities, thereby charting new avenues for subsequent research studies. These insights shed valuable light on the contextualized nexus between technology, societal dynamics, behavioral biases and their collective impact on stock markets. Furthermore, the study's revelations offer a unique vantage point for addressing market inefficiencies by pinpointing the pivotal factors driving such behavioral patterns.