Annemarie M. F. Hiemstra

Entrepreneurship in the Street Food Sector of Vietnam—Assessment of Psychological Success and Failure Factors

We tested the hypothesis that process characteristics of action strategies were related to entrepreneurial success in microbusinesses in the urban informal sector of Vietnam. The process characteristics were divided into four strategies: critical point planning, complete planning, opportunistic, and reactive. Success was defined as a combination of economic and subjective measures. A survey was done in Hue and Hanoi (Vietnam) among 102 street food vendors. With 62 vendors of this sample, we held in‐depth interviews, which were used to test our hypotheses. The results showed that seventy percent of the business owners did not plan much. Opportunistic and planning strategies were most highly related to success, and a reactive strategy was related to failure. The latter replicates other studies in other developing countries.

A masked negative self-esteem? Implicit and explicit self-esteem in patients with Narcissistic Personality Disorder

The mask model of narcissism states that the narcissistic traits of patients with NPD are the result of a compensatory reaction to underlying ego fragility. This model assumes that high explicit self-esteem masks low implicit self-esteem. However, research on narcissism has predominantly focused on non-clinical participants and data derived from patients diagnosed with Narcissistic Personality Disorder (NPD) remain scarce. Therefore, the goal of the present study was to test the mask model hypothesis of narcissism among patients with NPD. Male patients with NPD were compared to patients with other PDs and healthy participants on implicit and explicit self-esteem. NPD patients did not differ in levels of explicit and implicit self-esteem compared to both the psychiatric and the healthy control group. Overall, the current study found no evidence in support of the mask model of narcissism among a clinical group. This implicates that it might not be relevant for clinicians to focus treatment of NPD on an underlying negative self-esteem.

Psychological predictors of cultural diversity support at work

Objectives: As diversity management activities become more prominent worldwide it is important to understand psychological reactions to them to ensure success, but empirical evidence is lacking. This study investigated employees’ and managers’ intentions and behavior to promote cultural diversity at work in a variety of organizations in the Netherlands, using Ajzen’s theory of planned behavior. Method: Predictors of intentions to promote cultural diversity at work (N = 670) and actual behavior after 6 months were assessed among managers and employees using self-reports in a 2-wave survey design. Participants’ average age at Time 1 was 38.26 years (SD = 11.86), 56% was female, and there were 78.1% Dutch ethnic majority and 21.9% ethnic minority participants. Results: Attitude to cultural diversity promotion at work and perceived behavioral control (PBC) related positively to both individuals’ intentions to promote cultural diversity at work, which in turn predicted behavior. The strongest driver, however, was attitude. Managers’ reported PBC and behavior were higher compared to employees. Conclusions: This study supported the applicability of the theory of planned behavior to predict intentions and behavior to promote cultural diversity at work. With an increasingly diverse workforce, this study aimed to advance our understanding of drivers of individual reactions and behavior to support cultural diversity at work.