Jessica L. Hurst

An Examination of How Entrepreneurs in Hong Kong Perceive Personal Success Through Business Activities

Hong Kong is seen as a world leader in building and developing its economy and entrepreneurs have a unique status in Hong Kong. These entrepreneurs constitute a majority of businesses and employ a significant part of the population and thus are vital for the economy of Hong Kong. This research evaluates the various components of the perception of success of these entrepreneurs and to draw conclusions that will benefit the educators, the legislators as well as the new entrants wishing to become entrepreneurs. It has been found that the main source of entrepreneurial success in Hong Kong is of very complex origin. While the normal rules of sound business principles, as found in the Western business world, are a necessity, a large part of the success is attributed to exceptional leadership qualities. Leadership in the East has connotations of deep respect for all sections of the society and based on Confucian principles of kindness and contributions quite different from that of the West. The Hong Kong entrepreneur seems to succeed when they are able to blend the best qualities of the East and the West.

Tourism shopping in rural markets: a case study in rural Iowa

Purpose – This study aims to focus on the unique challenges of retail service delivery in rural tourism markets. This paper specifically seeks to address: factors attracting individuals to a rural tourism community; factors motivating resident and tourist customers to engage in tourism shopping; satisfaction of resident and tourist customers with local retailers; and strategies to assist retailers in successful service delivery.Design/methodology/approach – Using Dillmans survey techniques, data were collected from two different groups: resident customers and tourist customers in a rural Iowa tourism community. Given the studys exploratory focus, a case study methodology was selected.Findings – Shopping experiences were much less satisfying for resident customers than for tourist customers in this study. Tourism retailers may not be effectively differentiating their customer service and providing adequate attention during the shopping experience, particularly to resident customers.Research limitations/i...

Conversion intentions of interns: what are the motivating factors?

Purpose – The purpose of this study is to investigate interns’ supervisory support expectations, psychological contract obligations, job satisfaction, perception of advancement opportunities and affective organisational commitment in an attempt to gain a better understanding of how these variables influence interns’ conversion intentions.Design/methodology/approach – This study focuses on college juniors and seniors who were enrolled in retail/service programs at one of three major US universities, and successfully completed a retail/service internship. An online survey was used to assess the influence of interns’ psychological contract expectations regarding employer obligations, supervisory support expectations, job satisfaction, perception of advancement opportunities, and affective organisational commitment on interns’ conversion intentions (intent to accept an offer for full‐time employment).Findings – Findings indicate that employers can establish a foundation for intern retention by fulfilling obli...

Will They Stay or Will They Go? Community Features Important in Migration Decisions of Recent University Graduates

Rural regions of the United States have experienced detrimental out-migration, or brain drain, of college-educated individuals. The present study used survey data, gathered with an interactive website tool containing a comprehensive collection of economic and lifestyle features, to determine those most important in migration decisions for public university graduating seniors from the rural state of Iowa. Economic features (overall cost of living and a strong local economy) were ranked as the top features, followed by lifestyle features including two surprising features (access to basic consumer goods and access to health facilities). The impact of individual differences on the likelihood of moving and the selection of desired community features was also examined and proved to be statistically significant. For instance, in comparison with female graduates, male graduates selected educational level of residents and higher percentage of nonmarried residents features more frequently. Implications for policy development and marketing and economic development strategies are discussed.

Passive Leadership Is Unlikely Among Hospitality Managers With High-Level Youth Sports Participation

Undergraduate hospitality students enter the workforce expected to embody proactive leadership styles needed to manage high turnover or advanced technology systems. This study examined the impact of low and high youth sports participation on effective leadership styles. The Multifactor Leadership Questionnaire (MLQ) 5X short-form instrument was utilized to examine leadership styles among a group of undergraduate students consisting of a random sample of 170 students from 2 midwestern institutions. A chi-square test found a significant difference between low and high youth sports participation in regard to effective leadership styles. A logistic regression analysis determined that undergraduate hospitality students with high youth sport experiences were less likely to exhibit passive leadership.

Conversion Intentions of Fashion Marketing Interns: The Impact of Work-related Attitudes and Behaviors**

Abstract Fashion marketing/retailing is a major employment sector and driver of economic activity on a global level. Michael Porter’s (1985) popular value chain perspective demonstrates the importance of marketing and retail sales among a set of primary value creating activities for firms of all types. The value chain perspective also illuminates the importance of human resources as a support activity necessary to create value and assure the success of the firm. This research addresses the potential value for fashion marketing/retailing firms that may be achieved through employee development practices such as offering pre-professional internships. We focus on college students’ perceptions of fashion marketing/retail-related internships d the factors that cause interns to accept a job offer upon internship completion. This study specifically examines relationships between internship experiential components of psychological contracts, supervisory support, affective organizational commitment and job satisfaction. Unlike other industry sectors, retailing is not limited to a specific region and thus provides job opportunities for fashion and retail degree graduates on a nearly global scale. (“Future Employment in Retail…” 2009) In fashion maketing/retailing, there continues to be a high level of job attractiveness on the part of students, yet an observed disconnect exists between student career goals, expectations, and resulting job satisfaction. In reality, there is a much larger scope of opportunity in fashion related retail than just positions on the sales floor. Students must therefore obtain exposure through their courses and other types of learning, such as internships and practicum experiences, to realize the diversity of job opportunities in fashion marketing/retailing including sales, buying, logistics, product development, merchandising, finance, human resources, and more (“Get Tailor–Made Training….” 2006). Additionally, many positions in fashion retailing are increasingly becoming cross-functional, suggesting that students need to have a complete understanding of the contemporary marketplace and be exposed to a variety of job settings and experiences (“Retail Rewards” 2006). This research is framed by psychological contract theory (Rousseau 2000) and organizational commitment theory (Van Maanen 1975). Psychological contract theory combines employer-based beliefs (i.e. employer obligations) with individual-based beliefs (i.e. employee obligations) regarding the nature of an agreement and the relationship between that individual and his/her employer. Combining perceptions of employer-based obligations with employee obligations allows for an ideal assessment of specific idiosyncratic information that is meaningful and unique to each individual, as well as the firm (Robinson, Kraatz and Rousseau 1994). Organizational socialization theory explains how newcomers learn the culture and values of new job settings (Van Maanen 1975). The theory also explicates how newcomers must develop the necessary work skills and adjust to the work environment (Feldman 1976). An on-line, self-administered, survey questionnaire was used to collect data in this study. The final sample consisted of 229 college students who completed a fashion merchandising, fashion marketing, fashion design, or retail-related internship. Following verification of the reliability of the measurement items, path analysis was conducted. A proposed path model of internship conversion was estimated using AMOS 5.0 statistical software. A modified final model showed that six paths were statistically significant and had positive path coefficients, as hypothesized. Hypothesis H1a stated that interns’ supervisory support will have a positive effect on psychological contract expectations of employer obligations. Path analysis results of the final model revealed full support for this hypothesized relationship. Positive and significant results were also found for hypotheses H2a and H2b, indicating that when interns feel that their internship employer fulfills the expected obligations they are more satisfied with their job and will remain with their internship company because they want to stay. Hypothesis 3a proposed that interns’ job satisfaction would have a positive effect on affective organizational commitment. This hypothesis was supported suggesting that interns’ satisfaction with the job/work itself significantly contributes to their strong sense of attachment with the organization because their internship has proven to be a satisfying experience. Positive and significant results were also found for hypothesis H3b, indicating that job satisfaction can directly influence interns’ intent to accept an offer for full-time employment upon graduation. Finally, in hypothesis H4, positive and significant results were found, implying that interns’ desire to remain with the company because they feel a sense of attachment and belonging to the organization (affective organizational commitment) plays a significant role in their decision to ultimately accept a job offer from their internship company upon graduation. Findings of the current study are particularly relevant to fashion marketing companies as they develop and structure internship programs in an attempt to increase the number of interns who accept an offer. For fashion marketing firms, since our results indicate that affective organizational commitment and job satisfaction are direct predictors of conversion intentions, some strategies that could provide augmentation of internship conversion and maximize the possibility of a successful internship program include: 1) Treat interns as a part of the organizational team and invite them to staff meetings, 2) Involve interns in project planning and ask for their ideas or suggestions, 3) Hold interns accountable for projects and deadlines, 4) Assign projects that are challenging, yet accomplishable, 5) Assign a supervisor or mentor to each intern to provide the necessary guidance, training, and feedback, and 6) Establish a process for permanent hire considerations and share that information with interns.