Juan Antonio Moriano

A Cross-Cultural Approach to Understanding Entrepreneurial Intention

The current research aims to shed light on the role of culture in the formation of career intentions. It draws on the Theory of Planned Behavior (TPB; Ajzen), which has been widely employed to predict intentions, including entrepreneurial career intentions, but past research has almost exclusively been conducted in “Western” countries. The current research specifically explores the extent to which both the strength of relationships of TPB predictors with entrepreneurial career intentions and the TPB predictors themselves are invariant across cultures. The study compares six very different countries (Germany, India, Iran, Poland, Spain, and the Netherlands), drawing on an overall sample of 1,074 students and their assessments of entrepreneurial career intentions. Results support culture universal effects of attitudes and perceived behavioral control (self-efficacy) on entrepreneurial career intentions but cultural variation in the effects of subjective norm.

Theory of planned behavior and smoking: meta-analysis and SEM model

To examine if the theory of planned behavior (TPB) predicts smoking behavior, 35 data sets (N = 267,977) have been synthesized, containing 219 effect sizes between the model variables, using a meta-analytic structural equation modeling approach (MASEM). Consistent with the TPB’s predictions, 1) smoking behavior was related to smoking intentions (weighted mean r = 0.30), 2) intentions were based on attitudes (weighted mean r = 0.16), and subjective norms (weighted mean r = 0.20). Consistent with TPB’s hypotheses, perceived behavioral control was related to smoking intentions (weighted mean r = −0.24) and behaviors (weighted mean r = −0.20) and it contributes significantly to cigarette consumption. The strength of the associations, however, was influenced by the characteristics of the studies and participants.

Retirement and Wealth Relationships: Meta-analysis and SEM

Meta-analytic procedures were used to examine relationships between objective income (OI), perceived adequacy of income, and retirement and their consequences. The authors’ review of the literature generated 90 independent samples obtained from 71 primary studies with 115,129 participants, which provided 136 independent effect sizes (ESs). A high effect size (r = .37) was found for the subjective income–retirement planning relation and a medium ES (r = .29) for the OI–retirement planning relation. Regarding retirement consequences, both objective and subjective incomes were positively related to retirement adjustment indicators, with low ES for OI–life satisfaction, OI–retirement income satisfaction, and retirement satisfaction. Structural equation analysis using the pooled correlation matrix allowed testing a more complex model. Potential moderator variables were examined, and it was found that they explained only a small percentage of variability of primary studies. Results and theoretical and empirical implications are discussed.

Adaptación y validación en España de la escala de Autoeficacia Emprendedora

Resumen En este artículo se presenta la adaptación y validación de la escala de Autoeficacia Emprendedora en una muestra de más de mil estudiantes universitarios españoles. Esta escala fue desarrollada originalmente por De Noble, Jung y Ehrlich (1999) para evaluar las creencias del individuo sobre su propia capacidad para crear y gestionar una nueva empresa con éxito. La versión española de la escala está compuesta por las siguientes subescalas: 1) Desarrollar nuevos productos, 2) Gestionar los Recursos Humanos, 3) Iniciar relaciones con inversores, 4) Construir un entorno innovador, y 5) Trabajar bajo estrés. Los resultados muestran que la escala obtiene una alta fiabilidad y permite predecir significativamente la intención de los estudiantes de desarrollar su carrera profesional a través del autoempleo.

Stress and nurses' horizontal mobbing: Moderating effects of group identity and group support

Horizontal mobbing is a process of systematic and repeated aggression towards a worker by coworkers. Among others, stress has been pointed out as one of the antecedents that favors the onset of horizontal mobbing, whereas group support to the target could act as a buffer. Moreover, the social identity approach emphasizes that group identity is an antecedent of group support. This study explores the interaction of group support and group identity in the explanation of horizontal mobbing in a sample (N = 388) of registered nurses and licensed practical nurses employed at two large hospitals in Madrid and Navarre (Spain). The results show that stress is positively associated to horizontal mobbing, whereas group support and group identity were negative predictors of horizontal mobbing. Furthermore, the combination of low group identity and low group support precipitated HM among nurses.

Authentic leadership and employee knowledge sharing behavior

Purpose – The purpose of this paper is to explore the relations of authentic leadership (AL) with employee knowledge sharing behavior and intervening processes. Design/methodology/approach – A correlational study is presented with a sample of 562 workers belonging to diverse Spanish organizations. Findings – The results obtained by means of multiple regression analysis showed positive associations of AL on employees’ knowledge sharing behavior. Specifically, the effect on these employee behaviors was fully mediated by the group innovation climate, and partially by their identification with the workgroup. Research limitations/implications – Future works should study this association in depth and examine possible differential relationships of AL on diverse types employee knowledge, explicit, and implicit, proposed by Nonaka and Takeuchi (1995). Practical implications – The study indicates the type of leadership that should be developed in organizations, and the type of processes and environments to foster i...

Individualism and entrepreneurship: Does the pattern depend on the social context?:

This article argues that cultural and personal values are relevant in the formation of entrepreneurial intentions; as such, the interplay between both value-levels deserves attention. Individualist values such as achievement, pleasure, self-direction and an exciting and stimulating life are related to entrepreneurial intention and activity, at both the cultural and personal levels. From a sample of 2069 adults with a university degree, the results support a double-effect of culture on entrepreneurial intention: the personal values effect (a more individualist culture leads to more members exhibiting higher entrepreneurial intentions) and the outlier effect (those who are more individualist than average in their culture will exhibit a higher entrepreneurial intention). Within the two individualist dimensions considered (self-enhancement and openness to change), the relationship of self-enhancement to entrepreneurial intention is stronger than that of openness to change. The implications of these results are discussed and avenues for future research are proposed.

The effects of authentic leadership on turnover intention

Purpose – The purpose of this paper is to examine the relationship between employees’ perception of authentic leadership and their turnover intention as mediated by employees’ work-group identification (WID) and work engagement. Design/methodology/approach – Structural equation modeling was used to analyze the data from 623 Spanish employees. Findings – Results show that authentic leadership has a negative effect on turnover intention and positive effects on work engagement and WID. The direct relationship between authentic leadership and turnover intention was found to be partially mediated by employees’ work engagement. Practical implications – One of the strongest implications that may be drawn from this study is that authentic leaders can influence employees’ turnover intentions by positively enhancing their engagement. Thus, the study highlights authentic leadership as a key element for retaining valuable employees through the promotion of employees’ work engagement. Originality/value – To the author...

Bridge employment quality and its impact on retirement adjustment: A structural equation model with SHARE panel data

Bridge employment refers to the workforce participation pattern displayed by older workers between their partial retirement and their complete withdrawal from the workforce. Based on Shultz’s (2003) model of antecedents and consequences of bridge employment, this article proposes a set of hypotheses, using SHARE panel data (N = 634) from Wave 1 (2004) and Wave 2 (2006). These data are analyzed via structural equation modeling (SEM), testing both a direct effects model and a partial mediation model. Results show that bridge employment quality partially mediates the influences of T1 antecedents on T2 consequences. The implications of this study are discussed at both the theoretical and practical level.

Personal values and entrepreneurial intention: an empirical study

From a cognitive perspective, the study of the psychosocial characteristics of new entrepreneurs continues to attract more and more attention among researchers. Nevertheless, the identification of individual values and the effect they exert on the decision to become an entrepreneur is clearly an under-researched area of study. Social psychology has shown that values may cause behaviour by promoting positive attitudes and action-planning. This study examines the value-intention link in entrepreneurship on a sample of 1467 Spanish university students. Schwartz’s Portrait Value Questionnaire (PVQ) is used to measure values. Results confirm the positive effects of openness to change and self-enhancement values on the entrepreneurial intention.