Robert Strohmeyer

Corruption and Entrepreneurship: How Formal and Informal Institutions Shape Small Firm Behavior in Transition and Mature Market Economies

This article explores the determinants of corruption in transition economies of the post–Soviet Union, Central–Eastern Europe, and Western industrialized states. We look in–depth at the East–West gap in corruption, and why entrepreneurs and small business owners become engaged in corrupt deals. Part of the answers lie in the country–specific formal and informal institutional make–up. The likelihood of engaging in corruption is influenced by the lower efficiency of financial and legal institutions and the lack of their enforcements. Also, viewing illegal business activities as a widespread business practice provides the rationale for entrepreneurs to justify their own corrupt activities. Moreover, closed social networks with family, friends, and national bureaucrats reduce the opportunism of the contracting party of the corrupt deal, thus providing breeding grounds for corruption.

Bridging the Gender Gap in Employment Growth On the Role of Innovativeness and Occupational Segregation

Analysing 1,055 female- and 2,207 male-owned businesses in Germany, the authors found that the former underperformed compared with the latter in terms of employment growth and firm innovativeness. Controlling for endogeneity, ie feedback effects between employment growth and innovation, it was demonstrated that the lower employment growth in women-owned businesses was mainly due to womens lower commitment to product and process innovations, a phenomenon that is referred to in this study as the ‘female–male innovation gap’. The female–male innovation gap apparently goes back to occupational sex segregation, with women populating occupations and choosing fields of study or apprenticeship training that are less technical or technology-oriented and thus less likely to provide them with important resources (eg technical know-how) and favourable conditions needed for the development and implementation of product and process innovations.

Employment Growth and Firm Innovativeness — An Empirical Investigation of Women- and Men-Owned Small Ventures in Germany

Analyzing 1055 female- and 2207 male-owned businesses in Germany, we find that the former underperform the latter in terms of employment growth and firm innovativeness. Controlling for endogeneity, i.e. feedback effects between employment growth and innovation, we show that the lower employment growth in womenowned businesses is mainly due to women’s lower commitment to product and process innovations, a phenomenon which is referred to as “female-male innovation gap” in this study. The female-male innovation gap goes apparently back to occupational sex segregation, with women occupying occupations and choosing fields of study or apprenticeship training which are less technical or technology-oriented and thus less likely to provide them with important resources (e.g. technical know-how) and favorable conditions needed for the development and implementation of product and process innovations.

Selbstständige Frauen in Deutschland: Umfang, Entwicklung und Profil

Frauen mag vielleicht die Halfte des Himmels gehoren, doch in vielen wichtigen Bereichen des gesellschaftlichen und wirtschaftlichen Lebens sind Frauen noch immer stark unterreprasentiert. Dazu gehort, dass Frauen weit weniger haufig als Manner ein Unternehmen grMunden und fMuhren. Der geringe Anteil von Frauen an den beruflich Selbststandigen ist ein international beobachtbares Phanomen (Lohmann 2001, OECD 1998) und kommt — wie im folgenden noch aufgezeigt wird — auch in Deutschland klar zur Geltung. Doch trotz der Geschlechterdisparitaten hat sich die Grundungs- und Selbststandigenforschung lange Zeit in vergleichsweise bescheidenem Umfang dem Thema „Frauen“ angenommen.

Small Training Firms: A Breeding Ground for Self-Employment?

Abstract: This study looks at the factors that can encourage the decision to take up self-employment and concentrates on the question of what role vocational training and the characteristics of the training firm play. The bivariate and multivariate statistical analyses are based on broad, representative cross-sectional surveys of economically active persons (BIBB/IAB samples). The respondents were asked retrospectively about segments of their work history. A central finding of our study is the influence of training firm size-even when controlling for additional factors. Those who completed their training in a small firm are more likely to choose self-employment than those trained in large firms. Among other things, we attribute this to some peculiarities of small firms and the knowledge they impart. We provide indirect evidence that the link between the size of training firm and choosing self-employment is mediated by different career prospects and costs of mobility associated with training in firms of different size. Skills gained in a small training firm are much more applicable to self-employment.