PurposeThis paper aims to describe and empirically test a comprehensive model on the entrepreneurial intentions of the university students in which some individual and environmental factors were included. Also, the strengths of individual and environmental factors’ influence are compared.Design/methodology/approachA questionnaire survey was completed by a random sample (n=356) of business administration, health sciences and law faculty students across two Turkish universities. Results were based on correlation and regression analysis.FindingsResults indicate that as individual factors locus of control and entrepreneurial self‐efficacy (ESE) and as environmental ones social network and access to capital have significant impacts on entrepreneurial intentions of students. However, the results showed that the university environment does not have any significant impact.Research limitations/implicationsSelf‐report bias and cross‐sectional data are possible limitations. Longitudinal studies in the future may have different results.Originality/valueThe paper demonstrates that ESE is the most important factor on the entrepreneurial intention and besides social network contributes as the second factor. Also it puts personality as the dominant factor of entrepreneurial intention of students. However, paper introduces that the university environment does not have any significant impact on the entrepreneurial intentions. This result adds to the academic literature on entrepreneurial intention and offers several implications especially for university directors about entrepreneurship education.

This study incorporates three primary perspectives used in international comparisons of entrepreneurial intentions—culture, economic conditions and education—in a study of attitudes toward entrepreneurship. Using samples drawn from two countries with distinctly different cultures, economies and education—Turkey and the United States—we develop and test hypotheses regarding the impact of these factors on entrepreneurial intentions and on perceptions of motives and barriers regarding entrepreneurship. For motive and barriers, we discuss and distinguish between intrinsic and extrinsic factors. We observe a number of significant differences between the two sample groups and significant relationships between explanatory factors, intentions and motives and barriers. We discuss the implications of the study for entrepreneurship education and for future research.

This study examined the impact of job satisfaction and organizational commitment on teachers' organizational citizenship behavior (OCB) in a structural equation model. The study was employed to a group of teachers and their supervisors. The results indicated that job satisfaction and commitment to the school had an impact on OCBs of the teachers and organizational commitment mediated the relation between job satisfaction and OCB.

Researches have mainly been focused on Organizational Citizenship Behavior (OCB) positive effects to organizations. On the other hand, Compulsory Citizenship Behavior (CCB) is a rather new subject in both national and international literature. Transformation of organizational citizenship behaviors, which are expected to have positive effects on the organizational success into CCB due to various administrative and social pressures, brings about numerous negative consequences for employees and the organization. But the quantity of studies conducted on this subject is very limited for the time being. In this framework, the main aim of this study is to contribute to literature by analyzing the dynamics of CCB in a different culture and different line of business.In this study, relations between CCB and some positive and negative organizational attitudes and behaviors are examined. 635 people working in various accommodation businesses have participated in this research. Findings have shown that CCB is positively correlated with negative organizational consequences; and negatively correlated with positive organizational attitudes and behaviors. According to this, manager/supervisor related CCBs increase employees' intentions to quit work, their level of burnout, job stress, social loafing behaviors, and conflict with their colleagues; and decrease their innovative behaviors, identification with the organization, and individual oriented OCBs.JEL Classifications: D20, D23, M12

Purpose The purpose of this paper is to examine the relationship between perceived overqualification and job crafting, which has the ability to drive satisfaction, loyalty and performance; drawing on the broaden-and-build theory, the study tests the positive psychological capital (PsyCap) moderation role in this relationship. Design/methodology/approach Data were obtained from 320 white-collar employees in Northern Cyprus. Data on perceived overqualification and positive PsyCap were gathered in the first survey, and job crafting was measured as a follow up. Data were analyzed using structural equation modeling and hierarchical regression. Findings Perceived overqualification has a significantly negative effect on all dimensions of job crafting. However, considering PsyCap as a moderator, the study demonstrates that the negative impact of perceived overqualification on job crafting lessens when positive PsyCap is high rather than low. Research limitations/implications Self-reported surveys are used and results were collected from only Northern Cyprus. Practical implications The study has important practical implications for managing and reaping benefits from employees who perceive themselves as overqualified. Specifically, organizations need to implement efficient activities that increase positive PsyCap among these employees (e.g. inspirational videos and other learning), which can thereby boost their job-crafting behavior and result in better organizational performance. Originality/value This research is the first to investigate positive PsyCap among employees who feel overqualified. The findings further point to what can be done to encourage job-crafting behavior by using positive PsyCap to increase passion and motivation among overqualified employees.