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PurposeThis study aims to use the Timmons model to identify the pattern of entrepreneurial activity at micro‐level in China.Design/methodology/approachThe paper employs a self‐administered questionnaire survey approach, involving a sample of MBA students and general public in China.FindingsThe analysis suggests that personality characteristics, cultural environment and economic environment are external factors influencing new venture creation.Practical implicationsThe findings of this study suggest that supportive cultural environment and economic environment is more important for MBA entrepreneurs than for general public to encourage the former to start new businesses as they bear higher entrepreneurial opportunity cost.Originality/valueThe paper extends the macro approach of the GEM China Report to examine entrepreneurial activity in China at micro‐level.

Purpose This study aims to examine how the perceived importance of work values differs among the three generations (Cultural Revolution, Social Reform and Millennial) in the Chinese workforce. Design/methodology/approach Grounded in work values and generation theories, hypotheses were tested by empirical data collected from 464 Chinese employees from companies located in the Yangtze River Delta of China. A one-way multivariate analysis of covariance and a series of one-way analysis of covariance and t-tests were conducted to compare the three generations with respect to work values. Findings The results revealed significant generational differences existing in China with respect to extrinsic–intrinsic work values measured by the work-need typology (Huseman and Hatfield, 1990). After controlling for demographic variables, Millennial employees were found to show the highest preference for both extrinsic and intrinsic work values, followed by the Social Reform generation, whereas the Cultural Revolution generation scored lowest. Additionally, important similarities across the three generations were also found. Research limitations/implications These findings highlight the complex nature of generational phenomena and suggest the need to further develop a deep appreciation and understanding of the underlying reasons for those generational differences and similarities. Originality/value Drawing from generation and work values theory, the authors developed a theoretical framework that allows us to directly compare the three generations in the Chinese workforce with respect to the magnitude of importance each generation attaches to various work priorities. The present study represents an important initial step in throwing more light on the mechanisms underlying the observed generational differences and similarities in work values.

Does being a born-global make a startup more or less likely to quit before launch, and how do innovativeness and information diversity affect the decision to start or stop a born-global venture? Born-globals, new ventures that are global from the start, simultaneously create new businesses and enter new markets, whereas firms that do not choose to start as born-globals face only the challenges of creating a new business. We examine how new ventures, both born-globals and non-born-globals, address these challenges in the earliest stages, when the idea of the company is still being formed. We predict that information diversity (i.e., using many sources of information) and pursuing an innovative venture make a born-global strategy more likely, and that being bornglobal reduces the likelihood of early failure in an emerging economy. Further, we propose that information diversity and innovativeness moderate the relationship between born-globals and new venture disengagement. Using data from 321 Chinese nascent startups, we find general support for these hypotheses.