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Entrepreneurial teams are dynamic entities that frequently experience the exit of individual team members. Such entrepreneurial team member exits (ETMEs) entail serious consequences for the exiting individual, the remaining team, and the performance of the affected venture. While ETMEs are receiving increasing scholarly attention, the research landscape is still considerably fragmented. This is the first article to take stock, analyze, and discuss this crucial and emerging field of research by providing a systematic review of the literature on ETMEs. We identify central themes comprising of antecedents, routes, consequences, and the contextual embeddedness of ETMEs and integrate them into a comprehensive processual framework. Based on this framework, we contribute to the research on ETMEs by discussing the themes in the light of promising theoretical perspectives, introducing novel ideas, concepts, and approaches to enrich future avenues. Specifically, we propose to expand the concept of team heterogeneity to advance our understanding of antecedents as well as to investigate power relations and negotiation behavior within ETME routes. In addition, we offer ways to resolve the sometimes inconsistent findings in terms of venture consequences and present a fertile approach for a more in-depth cultural contextualization of the phenomenon.

Change in new ventures is a vibrant research topic. Scholars can draw on a number of theories that emerged as a result of decades of research in organizational and social sciences focused on large and established firms. A review on organizational change theories that address young firms is still missing. We aim to contribute to the academic debate by (1) providing a systematic analysis and classification of theoretical conceptions on organizational change in terms of main assumptions, nature and reason of change, and by (2) discussing their applicability in the context of young firms. This article may aid researchers to select appropriate theoretical conceptions to study change in young firms.

This paper empirically investigates the extent to which institutional and individual factors predict the level of intention relating to self-employment. Arriving at a better understanding of intentions will assist to provide answers as to why ratios of self-employment are as they are and how public and economic policy may respond to an often perceived requirement to increase the level of self-employment. Using the dataset of 2017 Amway Global Entrepreneurship Research (AGER) for Austria, the United Kingdom, Italy, the United States, and Brazil this study finds that all variables predicting the intention to enter self-employment are significant at varying degree. The research explores the interplay between age, risk, gender, and education, on the one hand, and unemployment (OECD Labour Force Statistics) and political constitution as measured by the EFW index, on the other hand. Distinguishing between “no intention”, an “indifferent intention,” and a “strong intention” towards self-employment, the findings show that all variables can predict a willingness for self-employment in different, but significant, ways to comparable measures (an indifferent intention relative to no intention, and a strong intention to no intention). The paper concludes with an outlook to some more general perspectives of institutional economics and needs for further research.