Adding fuel to the fire

Abstract

Purpose – The purpose of this paper is to examine how diversity in need for achievement (nfA) a well-established entrepreneurial personality trait impacts team performance (effectiveness and efficiency) in Austria. In addition, it investigates the interaction effects of Team Mean nfA and relationship conflicts on the nfA diversity-performance relationship. Design/methodology/approach – Data originated from 44 entrepreneurial teams based in nine business incubators in Austria. Partial least squares structural equation modelling was used to estimate the model. Findings – Results indicate that, in general, nfA diversity has a negative impact on entrepreneurial team effectiveness and efficiency. However, acknowledging the importance of nfA for being entrepreneurial, diversity in nfA could improve team effectiveness when the prevailing team nfA (mean) is low. The dysfunctional role of relationship conflicts for entrepreneurial team performance is confirmed; nonetheless, similarity in nfA could help teams to cope more successfully with these potentially negative consequences. Originality/value – The paper puts forth one of the first empirical investigations of nfA and performance at a team level in an entrepreneurial field setting. Moreover, a contextually specific contribution of examining nfA diversity, team nfA (mean), relationship conflicts and team performance also augments team deep-level diversity and conflict literature. Finally, this study highlights that entrepreneurial teams could effectively leverage their human capital by realizing that some types of deep-level homogeneity (nfA) might prove helpful in neutralizing the damaging effects of relationship conflicts.

Exploring the development of entrepreneurial identity in a learning-by-doing entrepreneurial project environment

“…Jones et al (2019) also state that examining how contextual/environment factors affect the construction of entrepreneurial identity enables us to develop a more comprehensive understanding of the “identity-context nexus.” Therefore, considering the social and interactive nature of constructing entrepreneurial identity, we believe that interpersonal conflicts will be a suitable field for observing and developing entrepreneurial identity. As pointed out in previous research, managing conflicts constructively in entrepreneurial teams can strengthen team members' commitment to confront challenges and threatening situations in order to achieve entrepreneurship-related purposes, which may facilitate job-related learning and encourage innovation and eventually contribute to the team members' entrepreneurial persistence (Khan et al , 2015). However, related research on this topic is relatively limited.…”

Women entrepreneurship development and sustainable rural livelihoods in Zimbabwe

“…Therefore, aspiring entrepreneurs must first intend to become self-employed. Upcoming entrepreneurs need to have risk-taking propensity, which indicates abilities to cope with difficulties and successfully adapt to uncertain and unpredicted circumstances (Yurtkoru, Acar, & Teraman, 2014;Ali & Abou, 2020;Ndofirepi, 2020); need for achievement, which take into account desires to occupy social positions that will fulfill self-identity expectations (Eisenberger, Jones, Stinglhamber, Shanock, & Randall, 2005;Khan, Breitenecker, & Schwarz, 2015;, locus of control, which is derived from internal beliefs in life mastery, from powerful others who influence individual decisions and choices, or from other independent external factors such as chance and destiny (Zollo, Laudano, Ciappei, & Zampi, 2017;Laudano et al, 2019); and the need for independence, which indicates personal responsibility for making decisions and acquiring self-esteem (Ciappei, Laudano, Zollo, & Rialti, 2016;Nyagadza, Kadembo, & Makasi, 2020). Considering the PSYC essential to entrepreneurial attitudes, the researchers hypothesize that.…”

Empowering Others in Salesteam Knowledge Conversion: A Strategi to Boost Selling Performance

“…Empowering others on knowledge conversion is defined as the spirit of salesmen in a sales team to do the best in the process of knowledge conversion and improve it continuously while asking and helping colleagues to be willing and able to convert knowledge (McClelland, 1987;Khan, Breitenecker and Schwarz, 2015;Yu et al, 2013, Nonaka, 1994 and Islamic values. Empowering others on knowledge conversion has 4 dimensions, namely: First, Voluntary Asking and Helping on Knowledge Socialization (VAHonKS) is defined as the spirit of salesmen to disseminate the best knowledge and continue to improve it while asking and helping colleagues in conducting knowledge dissemination related to sales knowledge as measured by 4 indicators.…”