Ceo Locus of Control and Small Firm Performance: an Integrative Framework and Empirical Test*

Boone, Christophe; Brabander, Bert De; Witteloostuijn, A. van

doi:10.1111/j.1467-6486.1996.tb00814.x

Cited by 166 publications

(114 citation statements)

References 116 publications

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“…Dans la documentation sur le management, on accorde un rôle important à l'entrepreneur dans l'explication des différences de croissance entre les entreprises (Finkelstein et Hambrick, 1990 ;Boone, de Brabander et Van Witteloostijn, 1996). Dans ce contexte, le capital humain de l'entrepreneur joue un rôle central.…”

Section: Aspects Théoriques De La Croissance Des Entreprisesunclassified

Les facteurs de succès des entreprises à croissance rapide en Allemagne

Woywode

Lessat²

2012

ipme

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Cette étude analyse les entreprises d’Allemagne de l’Ouest connaissant une croissance de l’emploi particulièrement importante. Nous désignons comme entreprises à croissance rapide celles qui appartiennent aux 10 % des entreprises ayant la plus forte croissance de l’emploi. Après une discussion théorique sur les déterminants de la croissance d’entreprise, nous développerons une série d’hypothèses dont nous vérifierons l’exactitude de façon empirique à l’aide de deux échantillons d’entreprises. Le premier échantillon comprend environ 11 000 entreprises de l’industrie de transformation (secteur secondaire), de l’industrie du bâtiment, du commerce et de l’industrie des services en général (secteur tertiaire). Les données dont nous disposons proviennent des informations de la plus grande agence allemande de renseignements sur les crédits, CREDITREFORM. Le deuxième échantillon comporte des informations sur environ 4000 entreprises ouest-allemandes de l’industrie de transformation et de l’industrie de services liés à la production. Pour cet échantillon, les informations proviennent d’un sondage écrit. Nos résultats peuvent être résumés ainsi : nous confirmons les résultats d’enquêtes précédentes, qui attestent qu’un petit groupe d’entreprises à croissance rapide apporte une contribution essentielle à la croissance de l’emploi. En moyenne, les petites et les jeunes entreprises appartiennent plus que les grandes entreprises ou celles plus anciennes aux groupes d’entreprises à croissance rapide. En outre, nous découvrons que le secteur d’activité et la forme juridique choisie par l’entreprise influent sur la probabilité pour l’entreprise de faire partie des entreprises à croissance rapide. Les stratégies des entreprises en matière de recherche et développement ou d’exportation, mais aussi les caractéristiques personnelles de l’entrepreneur telles que son âge et son diplôme sont des déterminants majeurs de la forte croissance d’une entreprise.This paper discusses the determinants of high-growth firms in Germany. High-growth firms are defined as the « top ten percent companies» with respect to employment growth and turnover growth. We review the relevant literature concerning firm growth, develop a number of hypotheses, and test these predictions by considering the growth rates of enterprises in two separate samples containing West German firms. The first sample contains approximately 11 000 companies from manufacturing, construction, trade, finance and services. This data set is based on firm level information of a credit rating agency. The firms were tracked over a six-year period. The second sample contains information on 4000 West German firms from manufac-turing and some business services. In this case, firm level information was gath-ered by interviewers and covers a four-year interval. Our results can be summarised as follows. We find that smaller firms have a higher likelihood of being among the « top ten percent companies». Furthermore, we find evidence that the industry affiliation and the legal form adopted by com...

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Section: Aspects Théoriques De La Croissance Des Entreprisesunclassified

Les facteurs de succès des entreprises à croissance rapide en Allemagne

Woywode

Lessat²

2012

ipme

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“…People with an external locus of control (externals, or external individuals) tend to feel like pawns in a complicated environment governed by forces outside their own control, whereas internals feel they are active masters of their own fates. Experimental and field studies have indeed shown, time and again, that internals are much more likely and more motivated than externals to use all their faculties to understand and influence their surroundings, as doing so heightens the probability of successfully regulating behavior (for a reviews, see Boone et al [1996] and Lefcourt [1982]). Not surprisingly, research has demonstrated that internals generally perform better than externals not only in experimental tasks, but also in many achievement-related domains, such as career track and education (Andrisani & Nestel, 1976;Lefcourt, 1982;O'Brian, 1984).…”

Section: The Impact Of Mean Team Internalitymentioning

confidence: 99%

“…Furthermore, control perceptions appear to be very salient in explaining effective management. Specifically, research into the relationship between CEO locus of control and organizational performance consistently shows that firms led by CEOs who are internals perform better than firms headed by those who are externals, both in the short and the long run (Boone, De Brabander & Hellemans, 2000;Boone, De Brabander, & Van Witteloostuijn, 1996;Miller & Toulouse, 1986). In the present study, we hypothesize on the effects of both the mean and dispersion of this characteristic in teams on information acquisition behavior, which we consider to be a mediating variable in explaining team performance differences.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Team Locus-of-Control Composition, Leadership Structure, Information Acquisition, and Financial Performance: A Business Simulation Study

Boone

Olffen

Witteloostuijn

2005

AMJ

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“…However, other scholars argue that different, more specific personality constructs are useful as well, or even more useful, for work-related research because hypotheses with respect to work-related outcomes can be specified in greater detail when using specific personality constructs (Robertson, 1994). A number of specific personality constructs have gained substantial credibility in the area of work-related studies, prominent examples being 'locus of control' (Boone, De Brabander, & Van Witteloostuijn, 1996), 'type A behavior' (Tett et al, 1991), 'sensation seeking' (Van den Berg, 1992), and 'self-monitoring' (Kilduff & Krackhardt, 1994). These constructs are often mentioned in handbooks and textbooks of organizational behavior (e.g., Robbins, 1996), having a solid research history.…”

Section: Personality Measurementmentioning

confidence: 99%