Satisfaction with a dynamic outcome is positively related to its value, the change in the value, and the rate of change. Proposed in this article is another outcome-satisfaction relation: Satisfaction is positively related to the change in the rate, or quasi-acceleration (QA). We tested this proposition (a) in a direct comparison paradigm where Ss compared pairs of hypothetical academic or investment values of different QAs unfolding graphically on the computer (Experiment 1) and (b) in a between subject paradigm where Ss in different QA conditions indicated moment-to-moment feelings about a hypothetical investment value changing numerically on the computer (Experiment 2). In support of the QA relation, Ss in both experiments indicated greater satisfaction the more positive the QA. Limitations of the present research and implications for a relative and temporal perspective on outcome-satisfaction relations are discussed.
{"title":"The Quasi-Acceleration Relation: Satisfaction as a Function of the Change of Velocity of Outcome Over Time","authors":"Christopher K. Hsee, P. Salovey, R. Abelson","doi":"10.1006/jesp.1994.1005","DOIUrl":"https://doi.org/10.1006/jesp.1994.1005","url":null,"abstract":"Satisfaction with a dynamic outcome is positively related to its value, the change in the value, and the rate of change. Proposed in this article is another outcome-satisfaction relation: Satisfaction is positively related to the change in the rate, or quasi-acceleration (QA). We tested this proposition (a) in a direct comparison paradigm where Ss compared pairs of hypothetical academic or investment values of different QAs unfolding graphically on the computer (Experiment 1) and (b) in a between subject paradigm where Ss in different QA conditions indicated moment-to-moment feelings about a hypothetical investment value changing numerically on the computer (Experiment 2). In support of the QA relation, Ss in both experiments indicated greater satisfaction the more positive the QA. Limitations of the present research and implications for a relative and temporal perspective on outcome-satisfaction relations are discussed.","PeriodicalId":268317,"journal":{"name":"ERPN: Individuals (Topic)","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"118490504","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Despite its success in bringing agency back into organizational studies, some argue that institutional entrepreneurship leaves unresolved the paradox of embedded agency, which asks how actors are able to change the very institutions which have conditioned them. I propose dissolution of this paradox by focusing on the overlooked role of seeing. From this perspective institutional conditions are both constitutive of and constituted by an actor's perceptions. Once the individual is seen as a socius, an ego-alter dialectic, understanding the development of the self becomes central to explaining why some actors see one combination of interests-opportunities-resources while others do not, even when embedded in the same institutional matrix. The paper introduces organization scholars to Loevinger's (1976) ego development, a theory and measure of the developmental sequences of the self, and one of the most extensively validated and widely used constructs in the field of psychology. Using ego development I show that actors vary systematically in their ability to perceive conditions which enable institutional change.
{"title":"Explaining Institutional Perception: The Role of Ego Development in Institutional Entrepreneurship","authors":"Joel Gehman","doi":"10.2139/ssrn.1331733","DOIUrl":"https://doi.org/10.2139/ssrn.1331733","url":null,"abstract":"Despite its success in bringing agency back into organizational studies, some argue that institutional entrepreneurship leaves unresolved the paradox of embedded agency, which asks how actors are able to change the very institutions which have conditioned them. I propose dissolution of this paradox by focusing on the overlooked role of seeing. From this perspective institutional conditions are both constitutive of and constituted by an actor's perceptions. Once the individual is seen as a socius, an ego-alter dialectic, understanding the development of the self becomes central to explaining why some actors see one combination of interests-opportunities-resources while others do not, even when embedded in the same institutional matrix. The paper introduces organization scholars to Loevinger's (1976) ego development, a theory and measure of the developmental sequences of the self, and one of the most extensively validated and widely used constructs in the field of psychology. Using ego development I show that actors vary systematically in their ability to perceive conditions which enable institutional change.","PeriodicalId":268317,"journal":{"name":"ERPN: Individuals (Topic)","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2008-04-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132848822","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
A simple occupational choice model is used to predict that entrepreneurs who found new firms are more likely to work for small than for large firms prior to start-up. The mechanism underlying the result is heterogeneous risk aversion. The model also predicts a positive association between new firm formation and previous self-employment experience. These predictions accord with previous empirical findings, but notably self-selection rather than productivity effects can explain them.
{"title":"A Selection-Based Theory of the Transition from Employment to Entrepreneurship: The Role of Employer Size","authors":"S. Parker","doi":"10.2139/ssrn.898566","DOIUrl":"https://doi.org/10.2139/ssrn.898566","url":null,"abstract":"A simple occupational choice model is used to predict that entrepreneurs who found new firms are more likely to work for small than for large firms prior to start-up. The mechanism underlying the result is heterogeneous risk aversion. The model also predicts a positive association between new firm formation and previous self-employment experience. These predictions accord with previous empirical findings, but notably self-selection rather than productivity effects can explain them.","PeriodicalId":268317,"journal":{"name":"ERPN: Individuals (Topic)","volume":"52 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2006-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116037704","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Joseph Schumpeter argued in Capitalism, Socialism and Democracy that the rise of large firms%u2019 investments in in-house R&D spelled the doom of the entrepreneurial innovator. We explore this idea by analyzing the career patterns of successive cohorts of highly productive inventors from the late nineteenth and early twentieth centuries. We find that over time highly productive inventors were increasingly likely to form long-term attachments with firms. In the Northeast, these attachments seem to have taken the form of employment positions within large firms, but in the Midwest inventors were more likely to become principals in firms bearing their names. Entrepreneurship, therefore, was by no means dead, but the increasing capital requirements%u2014both financial and human%u2014for effective invention and the need for inventors to establish a reputation before they could attract support made it more difficult for creative people to pursue careers as inventors. The relative numbers of highly productive inventors in the population correspondingly decreased, as did rates of patenting per capita.
约瑟夫·熊彼特(Joseph Schumpeter)在《资本主义、社会主义与民主》(Capitalism, Socialism and Democracy)一书中指出，大公司内部研发投资的增加预示着创业创新者的末日。我们通过分析19世纪末和20世纪初连续一批高产发明家的职业模式来探索这一观点。我们发现，随着时间的推移，高生产率的发明家越来越有可能与企业形成长期的依附关系。在美国东北部，这种依附关系似乎以在大公司担任职位的形式出现，但在中西部，发明家更有可能成为以自己名字命名的公司的负责人。因此，创业精神并没有消亡，但是对有效发明的资金和人力需求的不断增加，以及发明家在获得支持之前建立声誉的需要，使得有创造力的人追求发明家的职业生涯变得更加困难。人口中高产发明家的相对数量相应减少，人均专利率也相应下降。
{"title":"The Decline of the Independent Inventor: A Schumpterian Story?","authors":"N. Lamoreaux, Kenneth L. Sokoloff","doi":"10.3386/W11654","DOIUrl":"https://doi.org/10.3386/W11654","url":null,"abstract":"Joseph Schumpeter argued in Capitalism, Socialism and Democracy that the rise of large firms%u2019 investments in in-house R&D spelled the doom of the entrepreneurial innovator. We explore this idea by analyzing the career patterns of successive cohorts of highly productive inventors from the late nineteenth and early twentieth centuries. We find that over time highly productive inventors were increasingly likely to form long-term attachments with firms. In the Northeast, these attachments seem to have taken the form of employment positions within large firms, but in the Midwest inventors were more likely to become principals in firms bearing their names. Entrepreneurship, therefore, was by no means dead, but the increasing capital requirements%u2014both financial and human%u2014for effective invention and the need for inventors to establish a reputation before they could attract support made it more difficult for creative people to pursue careers as inventors. The relative numbers of highly productive inventors in the population correspondingly decreased, as did rates of patenting per capita.","PeriodicalId":268317,"journal":{"name":"ERPN: Individuals (Topic)","volume":"58 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2005-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114395524","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We consider the problem of motivating privately informed managers to engage in entrepreneurial activity to improve the quality of the firm's investment opportunities. The firm's investment and compensation policy must balance the manager's incentives to provide entrepreneurial effort and to report her private information truthfully. The optimal policy is to underinvest (compared to first-best) and provide weak incentive pay in low-quality projects and overinvest (compared to first-best) and provide strong incentive pay in high-quality projects. We also show that, unlike the standard agency model, uncertainty and incentives can be positively related.
{"title":"Motivating Entrepreneurial Activity in a Firm","authors":"Antonio E. Bernardo, H. Cai, Jiang Luo","doi":"10.2139/ssrn.909120","DOIUrl":"https://doi.org/10.2139/ssrn.909120","url":null,"abstract":"We consider the problem of motivating privately informed managers to engage in entrepreneurial activity to improve the quality of the firm's investment opportunities. The firm's investment and compensation policy must balance the manager's incentives to provide entrepreneurial effort and to report her private information truthfully. The optimal policy is to underinvest (compared to first-best) and provide weak incentive pay in low-quality projects and overinvest (compared to first-best) and provide strong incentive pay in high-quality projects. We also show that, unlike the standard agency model, uncertainty and incentives can be positively related.","PeriodicalId":268317,"journal":{"name":"ERPN: Individuals (Topic)","volume":"54 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2005-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131933780","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This exploratory study on one social entrepreneur challenges existing knowledge on the intention formation process of entrepreneurship. Drawing from social and cognitive psychology, we adapt an intention-based model from entrepreneurship and translate it to social entrepreneurship. Building on our findings, we argue that social entrepreneurs - like traditional entrepreneurs - experience perceptions of feasibility and desirability, and a propensity to act. However, complementing research on traditional entrepreneurs, we suggest that, in a preceding stage, social entrepreneurs develop social sentiments. Furthermore, we identify willpower, support, and the construction of opportunity as important antecedents of perceptions of feasibility and desirability, and propensity to act.
{"title":"How Intentions to Create a Social Venture are Formed: A Case Study","authors":"J. Mair, Ernesto Noboa","doi":"10.2139/ssrn.875589","DOIUrl":"https://doi.org/10.2139/ssrn.875589","url":null,"abstract":"This exploratory study on one social entrepreneur challenges existing knowledge on the intention formation process of entrepreneurship. Drawing from social and cognitive psychology, we adapt an intention-based model from entrepreneurship and translate it to social entrepreneurship. Building on our findings, we argue that social entrepreneurs - like traditional entrepreneurs - experience perceptions of feasibility and desirability, and a propensity to act. However, complementing research on traditional entrepreneurs, we suggest that, in a preceding stage, social entrepreneurs develop social sentiments. Furthermore, we identify willpower, support, and the construction of opportunity as important antecedents of perceptions of feasibility and desirability, and propensity to act.","PeriodicalId":268317,"journal":{"name":"ERPN: Individuals (Topic)","volume":"2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2005-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132628027","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Do entrepreneurs earn supernormal returns, or does competitive pressure ensure that entrepreneurs receive the same utility level as workers? If those who run their own businesses get supernormal returns (or 'rents') they should be happier than those who work as employees. The paper tests this hypothesis. It uses survey data from Britain and the USA to show that, in comparison with those in regular forms of employment, the self-employed report significantly higher levels of utility as proxied by overall satisfaction data.
{"title":"Entrepreneurship, Happiness and Supernormal Returns: Evidence from Britain and the Us","authors":"David G. Blanchflower, A. Oswald","doi":"10.3386/W4228","DOIUrl":"https://doi.org/10.3386/W4228","url":null,"abstract":"Do entrepreneurs earn supernormal returns, or does competitive pressure ensure that entrepreneurs receive the same utility level as workers? If those who run their own businesses get supernormal returns (or 'rents') they should be happier than those who work as employees. The paper tests this hypothesis. It uses survey data from Britain and the USA to show that, in comparison with those in regular forms of employment, the self-employed report significantly higher levels of utility as proxied by overall satisfaction data.","PeriodicalId":268317,"journal":{"name":"ERPN: Individuals (Topic)","volume":"115 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1992-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124160037","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Entrepreneurs cognitive biases have emerged as one of the central themes in understanding the performance of entrepreneurial firms. Research has shown that entrepreneurs overconfidence and optimism bias help firm creation, but also contribute to firm failure. Prior studies using cognitive biases to explain entrepreneurial outcomes are lacking. First, they usually focus on a single cognitive bias. Second, as yet no studies have identified a cognitive bias that, unlike overconfidence and optimism, acts positively both on firm creation and survival. In research on failure avoidance in high consequence industries, distrust is emerging as an important cognitive bias explaining non-failure in non-routine situations, but entrepreneurship research has paid little attention to distrust in entrepreneurs. Third, research on cognitive biases is generally affected by survival bias: most studies have focused on cognitive biases among surviving firms alone, but we still know little about diverse multilevel impacts on both survivors and non-survivors. To address this gap, we built a multilevel model explaining the interplay of cognitive biases, the different cognitive make-ups of entrepreneurs, and their influence on organization and survival. Our results show that overconfidence is the chief negative influence on survival. Optimism bias and distrust are conflicting cognitive biases influencing overconfidence, but showing a directly opposite influence on firm survival respectively. Further, entrepreneurs cognitive types show diverse influence on organization such as the propensity to delegate and financial orientation, but congruent positive influence on opportunity orientation. The study concludes by suggesting that entrepreneurs should balance their organizations, for instance through hiring policies, to prevent extreme overconfidence, optimism or distrust becoming a predominant organizational culture.
{"title":"Cognitive Biases, Organization, and Entrepreneurial Firm Survival","authors":"Sveinn Vidar Gudmundsson, C. Lechner","doi":"10.2139/ssrn.2186062","DOIUrl":"https://doi.org/10.2139/ssrn.2186062","url":null,"abstract":"Entrepreneur\u0002s cognitive biases have emerged as one of the central themes in understanding the performance of entrepreneurial firms. Research has shown that entrepreneur\u0002s overconfidence and optimism bias help firm creation, but also contribute to firm failure. Prior studies using cognitive biases to explain entrepreneurial outcomes are lacking. First, they usually focus on a single cognitive bias. Second, as yet no studies have identified a cognitive bias that, unlike overconfidence and optimism, acts positively both on firm creation and survival. In research on failure avoidance in high consequence industries, distrust is emerging as an important cognitive bias explaining non-failure in non-routine situations, but entrepreneurship research has paid little attention to distrust in entrepreneurs. Third, research on cognitive biases is generally affected by survival bias: most studies have focused on cognitive biases among surviving firms alone, but we still know little about diverse multilevel impacts on both survivors and non-survivors. To address this gap, we built a multilevel model explaining the interplay of cognitive biases, the different cognitive make-ups of entrepreneurs, and their influence on organization and survival. Our results show that overconfidence is the chief negative influence on survival. Optimism bias and distrust are conflicting cognitive biases influencing overconfidence, but showing a directly opposite influence on firm survival respectively. Further, entrepreneur\u0002s cognitive types show diverse influence on organization such as the propensity to delegate and financial orientation, but congruent positive influence on opportunity orientation. The study concludes by suggesting that entrepreneurs should balance their organizations, for instance through hiring policies, to prevent extreme overconfidence, optimism or distrust becoming a predominant organizational culture.","PeriodicalId":268317,"journal":{"name":"ERPN: Individuals (Topic)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130187969","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：