PURPOSE: As the issue of the motivations of crowdinvestors is still heavily debated, empirical research has come to focus on specific industries and the heterogeneity of motivations within specific crowdfunding models. This study combines these two perspectives and considers the research question of the heterogeneous motivations of football club crowdinvestors. The aim of the study is to segment the football club crowdinvestors according to investment motivations. METHODOLOGY: In this study, the survey research method was used for a sample (n = 793) of crowdinvestors from the Wisla Krakow football club, and a two-step motivation-based segmentation approach was applied. The convenient sampling method was used as the club distributed the surveys electronically among all its crowdinvestors in July 2021. A cluster analysis, including Ward’s method with Euclidian distance and the non-parametric k-means method, was applied to segment the market. Differences between segments were assessed with chi-square tests for qualitative variables and Kruskal-Wallis H tests with Dunn’s post hoc tests for quantitative variables. A discriminant analysis successfully validated the segmenting procedure. FINDINGS: The crowdinvestors of football clubs were divided into three market segments: benefit-oriented (50.7%), club-oriented (45.3%), and goal-oriented (4.0%). This clustering solution was influenced by all of the previously identified motivations: fan identification, supporting a campaign’s cause, status of football club owner, rewards, and return on investment. The segments were also differentiated according to consumption-related behaviors (media consumption, word-of-mouth marketing, merchandise purchases, match attendance, and social media engagement) and socio-demographic profiles (age, marital status, income, and place of residence). With the exception of the goal-oriented niche, crowdinvestors of football clubs are fans who are highly identified with the club and focused on supporting the cause of the campaign. However, some of them (“benefit-oriented”) are more sensitive than others to the return on investment, rewards, and status that comes along with club ownership (“club-oriented”). Benefit-oriented crowdinvestors consume the club’s products to the greatest extent, while goal-oriented crowdinvestors are on the opposite side of the spectrum. IMPLICATIONS: Based on self-determination theory, no cluster with a predominance of extrinsic motivations was found. These results are in opposition to most crowdfunding studies, but are in line with sport management literature. Importantly, evidence was found showing that groups that are homogenous in terms of crowdinvestment activity can still be heterogeneous in terms of crowdinvestment motivations. This insight shows that crowdinvestment motivations should be considered in more detail than they have been in the past. The assumptions of the multi-needs-meeting phenomenon of crowdinvesting in football clubs were also
{"title":"Heterogeneity of motivations among crowdinvestors: Evidence from the football industry","authors":"S. Kościółek","doi":"10.7341/20221845","DOIUrl":"https://doi.org/10.7341/20221845","url":null,"abstract":"PURPOSE: As the issue of the motivations of crowdinvestors is still heavily debated, empirical research has come to focus on specific industries and the heterogeneity of motivations within specific crowdfunding models. This study combines these two perspectives and considers the research question of the heterogeneous motivations of football club crowdinvestors. The aim of the study is to segment the football club crowdinvestors according to investment motivations. METHODOLOGY: In this study, the survey research method was used for a sample (n = 793) of crowdinvestors from the Wisla Krakow football club, and a two-step motivation-based segmentation approach was applied. The convenient sampling method was used as the club distributed the surveys electronically among all its crowdinvestors in July 2021. A cluster analysis, including Ward’s method with Euclidian distance and the non-parametric k-means method, was applied to segment the market. Differences between segments were assessed with chi-square tests for qualitative variables and Kruskal-Wallis H tests with Dunn’s post hoc tests for quantitative variables. A discriminant analysis successfully validated the segmenting procedure. FINDINGS: The crowdinvestors of football clubs were divided into three market segments: benefit-oriented (50.7%), club-oriented (45.3%), and goal-oriented (4.0%). This clustering solution was influenced by all of the previously identified motivations: fan identification, supporting a campaign’s cause, status of football club owner, rewards, and return on investment. The segments were also differentiated according to consumption-related behaviors (media consumption, word-of-mouth marketing, merchandise purchases, match attendance, and social media engagement) and socio-demographic profiles (age, marital status, income, and place of residence). With the exception of the goal-oriented niche, crowdinvestors of football clubs are fans who are highly identified with the club and focused on supporting the cause of the campaign. However, some of them (“benefit-oriented”) are more sensitive than others to the return on investment, rewards, and status that comes along with club ownership (“club-oriented”). Benefit-oriented crowdinvestors consume the club’s products to the greatest extent, while goal-oriented crowdinvestors are on the opposite side of the spectrum. IMPLICATIONS: Based on self-determination theory, no cluster with a predominance of extrinsic motivations was found. These results are in opposition to most crowdfunding studies, but are in line with sport management literature. Importantly, evidence was found showing that groups that are homogenous in terms of crowdinvestment activity can still be heterogeneous in terms of crowdinvestment motivations. This insight shows that crowdinvestment motivations should be considered in more detail than they have been in the past. The assumptions of the multi-needs-meeting phenomenon of crowdinvesting in football clubs were also ","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75743383","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}
PURPOSE: While there is abundant literature on the key determinants of reward-based crowdfunding success, little research is dedicated to crowdfunding projects that are not only successful but receive significantly more funds than initially targeted through the defined funding goal. This study seeks to shed light on this vastly neglected topic in crowdfunding research. METHODOLOGY: Drawing on a rich dataset of 338 rewardbased crowdfunding projects, this study applied a two-step statistical analysis. First, regression analyses to determine relevant crowdfunding success factors were conducted in order to corroborate extant literature and to highlight that the data properly reflects the already identified key findings on crowdfunding success. In a second step, the very same factors were investigated for the case of overfunded projects, utilizing logistic regression analyses and a Blinder-Oaxaca Decomposition. FINDINGS: Although this study confirmed the findings of previous research considering the factors that increase the success probability of crowdfunding projects, the very same factors turned out to not explain the emergence of project overfunding. For instance, while project founders can provide updates, a higher number of different rewards, or utilize social media pages to increase the likelihood for success, these factors do not contribute to explain the phenomenon of project overfunding. IMPLICATIONS: The results of this study emphasize that in order to understand overfunding of crowdfunding projects, future research must go beyond the basic crowdfunding success factors. Building on the notion of the Two-Factor Theory, the findings suggest that the factors contributing to success can be considered hygiene factors that are required to succeed in the first place. However, these factors do not motivate the crowd to provide further funding to an already successful project. Hence the motivating factors remain yet unobserved in extant literature. In practice, this means that project teams achieving their funding goal cannot rely on the same factors that were helpful to succeed to encourage further funding from the crowd. The differentiation of hygiene and motivating factors for overfunding in reward-based crowdfunding offers rich opportunities for future research. More subjective factors, such as the individual perception of crowd members towards crowdfunding projects, are suggested to play an important role for the occurrence of project overfunding. ORIGINALITY/VALUE: By investigating project overfunding, this study addresses the research gap concerning the factors contributing to the emergence of project overfunding. There is little evidence on the characteristics of overfunded crowdfunding projects, and thus this study provides essential theoretical and empirical groundwork for future research to build upon this study’s results.
{"title":"The impact of common success factors on overfunding in reward-based crowdfunding: An explorative study and avenues for future research","authors":"Felix Pinkow","doi":"10.7341/20221815","DOIUrl":"https://doi.org/10.7341/20221815","url":null,"abstract":"PURPOSE: While there is abundant literature on the key determinants of reward-based crowdfunding success, little research is dedicated to crowdfunding projects that are not only successful but receive significantly more funds than initially targeted through the defined funding goal. This study seeks to shed light on this vastly neglected topic in crowdfunding research. METHODOLOGY: Drawing on a rich dataset of 338 rewardbased crowdfunding projects, this study applied a two-step statistical analysis. First, regression analyses to determine relevant crowdfunding success factors were conducted in order to corroborate extant literature and to highlight that the data properly reflects the already identified key findings on crowdfunding success. In a second step, the very same factors were investigated for the case of overfunded projects, utilizing logistic regression analyses and a Blinder-Oaxaca Decomposition. FINDINGS: Although this study confirmed the findings of previous research considering the factors that increase the success probability of crowdfunding projects, the very same factors turned out to not explain the emergence of project overfunding. For instance, while project founders can provide updates, a higher number of different rewards, or utilize social media pages to increase the likelihood for success, these factors do not contribute to explain the phenomenon of project overfunding. IMPLICATIONS: The results of this study emphasize that in order to understand overfunding of crowdfunding projects, future research must go beyond the basic crowdfunding success factors. Building on the notion of the Two-Factor Theory, the findings suggest that the factors contributing to success can be considered hygiene factors that are required to succeed in the first place. However, these factors do not motivate the crowd to provide further funding to an already successful project. Hence the motivating factors remain yet unobserved in extant literature. In practice, this means that project teams achieving their funding goal cannot rely on the same factors that were helpful to succeed to encourage further funding from the crowd. The differentiation of hygiene and motivating factors for overfunding in reward-based crowdfunding offers rich opportunities for future research. More subjective factors, such as the individual perception of crowd members towards crowdfunding projects, are suggested to play an important role for the occurrence of project overfunding. ORIGINALITY/VALUE: By investigating project overfunding, this study addresses the research gap concerning the factors contributing to the emergence of project overfunding. There is little evidence on the characteristics of overfunded crowdfunding projects, and thus this study provides essential theoretical and empirical groundwork for future research to build upon this study’s results.","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81099317","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}
Kamran Phulpoto, N. H. Phulpoto, M. Brohi, Saifullah Memon
It is the need of every organization to maximize its profits by working with efficient and effective organizational tools and to make the best use of organizational resources. For a business to gain profit it is essential for managers and decision-makers to keep the pace of generating profits always at a certain mark. This study aims to identify potential managerial problems for businesses operating in Pakistan, specifically related to employee-supervisor relationships. The study is a novel attempt in this field as it intends to uncover the employee silence aspects in the event of abusive supervision and finds its impact on overall organizational performance. The research was carried out with a sample of 110 responses collected from public and private organizations in Pakistan. This research has identified that with the increase in abusive leadership, there will be a decrease in organizational productivity and employees’ silence will also significantly increase. Meanwhile, employee silence has a comparatively larger effect i.e., 12% on the productivity of an organization, than the direct effect of abusive supervision on productivity. The study findings accentuate that the organizational leadership team should work on maintaining fair treatment of every employee and decrease the extent of abusive supervising behaviour at work in order to maximize profits and let employees use their potential creativity to give the best output that organizations really expect them to provide.
{"title":"Abusive Supervision and its influence on Employee Silence and Organizational Productivity: Evidence from Pakistan","authors":"Kamran Phulpoto, N. H. Phulpoto, M. Brohi, Saifullah Memon","doi":"10.52633/jemi.v3i2.90","DOIUrl":"https://doi.org/10.52633/jemi.v3i2.90","url":null,"abstract":"It is the need of every organization to maximize its profits by working with efficient and effective organizational tools and to make the best use of organizational resources. For a business to gain profit it is essential for managers and decision-makers to keep the pace of generating profits always at a certain mark. This study aims to identify potential managerial problems for businesses operating in Pakistan, specifically related to employee-supervisor relationships. The study is a novel attempt in this field as it intends to uncover the employee silence aspects in the event of abusive supervision and finds its impact on overall organizational performance. The research was carried out with a sample of 110 responses collected from public and private organizations in Pakistan. This research has identified that with the increase in abusive leadership, there will be a decrease in organizational productivity and employees’ silence will also significantly increase. Meanwhile, employee silence has a comparatively larger effect i.e., 12% on the productivity of an organization, than the direct effect of abusive supervision on productivity. The study findings accentuate that the organizational leadership team should work on maintaining fair treatment of every employee and decrease the extent of abusive supervising behaviour at work in order to maximize profits and let employees use their potential creativity to give the best output that organizations really expect them to provide.","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2021-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79620568","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}
S. Abro, N. H. Phulpoto, Saifullah Memon, M. Brohi
The main purpose of this study was to analyze the relationship between the Big Five Personality Model and Cyberloafing. Results have demonstrated that the elements of the five-factor personality model are positively related to cyberloafing, and some factors are inversely related to cyberloafing. The five major elements of the five-factor personality model are Agreeableness, Openness to Experience, Neuroticism, Consciousness and Extraversion. Two of the five factors, i.e., Agreeableness and Consciousness, are inversely related to cyberloafing whereas Extraversion, Openness to Experience, and Neuroticism are linked positively. Furthermore, results suggest that Agreeableness and consciousness do not have a significant impact on cyberloafing. An individual with these traits is found to be more of a workaholic, because of their belief in commitment and work. This study findings have some valid implications for organizational managers to gain insight into employees’ personalities and their cyberloafing behaviour.
{"title":"Influence of Personality Traits on Cyberloafing in the Service Sector of Pakistan","authors":"S. Abro, N. H. Phulpoto, Saifullah Memon, M. Brohi","doi":"10.52633/jemi.v3i2.88","DOIUrl":"https://doi.org/10.52633/jemi.v3i2.88","url":null,"abstract":"The main purpose of this study was to analyze the relationship between the Big Five Personality Model and Cyberloafing. Results have demonstrated that the elements of the five-factor personality model are positively related to cyberloafing, and some factors are inversely related to cyberloafing. The five major elements of the five-factor personality model are Agreeableness, Openness to Experience, Neuroticism, Consciousness and Extraversion. Two of the five factors, i.e., Agreeableness and Consciousness, are inversely related to cyberloafing whereas Extraversion, Openness to Experience, and Neuroticism are linked positively. Furthermore, results suggest that Agreeableness and consciousness do not have a significant impact on cyberloafing. An individual with these traits is found to be more of a workaholic, because of their belief in commitment and work. This study findings have some valid implications for organizational managers to gain insight into employees’ personalities and their cyberloafing behaviour.","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2021-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87532877","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}
The study aims to identify how workplace stress and employee behaviour impair the work-life balance of faculty members of Higher Education Institutes in Karachi, Pakistan. This study has included a quantitative survey research design. The study collected 386 sample responses from faculty members using the purposive sampling technique. The PLS-SEM analysis was used for data analysis through SmartPLS version 3.2.9. The results have shown that employee behaviour has a positive and significant effect on ER, IR, and WLB; workplace stress has a positive and significant effect on anxiety; workplace stress has a positive and significant effect on time stress, and workplace stress has a negative and significant effect on work-life balance. Furthermore, the study recommends using person-centered stress management techniques for possible work-life stress and employee well-being. Offering relaxation/care exercise classes, enabling wellness, and supplying facilities, such as gymnasiums, encouraging safe living, healthy eating options, and providing guidance are just a few examples. This study is significant for employee’s well-being because the findings will allow them to understand and negotiate their roles throughout the family and work-life. By understanding the importance of WLB, employees would be able to introspect themselves to cope with their job and relationship management. Similarly, management can identify career stages and help employees with the development tasks they experience at each stage. Lastly, the study implications accentuate that by formulating appropriate strategies, management can help employees and retain them as essential organizational assets.
{"title":"Role of Employee Behaviour and Job Stress on Work-Life Balance: A Case of HEIs of Pakistan","authors":"Sofia Bano Shaikh, Abuzar Wajidi","doi":"10.52633/jemi.v3i2.83","DOIUrl":"https://doi.org/10.52633/jemi.v3i2.83","url":null,"abstract":"The study aims to identify how workplace stress and employee behaviour impair the work-life balance of faculty members of Higher Education Institutes in Karachi, Pakistan. This study has included a quantitative survey research design. The study collected 386 sample responses from faculty members using the purposive sampling technique. The PLS-SEM analysis was used for data analysis through SmartPLS version 3.2.9. The results have shown that employee behaviour has a positive and significant effect on ER, IR, and WLB; workplace stress has a positive and significant effect on anxiety; workplace stress has a positive and significant effect on time stress, and workplace stress has a negative and significant effect on work-life balance. Furthermore, the study recommends using person-centered stress management techniques for possible work-life stress and employee well-being. Offering relaxation/care exercise classes, enabling wellness, and supplying facilities, such as gymnasiums, encouraging safe living, healthy eating options, and providing guidance are just a few examples. This study is significant for employee’s well-being because the findings will allow them to understand and negotiate their roles throughout the family and work-life. By understanding the importance of WLB, employees would be able to introspect themselves to cope with their job and relationship management. Similarly, management can identify career stages and help employees with the development tasks they experience at each stage. Lastly, the study implications accentuate that by formulating appropriate strategies, management can help employees and retain them as essential organizational assets.","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2021-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73955424","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}
The role of leadership is crucial to measure and enhance employees' performance, and job satisfaction. Employee performance is directly proportional to the supervisor's behavior and their affiliations with the employees but the type of leadership style needs to be specifically evaluated aligning with the nature of employees. The purpose of applying leadership style is to extract realistic behavior of employees and their expected behavior concerning supervisors’ behavior. Meanwhile, COVID-19 has left an immense psychological impact on employees which directly affects their attitudes, behavior and makes them more apprehensive towards tasks that cause more job efforts and build additional trust. The concept of conducting this research is based upon the sampling approach restricted to the private sector. The sample size for the study consisted of 243 responses collected through a convenient sampling technique. To analyze the data regression was applied using the SEM-PLS method. The empirical findings underscored that transactional leadership style enhances employees’ motivation and it has more influence on employee performance as compared to transformational leadership because transactional leaders motivate followers to perform at higher levels, to exert greater effort, and to show more work commitment.
{"title":"Transformational or Transactional: Leadership Style Preferences During Covid-19 Outbreak","authors":"N. Rathi, K. Soomro, Fraz Ur Rehman","doi":"10.52633/jemi.v3i2.87","DOIUrl":"https://doi.org/10.52633/jemi.v3i2.87","url":null,"abstract":"The role of leadership is crucial to measure and enhance employees' performance, and job satisfaction. Employee performance is directly proportional to the supervisor's behavior and their affiliations with the employees but the type of leadership style needs to be specifically evaluated aligning with the nature of employees. The purpose of applying leadership style is to extract realistic behavior of employees and their expected behavior concerning supervisors’ behavior. Meanwhile, COVID-19 has left an immense psychological impact on employees which directly affects their attitudes, behavior and makes them more apprehensive towards tasks that cause more job efforts and build additional trust. The concept of conducting this research is based upon the sampling approach restricted to the private sector. The sample size for the study consisted of 243 responses collected through a convenient sampling technique. To analyze the data regression was applied using the SEM-PLS method. The empirical findings underscored that transactional leadership style enhances employees’ motivation and it has more influence on employee performance as compared to transformational leadership because transactional leaders motivate followers to perform at higher levels, to exert greater effort, and to show more work commitment.","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2021-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85939071","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}
Narcissistic leaders supersede others opinions while dealing with different projects is an area of concern because they create the risk of various projects' success. However, risk management technology can balance this leadership to mitigate the project failure risk. Therefore, this study aims to examine the impact of narcissistic leadership on project success with the moderating role of risk management technology. A self-administrated questionnaire measured the narcissistic leadership constructs with two dimensions (i) admiration, (ii) rivalry as antecedents, risk management technology as moderating construct, and project success with five dimensions (i) cost (ii) schedule (iii) quality (iv) performance and (v) operating environment as an outcome from 242 IT professionals working in IT firms. Using structural equation modelling, the results reveal that narcissistic admiration has a negative significance, but the narcissistic rivalry has no significant impact on project success. Therefore it suggests that narcissistic admiration associated with positive attributes such as high esteem, envy, forgiveness, etc., with an overall motivation to focus on achievements may benefit in success of the project. The results further reveal that risk management technology has no moderating role between narcissistic admiration and rivalry with project success, which suggests risk management technology is not enough to reduce the narcissism leadership to contribute to project success. Further, the results do show the positive impact of risk management technology on project success. The study is helpful for organizational development (OD) professionals, project leaders, and IT firms. The study also provides a new avenue of investigation for academic researchers to tighten up the gap in narcissistic leadership.
{"title":"Narcissistic Leadership and Project Success in IT Industry: Moderating the role of Risk Management Technology","authors":"Tahreem Ali, Waqar Akbar, Juliyana Usman Wachani","doi":"10.52633/jemi.v3i2.82","DOIUrl":"https://doi.org/10.52633/jemi.v3i2.82","url":null,"abstract":"Narcissistic leaders supersede others opinions while dealing with different projects is an area of concern because they create the risk of various projects' success. However, risk management technology can balance this leadership to mitigate the project failure risk. Therefore, this study aims to examine the impact of narcissistic leadership on project success with the moderating role of risk management technology. A self-administrated questionnaire measured the narcissistic leadership constructs with two dimensions (i) admiration, (ii) rivalry as antecedents, risk management technology as moderating construct, and project success with five dimensions (i) cost (ii) schedule (iii) quality (iv) performance and (v) operating environment as an outcome from 242 IT professionals working in IT firms. Using structural equation modelling, the results reveal that narcissistic admiration has a negative significance, but the narcissistic rivalry has no significant impact on project success. Therefore it suggests that narcissistic admiration associated with positive attributes such as high esteem, envy, forgiveness, etc., with an overall motivation to focus on achievements may benefit in success of the project. The results further reveal that risk management technology has no moderating role between narcissistic admiration and rivalry with project success, which suggests risk management technology is not enough to reduce the narcissism leadership to contribute to project success. Further, the results do show the positive impact of risk management technology on project success. The study is helpful for organizational development (OD) professionals, project leaders, and IT firms. The study also provides a new avenue of investigation for academic researchers to tighten up the gap in narcissistic leadership.","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2021-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80135251","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}
The Learning Management System (LMS) has attained great significance in the innovative teaching-learning process at the university level during pandemics. The 21st century saw innovation in technology use and incorporation of LMS in the teaching-learning process. The major objective of the present study was to determine the teacher-learner perception towards the adaptation of the Learning Management System and to examine the adoption baseline for LMS by incorporating critical external factors in the technology acceptance model. A mixed-method research approach was used. Data was collected from 400 learners and 20 teachers. It was found that teacher’s perception of LMS is affected by a number of factors related to social influence, perceived ease of use and usefulness. In addition, factors such as actual use of the system and content qualities are also important to whether teachers embrace a system or not. The study provides some useful insights on LMS adoption and highlights how innovative tools can transform the conventional learning landscape.
{"title":"Learning Management System: An Innovation in Teaching Learning Process at University Level","authors":"Asif Nadeem, Nosheen Malik, Shaista Noreen","doi":"10.52633/jemi.v3i2.106","DOIUrl":"https://doi.org/10.52633/jemi.v3i2.106","url":null,"abstract":"The Learning Management System (LMS) has attained great significance in the innovative teaching-learning process at the university level during pandemics. The 21st century saw innovation in technology use and incorporation of LMS in the teaching-learning process. The major objective of the present study was to determine the teacher-learner perception towards the adaptation of the Learning Management System and to examine the adoption baseline for LMS by incorporating critical external factors in the technology acceptance model. A mixed-method research approach was used. Data was collected from 400 learners and 20 teachers. It was found that teacher’s perception of LMS is affected by a number of factors related to social influence, perceived ease of use and usefulness. In addition, factors such as actual use of the system and content qualities are also important to whether teachers embrace a system or not. The study provides some useful insights on LMS adoption and highlights how innovative tools can transform the conventional learning landscape.","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2021-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78629097","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}
M. Mubeen, Mansoora Ahmed, Athar Iqbal, Kashif Arif
The classic model of sustainable growth presented by Higgins is extensively used in accounting and finance research. This research empirically examines this model which was suggested to be underestimated in the existing literature. The investigation was performed using data from 2000 to 2015 for seven emerging countries. To find out the mean difference in growth between secondary equity issuing firms and non-issuing firms, we used an independent sample t-test. To identify the factors affecting differences in sustainable growth and realized growth, regression analysis was performed and a panel of seven countries for sixteen years data was used to estimate the panel regression. The study found the Higgins’ model to be underestimated. One of the main factors of underestimation of the model was found to be the secondary equity issue. This factor was observed to be significant in the case of five countries i.e. Pakistan, India, Korea, Indonesia and Brazil while the same was found insignificant in Turkey and China. Also during the examination, firm-specific factors that are important for the underestimation of the SGR (Sustainable Growth Rate) model were detected which include leverage and size, whereas dividend policy and profitability gave mixed results. Our study suggests that firms with secondary equity issues are more likely to have sustainable growth than firms not having secondary equity issues.
{"title":"Sustainable Growth of Nonfinancial Firms: An Empirical Examination of Emerging Economies","authors":"M. Mubeen, Mansoora Ahmed, Athar Iqbal, Kashif Arif","doi":"10.52633/jemi.v3i2.76","DOIUrl":"https://doi.org/10.52633/jemi.v3i2.76","url":null,"abstract":"The classic model of sustainable growth presented by Higgins is extensively used in accounting and finance research. This research empirically examines this model which was suggested to be underestimated in the existing literature. The investigation was performed using data from 2000 to 2015 for seven emerging countries. To find out the mean difference in growth between secondary equity issuing firms and non-issuing firms, we used an independent sample t-test. To identify the factors affecting differences in sustainable growth and realized growth, regression analysis was performed and a panel of seven countries for sixteen years data was used to estimate the panel regression. The study found the Higgins’ model to be underestimated. One of the main factors of underestimation of the model was found to be the secondary equity issue. This factor was observed to be significant in the case of five countries i.e. Pakistan, India, Korea, Indonesia and Brazil while the same was found insignificant in Turkey and China. Also during the examination, firm-specific factors that are important for the underestimation of the SGR (Sustainable Growth Rate) model were detected which include leverage and size, whereas dividend policy and profitability gave mixed results. Our study suggests that firms with secondary equity issues are more likely to have sustainable growth than firms not having secondary equity issues.","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2021-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89175009","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}
Organizations today are globally facing the dilemma of inappropriate work behaviours especially bullying, as it has long term negative effects on target employees. Workplace bullying is a major reason for work-related distress and subsequently psychological wellbeing issues for employees. The main objective of this study was to identify the effect of bullying on the psychological well-being of doctors in Karachi, Pakistan. Data from 135 doctors were collected through a structured questionnaire. Results of the study indicated that workplace bullying significantly affects the psychological well-being of employees’ and gender plays moderating effect in the relationship between workplace bullying and the psychological well-being of the doctors. The findings of the study are very important for policymakers and top management of the hospitals, to prevent the healthcare sector from the detrimental impact of this unhealthy practice and to minimize the psychological effect of bullying. This study suggests management should pay attention to designing and executing rules and policies against bullying in order to minimize the adverse results of workplace bullying. Moreover, the findings demonstrated that bullying affects create more devastating effects on female doctors than their male counterparts. Further, it was observed that skills and experience are major factors to obtain positive outcomes of employee psychological wellbeing.
{"title":"Impact of Workplace Bullying on Psychological Wellbeing of Doctors in Health Care Sector of Pakistan","authors":"Humera Asrar, U. Amen, U. Sumayya, A. Butt","doi":"10.52633/jemi.v3i2.81","DOIUrl":"https://doi.org/10.52633/jemi.v3i2.81","url":null,"abstract":"Organizations today are globally facing the dilemma of inappropriate work behaviours especially bullying, as it has long term negative effects on target employees. Workplace bullying is a major reason for work-related distress and subsequently psychological wellbeing issues for employees. The main objective of this study was to identify the effect of bullying on the psychological well-being of doctors in Karachi, Pakistan. Data from 135 doctors were collected through a structured questionnaire. Results of the study indicated that workplace bullying significantly affects the psychological well-being of employees’ and gender plays moderating effect in the relationship between workplace bullying and the psychological well-being of the doctors. The findings of the study are very important for policymakers and top management of the hospitals, to prevent the healthcare sector from the detrimental impact of this unhealthy practice and to minimize the psychological effect of bullying. This study suggests management should pay attention to designing and executing rules and policies against bullying in order to minimize the adverse results of workplace bullying. Moreover, the findings demonstrated that bullying affects create more devastating effects on female doctors than their male counterparts. Further, it was observed that skills and experience are major factors to obtain positive outcomes of employee psychological wellbeing.","PeriodicalId":44596,"journal":{"name":"Journal of Entrepreneurship Management and Innovation","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2021-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81445685","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}
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