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We integrate entrepreneurial orientation and socioemotional wealth perspectives in order to investigate investment decisions of family-owned firms in relation to environmental munificence and past performances. Using a panel of Italian firms (2006-2010) we show that family firms, unlike their nonfamily counterparts, are risk-seeking when environmental munificence is low and risk-averse when it is high. However, this result is conditioned on family businesses' past performance; family firms making investments when environmental munificence is high and past performance is low, as well as those with a strong performance record but a poor resource environment, outperform their non-family counterparts. The implication for theory and practices are also discussed. [ABSTRACT FROM AUTHOR]

We investigate entrepreneurial activities in family-owned businesses (FOBs) in relation to environmental munificence and performance gaps by integrating entrepreneurial orientation and socioemotional wealth perspectives. Using a panel of Italian firms (2006-2016), we show that family firms engage in risky entrepreneurial activities when environmental munificence is high. In adding performance gap to environmental munificence, we unexpectedly find that both high environmental munificence and performance above aspiration as well as low environmental munificence and performance stimulate entrepreneurial activities. However, only FOBs pursuing entrepreneurial activities during bad times reap the rewards of their risk-taking. [ABSTRACT FROM AUTHOR]

Using the socio emotional wealth (SEW) preservation perspective and the turnaround process as driving theories, we study the first response to decline in financial performance in family firms. We propose that SEW considerations affect the response of family firms to performance decline, and such relationship is moderated by two relevant boundary conditions. A series of Feasible Generalized Least Square (FGLS) models, performed on a sample of 416 firms-observations provide overall support for our hypotheses. [ABSTRACT FROM AUTHOR]

The present investigation delves into the relationship between capital expenditure and performance in Italian family firms. We adopt the socioemotional wealth (SEW) preservation perspective to study the decision of family firms to engage in capital spending based on firm performance. Our empirical investigation of a pooled sample of family versus non family firms suggests that family businesses pursue more intensive capital expenditure when experiencing better past performance. Furthermore, family firms with lower past financial performances make better investment decision, when measured in terms of impact on their subsequent financial performance. [ABSTRACT FROM AUTHOR]

This study empirically explores the relationship between latent and actual entrepreneurship among a cross-cultural sample of 17,307 individuals across 20 different countries. We call upon the theory of planned behavior (TPB) perspective integrated with Scott's (2000) cultural cognitive framework to predict self-employed status in based on expressed preference for self-employment. We further examined how this relationship is moderated by the predominant cultural cognition. We find that expressed preference for entrepreneurship leads to actual behavior. We also find that entrepreneurship is more likely to be recorded in those societies wherein cultural cognition provides approval and moral support for entrepreneurial behavior. [ABSTRACT FROM AUTHOR]

Drawing from social exchange theory (Blau, 1964) and affective event theory (Weiss & Cropanzano, 1996), we examined the relationship between employee performance reported by employees, perceived employee performance reported by customers, customers' positive affect, and customer satisfaction. We further studied how the relationship between employee performance and perceived employee performance was moderated by social exchange. 217 dyadic data were collected from both customers and stylists in 6 beauty/hair salons. As expected, customers' positive affect mediated the relationship between perceived organizational citizenship behavior and customer satisfaction. Also, social exchange partially moderated the relationship between employee performance and perceived employee performance. [ABSTRACT FROM AUTHOR]

Drawing from work adjustment theory and person-environment fit theory, we examine the relationship between job characteristics needs-supplies fit/misfit and affective organizational commitment across countries and how this relationship is moderated by humane orientation. Across twenty-four countries, we found that job characteristics needs-supplies fit was positively related to affective organizational commitment, while job characteristics needs-supplies misfit was negatively related to affective organizational commitment. In addition, results reveal that humane orientation is relevant to increasing affective organizational commitment when external rewards job characteristics needs are higher than external rewards job characteristics supplies. Also, individuals in countries high in humane orientation are more concerned with public service motivation needs-supplies fit than with external rewards needs-supplies fit, while individuals in countries low in humane orientation are more concerned with external rewards needs-supplies fit than with public service motivation fit. Implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Drawing from the cultural intelligence framework (Early & Ang, 2003) and the common in-group identity model (Gaertner & Dovidio, 2000), we hypothesize that bicultural individuals will be associated with higher attitudes toward diversity mediated by cultural intelligence. We also hypothesize competing hypotheses regarding the role of the different dimensions of cultural intelligence in explaining variance in attitudes towards diversity. We tested our hypotheses with two different samples including current employees from different organizations and industries. Results supported our hypotheses: cultural intelligence mediates the relationship between bicultural individuals and attitudes toward diversity. One implication of the study is that the mere exposure to bicultural settings is not enough to increase positive attitudes towards diversity. The development of cultural intelligence will facilitate the generalization process and increase attitudes towards diversity. [ABSTRACT FROM AUTHOR]