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Research on entrepreneurial networking suggests that women may be more likely than men to select cofounders based on their resources (e.g., knowledge, skills, and experience), as a means to counteract investor bias. In contrast, research on gender in networking suggests that women may be more likely than men to select cofounders based on interpersonal attraction (e.g., liking, trustworthiness, and familiarity), because it aligns with their preference for stable and harmonious relationships. In this paper, we reconcile this tension and ask: "How, when, and why do women differ from men in how they choose cofounders?" We propose that women entrepreneurs generally prioritize interpersonal attraction and de-prioritize resources because doing so aligns with their interdependent self-construal, but these relationships are mitigated when legitimacy is low, such that women entrepreneurs decrease their use of interpersonal attraction and increase their focus on resources as a means to bolster legitimacy. We find support for our framework across three studies. Our findings reconcile a key tension in the literature and highlight how interdependent self-construals enable women entrepreneurs to flexibly adjust their networking approach to cofounder selection by prioritizing interpersonal attraction when legitimacy is high and by increasing their use of resource seeking when legitimacy is low. [ABSTRACT FROM AUTHOR]

Copyright of Studia Histórica: Historia Moderna is the property of Ediciones Universidad de Salamanca and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: The purpose of this paper is to continue and extend the ongoing conversation about greatness in American business. Design/methodology/approach: This survey, conducted in 2021, replicates and extends McCormick and Folsom's 2001 and 2011 rankings of the greatest entrepreneurs and businesspeople in American history. The authors' pool surveyed 51 experts to develop an updated ranking and explore factors of greatness. Findings: Henry Ford topped the ranking followed by John D. Rockefeller and Steve Jobs. Business scholars ranked Oprah Winfrey the greatest female and minority businessperson. Originality/value: The authors extend previous research by surveying the authors' expert pool about factors of greatness in American business history. "Ability to imagine or envision the future" ranked highest with "created wealth for shareholders" in last place. [ABSTRACT FROM AUTHOR]

Despite the Chinese central government's anti-corruption policies and restrictions on Chinese Communist Party (CCP) cadres' conduct, many rural cadres still hold or join lavish banquets, but in secret. Why do cadres take such risks? Why is banqueting so important for them? This ethnographic study in one rural county shows how instrumental banqueting (fanju) and associated interactions enhance exchange among rural cadres and businessmen, which can be understood as a process of relational work. This relational work exaggerates and adorns participants' personal relationships and constructs a moral basis for corruption. This style of relational work uses the Confucian notion of li as an excuse to show benevolence(ren), creating "ritualized relational work." This paper contributes to an understanding of the resilience of guanxi practices during President Xi Jinping's anti-corruption campaign. [ABSTRACT FROM AUTHOR]

Copyright of Apotheke is the property of Universidade do Estado de Santa Catarina and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

There has been extensive research and examination dedicated to the advantages and disadvantages of entrepreneurship, both in general and specifically for African Americans. Significant research has been devoted to understanding the economic outcomes of African American men, and there is an area of opportunity to study how African American men, specifically, can leverage entrepreneurship to increase the probability of successful economic outcomes for themselves and their families. Entrepreneurial research has the potential to be leveraged to combat waning labor force participation rates and heightened unemployment rates among African American men. Leveraging the theories of Trust, Goal-Orientation, Logotherapy, and Social Identity Theory, a study was conducted among United States-based business owners. The sample size was forty-one African American male business owners. The results demonstrate how these African American men have leveraged entrepreneurship to build social capital and wealth, while improving their standard of living, as well as highlight the hurdles and barriers they have endured during the process of business ownership. The majority of African American owned business are owned by African American men, and this study provides insights into the phenomenology of African American male entrepreneurs. [ABSTRACT FROM AUTHOR]

The article examines research on the ethos and image of the businessman in Portugal and Poland, using comparative and diachronic analysis, resorting to secondary sources and critical literature analysis. The purpose of the research determined the descriptive character of the work. After defining the concept of ethos, its functions, and models, the article briefly describes the milestones in the contemporary history of both countries, characterizes the national/organizational cultures and presents the image and ethos of the businessman in each country. In conclusion, attention was drawn to the common and differentiating elements of the ethos and image of the businessman in both countries. [ABSTRACT FROM AUTHOR]

Picasso twice quoted the name of Dufayel, once in relation with the name of the Louvre and once for the same period of his career, between 1910 and 1914. This essay explores the universe created by the businessman Georges Dufayel in order to understand the role it played in Picasso's evolving cubism from that of analytic to synthetic. [ABSTRACT FROM AUTHOR]

Like the oft quoted Shakespearean adage, 'To be or not to be', the safety conundrum always poses a dilemma - to adhere or not to adhere to the safety norms - as Indian culture is not basically safety-oriented and safety is not in our mindset. This gets further complicated by the eternal question that a businessman faces - safety first or business first - which greatly impacts the way the corporates drive their Zero-Harm objectives. There are differentials in definition of safety observations and safety culture among managers, directors, contractors, and engineers. For an employer, the safety consideration should be an incident-free environment; but for the employees, it should be injury-free. This makes a vast difference in what we look for while being on a field visit in plants. If our outlook is injury-free, we observe at-risk behaviour and spot-correct it, whereas an incident-free bent of mind would focus not necessarily on the person but on the targets, profit, plant, production etc. Safety culture in any corporate needs to be adopted as procedures that are communicated, demonstrated, reinforced and celebrated, not merely raising messages of safety-first by managers or directors. The present qualitative study comprised of field visits to 10 site locations from where 250 managers and 235 contractor staff were sampled across diverse Indian locations. It concludes that safety culture is a big turning point for corporate businesses; behaviour is not only a science but also a collective wisdom, and companies are increasingly embracing safety culture. [ABSTRACT FROM AUTHOR]