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This paper falls within the scope of entrepreneurship research focused on entrepreneurs as agents with individual personality traits. This paper first overviews the relevant literature – both early and current theories – of this research agenda. The main conceptual findings are then linked to the value theoretical framework developed by Shalom H. Schwartz, which seems to reflect, with limitations, on the basic content of these framings about entrepreneurial traits. Based on the Schwartzian background, this paper sheds light on the linkages among the individual value structures and specific personality traits considered important for entrepreneurial actors. The empirical portion used data from the European Social Survey to identify four distinct entrepreneurial mindsets among European entrepreneurs. [ABSTRACT FROM AUTHOR]

Hungarian A dolgozatomban egy kutatás eredményét mutatom be, mely 40 éves vagy annál fiatalabb, a kutatás idején működő vállalkozással rendelkező fiatalok kérdőíves megkérdezésén alapul. Habár a populáció sajátosságai miatt teljesen véletlenszerű mintavételre nem volt mód, de a többcsatornás kommunikáció során a populáció kb. 10%-át sikerült elérni. Az elért fiatal vállalkozók 1%-a töltötte ki önkéntesen a kérdőívet. A 243 válaszoló területileg, életkor, nem és iskolai végzettség szerint magas heterogenitással rendelkezik. A kutatás sok tekintetben a korábbi, teljes fiatalság körében végzett kutatásokkal hasonló eredményt hozott például a függetlenség és az anyagi előnyök széleskörben fontos motiváló erejét tekintve, ugyanakkor a családi háttér már erős szórást mutatott. Érthető módon ez utóbbi a vállalkozói családból származók esetében volt fontos, ugyanakkor a minta jellemzőiből az derült ki, hogy nem vállalkozói családból is sok fiatal indít vállalkozást. Az ifjúsági vállalkozásfejlesztés területén vélhetően érdemes ezt a csoportot külön kezelni, hiszen esetükben magasabb tudásbeli és érzelmi küszöböt jelenthet a saját vállalkozás indítása. English In this paper, I present the results of a research based on a questionnaire survey of young people aged 40 and under, with a business at the time of the research. Although a completely random sampling was not possible due to the characteristics of the population, it was possible to reach about 10% of the population through multichannel communication. 1% of the young entrepreneurs reached completed the questionnaire voluntarily. The 243 respondents were highly heterogeneous by area, age, gender and education. In many respects, the survey yielded similar results to previous surveys among young people as a whole, for example in terms of the broadly important motivational force of independence and financial advantages, but family background showed a strong variance. Understandably, the latter was important for those from entrepreneurial families, but the sample characteristics showed that many young people from non-entrepreneurial families also start a business. In the field of youth entrepreneurship development, it is probably worthwhile to treat this group separately, as they may have a higher knowledge and emotional threshold to start their own business.

In universities, there has been a strong tradition of knowledge development in recent decades, where the emphasis in education has been on knowledge transfer rather than skill development. In the labour market, by contrast, the focus is increasingly on skills enhancement. Where is the balance, taking in mind that the educator is part of the educational environment and different stakeholders of the system expect different roles from them? What is an excellent teacher like, in our modern world, who is ready to face these challenges, invests energy, shows interest in students and excels in shaping the learning environment around them in a positive way? What are the approaches that are most needed in entrepreneurship education? Our paper seeks to continue the dialogue around these burning questions and comes to the conclusion that educators are important stakeholders in entrepreneurship education. Clarification and development of their roles, their job-fitness, needs more attention and further research.