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The demand for entrepreneurship to become more prevalent in societies worldwide highlights the need to better understand entrepreneurial intentions (EI). This is particularly important for African nations characterised by significant poverty and low income. Drawing on the Theory of Planned Behaviour (TPB) this paper explores potential predictors of these intentions in two countries that differ considerably in their economic situation and culture. It chiefly focuses on SEI as socially desired, yet still unexplored phenomenon. The current study differentiates between social (SEI) and commercial (CEI) entrepreneurial intentions and explores their antecedents among university students in Namibia (n = 223) and Germany (n = 1326). The results suggest that TPB only poorly predicts SEI, particularly in Namibia. However, they support universally positive effect of perceived behavioural control on formation of CEI in both countries. This study contributes to emerging research into antecedents of SEI. It also highlights the need to test exploratory power of recognised theories such as TPB within different contexts and types of entrepreneurial activity.

This paper reports the adaptation and validation of the Identity Leadership Inventory (ILI) in a Spanish organizational context. In addition, this study empirically explores the positive relationship between identity leadership and followers’ work engagement as mediated by positive and negative job-related affect. A total of 854 employees from different organizations (53.6% female, 46.4% male; M = 40.7 years, SD = 11.5, 19-74) completed an online questionnaire. Descriptive analyses, as well as confirmatory factor analyses, were conducted. According to our results, the Spanish version of the ILI had adequate psychometric properties. The four dimensions obtained in other countries (i.e., identity prototypicality, identity advancement, identity entrepreneurship, and identity impresarioship) were replicated in our sample. Moreover, we found that only identity entrepreneurship significantly related to followers’ positive and negative affect at work, which in turn, related to reported work engagement. We conclude that the Spanish version of the ILI adequately measures identity leadership in organizations. Future studies can build on this instrument to assess and foster identity leadership among supervisors.