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The primary focus of this work is the exploration of the constructs, entrepreneurial intention, and entrepreneurial self-efficacy, as this work may inform entrepreneur ship educators and career counselors. A secondary aim is the examination of core self-evaluation within the context of entrepreneurial intention. Little prior research has focused on students in specific business disciplines, and in this study we examine the intention of accounting students who are within 18 months of graduation. The concept of entrepreneurial self- efficacy, one's belief in capacity to start a business, heretofore has been shown to be highly related to entrepreneurial intention. This particular relationship is explored in detail as well as the contrast in various measures of self-efficacy. Also examined are the relationships among entrepreneurial self-efficacy and intention with performance (collegiate GPA), and job dedication (a measure of work performance). Findings tend to demonstrate the concurrent and construct validity of the attitudinal measure, entrepreneurial self-efficacy. In addition, the study adds to the theory base regarding entrepreneurial intention. [ABSTRACT FROM AUTHOR]

This article explains and demonstrates the learning and development model, performance templates. Aimed at performance improvement, the model guides an entrepreneur in instructing employees to create improvements in critical performance areas. In using the model, the entrepreneur has tofocus her/his attention on what matters most in the functioning of and growing the enterprise. We demonstrate what performance templates are and how an entrepreneur or manager and a group of employees work together to create and apply the templates in daily operations. The model is grounded with experiential learning theory and action theory. We present empirical support from other studies for performance template application as the entrepreneur (or manager) works and learns in tandem with employees. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of the paper is to examine employee-helpful behavior that is voluntary and given freely without anticipation of reward or recognition. The authors have labeled this voluntary behavior in all its forms as v-hob, or voluntary helpful organizational behavior. They seek to define and explain the behavior and attempt to discern measures that will help to discover individual’s predispositions to offer v-hob. Design/methodology/approach – The authors examine current theory/constructs and offer a detailed empirical study in identifying measures that may provide some means for assessing employee predisposition toward helpful, voluntary behavior on the job. The format of the work is reflective of a typical research study with hypotheses. Findings – The authors learned that, within limits, it is possible and practical to identify direct measures to discover one’s predisposition toward v-hob. They also have identified regression equations that use several variables to help predict one’s predispositions toward this valued behavior. Practical implications – This study brings to the manager and/or human resource (HR) practitioner the substance of contextual performance, that is, behavior that goes beyond task performance in the support of individual and organizational goal attainment. This research demonstrates several means by which trainers, managers and HR professionals may assess an employee’s or a recruit’s predisposition to offer voluntary, helpful behavior. Originality/value – This research, unlike most of the empirical, academic research in the domain of contextual performance, speaks directly to practitioners. The authors' definitions, explanations and study clearly demonstrate the practical features of contextual performance. [ABSTRACT FROM AUTHOR]

The article focuses on how engagement of employees helps in improving performance of organizations. Topics discussed include competitive advantages due to engaged employees, improvement in quality of products and customer service due to employee engagement, an increase in job performance if an employee is engaged and suggestions for increasing employee engagement such as internal training and clearly stating promotion policies.

The article focuses on initiatives taken by organizations to retain valuable employees. Topics discussed include positive relationship between retention and job satisfaction, identifying data needed to make changes in retention policies, accessing social media tools such as Twitter and LinkedIn to provide job opportunities, employee's costs involved in their hiring during screening and training and employees reasons to leave such as more money and better career opportunities.

The article reports on employees who practice contextual performance, a practice in which employees voluntarily help or solve problems his/her company, and on how employers can encourage such behavior. Topics include helping employees to attain job satisfaction; maintaining fairness and transparency at the workplace; and offering recognition to employees for their voluntary helpful behavior.

The article presents a study which examines the voluntary behavior and academic performance of accounting students. The study defines voluntary behavior in different terms including contextual performance, job dedication, and self-efficacy. Survey of accounting students has been conducted to capture the student's perceptions of predisposition in voluntary behavior. Study shows academic ability or success can be used as a positive predisposition indicator in voluntary behavior engagement.

Purpose -- The paper's aim is to develop the concept of voluntary, helpful organizational behaviour (hereafter, v-hob) and to offer details of exploratory research that aims to help managers to predict which new hires may be more likely to offer such helpful behaviour. Design/methodology/approach -- The paper involves the survey of accounting majors using previously validated survey instruments to capture student perceptions of their own predisposition to offer v-hob. Data from surveys providing measures of elements of v-hob, along with several task-performance measures, provide the basis for results. Findings -- It is suggested that a traditional measure of evaluating the potential success of future employees, academic ability/success, may also be a positive indicator of predisposition to engage in v-hob. Research limitations/implications -- Limitations include small sample size, and all participants are enrolled in the same university. All participants are accounting majors enrolled in small classes in one north American university and do not reflect wide cultural variations. Practical implications -- A traditional measure of student success upon which hiring decisions are at least partially based, academic performance, may be an indicator of v-hob. The authors expected that a connection would be found between academic performance and one's propensity for v-hob. Such a linkage should be of value to recruiters and managers in the hiring of college graduates. Originality/value -- The paper addresses v-hob of individuals in functional terms and offers practical suggestions for human resource management. Paper type Research paper [ABSTRACT FROM AUTHOR]