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Organizational scholars have documented differences in founders' personal, work-role, and social identities as the significant source of heterogeneity in young firms' business models and adaptation strategies. While informative, the founder identity literature rarely examined how founders' multiple intersecting -- at times conflicting - identities shape their responses to reputational risks and adversity beyond the founding stage. This study uses a longitudinal multi-case research design with six immigrant IT ventures within a U.S. community to examine how identity dynamics continue to inform entrepreneurs' actions as they grow their ventures. My core contribution is a unifying two-step process model in which personal identity serves as a critical link between the founder role and social identities, accounting for heterogeneity in initial business models and subsequent adaptation strategies. The emergent framework enriches founder identity perspectives by resolving the current debate concerning the significance of personal vis-a-vis work-role and social identities for entrepreneurship. It also extends social capital research by integrating ideas from identity work. In addition, my theorizing outlines a boundary condition to extant entrepreneurship research. [ABSTRACT FROM AUTHOR]

Over the last three decades, many organizations have adopted personnel strategies involving increased reliance on non-standard workers - part-timers, independent contractors, employment agency hires, and temporary or contingent workers. While the use of non-standard workers can provide firms with increased flexibility, some studies have suggested that it may have negative effects on the work attitudes of standard employees. Most extant research on this issue, however, has been based on very small samples of firms, and has not systematically explored the impact of the use of different types of non-standard workers on the work attitudes and job security perceptions of regular employees. In this study, we use data from the 2004 British Workplace and Employment Relations Survey, gathered from a matched sample of employees and employers across a wide range of industries, occupations, and work settings, to investigate this problem. We argue that the effects of the increasing use of non-standard workers on standard workers' attitudes are likely to be mediated by their influence on workers' perceived job security. In line with this, our results indicate that while organizations' use of temporary workers adversely affects standard workers' loyalty, job satisfaction and perceptions of manager-employee relations because of threats to their perceived job security, the use of part-time workers has no such effect. A policy implication is that organizations should exercise caution in integrating different types of temporary workers into their employment systems. [ABSTRACT FROM AUTHOR]

Applying human capital and social networks-based explanations of the labor market matching framework, this study examines the role of organizational selection channels in allocating high-skilled immigrants and native-born into different types of jobs in the U.S. white-collar labor market. Specifically, it investigates the conditions under which academic organizations are likely to rely on strong versus weakly formalized recruitment channels to screen and hire candidates and its potential effect on sorting immigrants and native-born into analytical versus interactive jobs. Using a nationally representative pooled cross-section sample of PhD scientists and engineers, I demonstrate that when reliable performance records are not readily available such that organizational decision makers rely on faculty referrals to assess the potential of prospective candidates, no immigrant-native differences arise in the job matching process. However, when employment-relevant soft skills about candidates are hard to evaluate and organizations rely on peer referrals to screen applicants, a differential allocation of immigrants and native-born across analytical and interactive jobs are likely to arise because of the former's lower access to friendship ties than the latter. Thus, human capital-based explanations of labor market matching framework pertaining to the self-selection of immigrants and native-born into analytical versus interactive jobs may overstate individual preferences, knowledge and skills the extent to which employers' use of specific recruitment channels to hire candidates into specific types of position also contribute to this outcome. Implications of the finding for the representation of immigrant minorities at the upper echelons of organizations are discussed. [ABSTRACT FROM AUTHOR]

Using the National Science Foundation's survey of science and engineering doctorates, a significant minority of whom were immigrants, this study sheds light on two questions. First, how does the effectiveness of friendship contacts compare to other types of contacts in finding good jobs? Second, when does poor access to friendship contacts matter more in job search? My results suggest that the lack of friendship contacts did not disadvantage immigrant scientist and engineers in finding research intensive jobs in academia and industry. However, friendship contacts mattered in obtaining managerial jobs in industry. I explored and found support for two possible mechanisms underlying the observed differences in associations between friendship contacts and early career job outcomes of high-skilled immigrants relative to native-born: immigrant scientist and engineers' reliance on faculty contacts for finding research intensive jobs, and employers' high (vs. low) concern with candidates' cultural and occupational 'fit' when filling managerial (vs. research) positions, which required working closely with co- workers and customers. Implications for research on social networks and early career jobs in high-skilled labor markets are discussed. [ABSTRACT FROM AUTHOR]

This symposium comprises presentations of four research projects on the phenomenon of diaspora entrepreneurship. The author teams (6 authors from 3 countries and 5 institutions) will share their latest findings. The diversity of topics (i.e., returnee entrepreneurship and venture formation, immigrant ethnic clustering and firm performance, diaspora legitimacy), theories (i.e., social capital and embeddedness, institutional theory, knowledge flows, organizational ecology), data and methodologies (i.e., pooled time series data, case study, surveys), and country environments (e.g., China, Bosnia-Hercegovina, US) is deliberate and expected to stimulate a rich debate of findings and discussion of critical future developments in the field. This is the first opportunity that each paper will be presented to a scholarly audience; however all the papers are well developed and have interesting analyses of respective data. Additionally, we will provide time in the symposium to invite audience members to share their perspectives on these findings and any findings from their related research. We expect that the symposium will be of interest to International Management division members due to the focus on global diaspora, to Entrepreneurship division given the interest in the entrepreneurs; and Organizational & Management Theory division given the focus on theoretical perspectives. When Returnees Become Entrepreneurs? Effects of Institutional Environment and Regional Embeddedness. Presenter: Dan Wang; Columbia Business School. Innovation Paradox of Returnees: Evidence from China's High Technology Industries. Presenter: Haiyang Li; Rice U. Presenter: Jiangyong Lu; Peking U. Presenter: Xiaohui Liu; Loughborough U. Presenter: Seong-jin Choi; Hanyang U. "Social Capital, Ethnic Clustering & Survival of Indian-immigrant Owned IT Firms". Presenter: Mallika Banerjee; McGill U. Presenter: Peter Norlander; UCLA. Enabling Diaspora Entrepreneurship in Post-conflict Regions Through Donor Grants. Presenter: Nedim Efendic; Stockholm School of Economics. Presenter: Erik Wetter; Stockholm School of Economics [ABSTRACT FROM AUTHOR]