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Using institutional theory, the Heritage Foundation/Wall Street Journal 2003 Index of Economic Freedom, and the 2002 Global Entrepreneurship Monitor, we regress opportunity-motivated entrepreneurial activity (OME) and necessity-motivated entrepreneurial activity (NME) [...]

This research explored complex theories about why realistic job previews (RJPs) deter turnover. After designing an RJP booklet about nursing work, we delivered this RJP to 82 newly hired nurses during orientation, while presenting a traditional recruitment brochure to 76 other nurses. Nurses also completed surveys on two occasions, assessing processes commonly thought to translate RJP influence: met expectations; commitment; perceived employer caring; coping efficacy; and value orientation. The RJP lowered voluntary quits: 8.5% of nurses were given previews quit versus 17.8% of control nurses (p,

New products or services often misalign with customer preferences, and sometimes these initial offerings must be abandoned and replaced. Factors influencing these "complete pivot" decisions are poorly understood. We use behavioral decision theory to develop a theoretical model of pivot decisions that tests our predictions via a conjoint analysis experiment. We find that magnitude of the miss (revenues compared to plan), length of the runway (cash available/burn rate), and attribution for the miss (reason for customer misreads) significantly influence complete pivot decisions, and we simultaneously consider interactions. Individual grit and impulsiveness also shape the effects of some attributes. [ABSTRACT FROM AUTHOR]

The article contains the authors' opinions regarding the articles "Logics of Identity, Contradiction, and Attraction in Change," by J. Ford and L. Ford and "Participation's Effects on Performance and Satisfaction: A Reconsideration of Research Evidence," by J. A. Wagner, published in a 1994 issue. Topics of discussion include organizational change and dialectics in management.

This study reanalyzed data from an examination by Hom, Griffeth, Palich, and Bracker (1998) of the mechanisms by which posthire realistic job previews reduce turnover. Irving and Meyer (1999) argued that Hom et al. overstated support for their mediation theory by calculating residual difference scores (errors derived from predicting experienced attainment of job outcomes from initial expectations of outcomes) to operationalize met expectations. Rather, Irving and Meyer showed that methodological weaknesses associated with difference scores also plague residual difference scores. Prompted by their demonstration, this research applied partial correlations (partialing out experienced outcomes from residual differences) and Edwards' (1994) polynomial regression approach to verify whether met expectations underlie realistic previews' effectiveness. These reanalyses disputed met expectations. As a result, this inquiry revised the formulation advocated by Hom et al. (1998), positing that coping strategies and perceptions of employer concern account for how posthire previews work. (Reprinted by permission of the publisher.)

This paper identifies facets of a change-oriented paradigm: logic of contradiction for the purpose of exploring its possible linkages to creativity in organizations. While the 'fit' viewpoint in the creativity literature has its theoretical underpinnings in formal logic (Ford & Backoff, 1988), the logic of contradiction or 'misfit' perspective may have interesting implications for enhancing creativity further. The discussion considers both frameworks through a series of questions and then applies the issues to the Intel Corporation. [ABSTRACT FROM AUTHOR]