Exit Intentions Research Articles

Exploring the Formation of Social Entrepreneurs’ Exit Intention via Life Satisfaction

We explored whether two dimensions of life satisfaction would affect the relationship between prosocial motivation and entrepreneurial exit intention. Our proposed results delved into the “inner layer” (psychological status) to unveil the mechanism of how social entrepreneurs decide to exit. Findings from a sample of 317 entrepreneurs revealed that prosocial motivation decreased entrepreneurs' financial satisfaction, which increased entrepreneurial exit intention. But health satisfaction doesn’t have a mediating effect on the relationship between job-related stress and exit intentions. At the same time, we further reported that among our sample, the negative impact of prosocial motivation on financial satisfaction largely is stronger for males than females meaning males’ entrepreneurs are more likely to experience lower financial satisfaction due to prosocial motivation. Among the relationship between prosocial motivation and health satisfaction and exit intention, there is no evidence of this contrast exist.

More Prosocial, More Ephemeral? Exploring the Formation of Social Entrepreneurs’ Exit Intention

Why does social entrepreneurship tend to live shortly? A range of studies tried to answer this question, although very few delved into the “inner layer” (psychological status) to unveil the mechanism how social entrepreneurs decide to quit. Focusing on prosocial motivation of social entrepreneurs as well as its impacts on their work-related wellbeing and then their business exit intention, we conducted this empirical research. Based on data of 301 social entrepreneurs in China, we find that prosocial motivation decreased entrepreneurs' work-related wellbeing, which increased entrepreneurial exit intention. Furthermore, we find that the impact of prosocial motivation on work-related wellbeing largely is stronger for males. Our research contributes to the growing research and our knowledge on social entrepreneurship in terms of individual personality trait and how it impacts social entrepreneur’s psychological status and thus intention of exiting the social business.

Boundaryless Careers’ Dark Side: Orientation, Plateauing, Exhaustion, Exit Intentions and Personality

Substantial research has been conducted to understand the dynamics of contemporary careers, yet relatively little is known about the complexities of these theoretical models or about their potential dark side. Applying the theories of boundaryless career and conservation of resources, we examine the relationships between the two dimensions of the boundaryless career orientation (BCO), namely the boundaryless mindset (BM) and mobility preferences (MP), with what are generally considered negative career variables. A moderated serial mediation model was tested using data from 196 Indian public sector employees who completed surveys at two points in time (6 months apart). The predicted direct relationships of BM and MP with turnover (TI) and early retirement (ERI) intentions were significant. Career plateau and emotional exhaustion mediated the relationships between the BM-TI and MP-TI when moderated by the dark triad of personality. This study’s findings offer a more nuanced understanding of boundaryless career theory.

Aging Small Business Owner-managers and Business Exit: Longitudinal Investigation

The context of this study is business exit decisions of aging small business owner-managers. Because of the intention-action gap that exists between the theoretical modeling and actual behavior, and the existence of multiple important goals (e.g. business exit, retirement), we do not fully grasp the social psychological mechanism underlying actual business exit among aging small business owner-managers. In our theorizing efforts, we argue that aging small business owner-managers' perceived control over a target behaviour (i.e. business exit), combined with higher levels of general self-efficacy, is likely to facilitate business exit intention turning into actual business exit. We collected empirical, longitudinal data among aging Finnish small business owner-managers to test a mediated moderated model. Our main empirical findings suggests that attitude-behavioural models (e.g. Theory of Planned behavior) can help us gain a deeper understanding of how intentions translate into actual behavior in situations with multiple important goals if they are coupled with more generic control beliefs, such as self-efficacy. This main finding has both theoretical and practical implications.

Is It so Severe for Social Entrepreneurship in a Transitional Economy? The Role of Work-Related Wellbeing and Political Connection in Shaping the Exit Intention.

In the context of a transitional economy, there are much more studies with a heroic characterization of social entrepreneurs, whereas there is limited exploration of their less positive stories. A range of studies tried to address this issue, although very few delved into the “inner layer” (work-related mental health) to unveil the mechanism of how social entrepreneurs develop their intention to quit their businesses. With a sample of 196 social business owners from China, this research focuses on the prosocial motivation of social entrepreneurs as well as its impacts on their work-related wellbeing and thus their business exit intention. With the partial least squares structural equation modeling, this research finds that prosocial motivation decreased entrepreneurs' partial work-related wellbeing, increasing their exit intention, and the mediating effects among the three components of work-related wellbeing were different. Furthermore, this research finds that work-related wellbeing's impact on exit intention was largely stronger for the social entrepreneurs without political connections.

More Prosocial, More Ephemeral? Exploring the Formation of a Social Entrepreneur's Exit Intention via Life Satisfaction.

This study was designed to test if satisfaction with health and personal financial wellbeing mediates the relationship between prosocial motivations and exit intentions among social entrepreneurs. Using a sample of 317 social entrepreneurs, the partial least square structural equation modeling (PLS-SEM) revealed that prosocial motivation decreased the financial satisfaction of entrepreneurs, which increased their exit intentions. However, health satisfaction did not have a mediating effect on the relationship between prosocial motivation and exit intention. Moreover, adopting the multi-group analysis (MGA) technique, we found that the negative impact of prosocial motivation on financial satisfaction was stronger for males than for females, suggesting male entrepreneurs were more likely to experience lower financial satisfaction caused by prosocial motivation than female entrepreneurs. There was no evidence that gender moderated the relationship between prosocial motivation and health satisfaction.

Single versus multiple salesforce go-to-market strategy: the impact of sales orientation on conflict, salesperson-owned loyalty and buyer-exit propensity

PurposeDrawing on the organizational buying decision-making framework, the purpose of this study is to investigate how sales orientation (SOCO) affects buyers’ conflict, salesperson-owned loyalty and buyers’ propensity to end a supply relationship when selling firms use a single versus multiple salesforce go-to-market strategy.Design/methodology/approachSurvey data was analyzed with a sample of organizational buyers. Confirmatory factor analysis and structural equation modeling were used to analyze the data.FindingsFindings reveal that a selling firm’s go-to-market salesforce strategy moderates certain relational aspects of the buyer–salesperson relationship, consequently influencing a buyer’s decision to end a supply relationship.Research limitations/implicationsEmpirically, these findings indicate that the effects of selling orientation on conflict, salesperson-owned loyalty and exit intentions are not only based on the salesperson’s efforts but are conditional on the selling firm’s go-to-market strategy, particularly with the implementation of multiple salespeople selling to a particular industrial buyer.Practical implicationsThese results suggest that a salesforce go-to-market strategy conveys serious consequences on buying decisions. Given that a go-to-market strategy involving multiple salespeople impacts the buyer’s relationship with the selling firm to a greater degree, managerial oversight must remain present when selling firms decide to pursue such a go-to-market strategy.Originality/valueThe empirical investigation of a salesforce go-to-market strategy is an original pursuit. Specifically, this study shows that while it is critical that buying and selling firms monitor buyer–salesperson relationships as the basis for supply partnerships, these exchanges are largely contingent on the selling firm’s go-to-market strategy.

Stay in dairy? Exploring the relationship between farmer wellbeing and farm exit intentions

Farm numbers in western countries have declined rapidly over the last decades, driven by advances in technology and productivity. In parallel with this development, the concept of wellbeing, encompassing an individual's satisfaction with different aspects of their life, has received increased attention in literature. However, few studies have explored the role of farmer wellbeing in relation to farm exit. Therefore, the aim of this paper is to explore whether wellbeing relates to intentions to keep up or exit dairy farming. Due to imbalanced data sets and choice of statistical methods, farm exit studies often suffer from low explanatory power, limiting the ability to draw conclusions. Therefore, in this study we apply XGBoosting, random forests and smoothing splines to analyse the data. Data were collected from 1288 Norwegian dairy farmers. The results show that farmer age together with three dimensions of farmer wellbeing; working situation, quality of life and mental health are associated with intentions to keeping up or to exit dairy farming. As expected, increasing farmer age increases the probability of farm exit. Among important farmer wellbeing items are degree of optimism and loneliness, possible health worries, satisfaction with workday, suitable workload during weekends and feeling valued as a farmer. The results also show that modern statistical learning methods may contribute to make the most of farm exit studies. The findings have implications for farmers, extension services and agricultural politicians.

Why and when does person-entrepreneurship misfit promote entrepreneurial exit intention? A conservation of resources perspective

Why and when does person-entrepreneurship misfit promote entrepreneurial exit intention? A conservation of resources perspective

Entrepreneurial exit intentions in emerging economies: a neoinstitutional perspective

Current research has shown that entrepreneurial exit is driven by individual- and firm-level antecedents. We draw from neoinstitutional theory and propose that contextual factors affect family succession intentions as opposed to family-external exit intentions and theorize how regulative, normative, and cultural-cognitive institutional pillars affect exit intentions in the context of transition economies—a special case of emerging economies with no path dependence related to an entrepreneurial exit—characterized by institutional voids, which are filled in by the national culture. We argue and find—analyzing a sample of 222 Polish SME founders’ survey responses—that labor market development decreases, normative pressure of reference groups increases, and paternalistic leadership style decreases family succession intentions. This study contributes to the literature about entrepreneurial exit, family firm succession, and neoinstitutional theory.

Different domains of identity predict different exit strategies

AbstractGroup schisms are ubiquitous, but little is known about what predicts how people will break away from a group. We hypothesized that different domains of identification (national, regional, ethnonational) would predict support for different types of exit. Study 1 focused on Serbs in the Republic of Srpska within Bosnia‐and‐Herzegovina (N = 188), while Studies 2 (N = 115) and 3 (N = 318) focused on people who identify as Irish in Northern Ireland within the United Kingdom. Across all three studies, weaker national identification predicted support for subgroup exit. Stronger ethnonational identification consistently predicted support for the subgroup joining an existing group, while regional identification had differing relationships with support for the subgroup becoming an independent entity across the samples. Individual exit intentions were predicted by different domains of identification across the three samples. These findings suggest that various domains of identification can predict how people will leave a group.

More Prosocial, More Ephemeral? The Role of Work-Related Wellbeing and Gender in Incubating Social Entrepreneurs’ Exit Intention

Why does social entrepreneurship tend to live so shortly? A range of studies tried to answer this question, although very few delved into the “inner layer” (psychological status) to unveil how social entrepreneurs decide to quit. Accordingly, focusing on prosocial motivation of social entrepreneurs and its impact on their work-related wellbeing and then their business exit intention, we conducted this empirical research. Furthermore, gender differences are involved based on relevant calls for in-depth investigation. With a sample of 301 respondents in China, deploying the partial least square structural equation modeling (PLS-SEM), we found prosocial motivation decreases entrepreneurs’ work-related wellbeing, which in turn, increases entrepreneurial exit intention. Furthermore, adopting the multi-group analysis (MGA) technique, we uncovered that the impact of prosocial motivation on work-related wellbeing largely is stronger for males. Our research thus contributes to the growing research and knowledge on social entrepreneurship in terms of individual personality traits and how they impact a social entrepreneur’s psychological status and thus their intention of exiting the social business. This study’s further theoretical and practical implications, as well as its limitations and thus future research directions, are discussed at the end.

The Effect of Individual Characteristics, Resilient and Work Ability on Intention to Leave and Employee Performance at PT Clariant Adsorbent Indonesia, Gresik

This study aims to determine and analyze the effect of Individual Characteristics, Resilient and Workability on Intention to Leave and Employee Performance. This study uses quantitative methods. The population is 214 employees of PT Clariant Adsorbent Indonesia, Gresik. Sources of data in this study using primary data obtained directly from employee respondents with google form. Data analysis was carried out using the Partial Least Square (PLS) method using SmartPLS Version 3 software to validate with Convergent Validity, Average Variance Extracted (AVE), Discriminant Validity and perform reliability with Composite Reliability and Cronbach's Alpha. The research method uses an explanatory clause with a sample of 109 respondents. Collecting data using a questionnaire and analyzed using Smart PLS 3.0 to test the validity and reliability. The results showed that individual characteristics and work ability had a significant positive effect on exit intentions with path coefficients of 0.168 and 0.6979, while resilient had a positive but not significant effect with path coefficients of 0.0023. Individual characteristics and work ability have a positive but not significant effect on employee performance with path coefficients of 0.0092 and 0.0517. Intention to leave and resilient have a positive and significant effect on employee performance with path coefficient numbers 0.6019 and 0.2837. The results of this study can prove that individual characteristics, work ability and intention to leave are factors up and down the performance of employees so that a strategy is needed to improve employee performance in terms of quality, quantity, work duties and responsibilities.

Analysis of the Influence of Competence and Work Culture on Employee Performance with Moderation of Exit Intentions: A Case Study at Bank Syariah Indonesia

Employee performance is the result achieved by a worker within a certain period of time. This study aims to determine, analyze and identify how much of the factors that influence the performance of employees at Bank Syariah Indonesia, Depok city branch by mediating intention to leave or resign. The method used in this research is quantitative method. The results showed that based on the results of the questionnaire test showed that the questionnaire data presented had met the validity and reliability requirements of the data. Based on the results of the outer model test using the smart PLS 3.3 application, namely the Convergent validity, Discriminant validity, and Composite reliability tests. The inner model test results show that all these factors.

Post-Resettlement Support Policies, Psychological Factors, and Farmers’ Homestead Exit Intention and Behavior

Ex situ poverty alleviation relocation (ESPAR) is a Chinese government program created to address rural poverty and land management issues. Affecting around 10 million people, the process involves encouraging smallholder farmers to leave their rural homesteads and move to new housing. By consolidating people into medium density accommodation, the amount of land available for other purposes can be increased. However, some farmers were reluctant to move, and many of those who accepted new housing failed to demolish their homestead and rehabilitate the land as required. This paper applies the ‘extended theory of planned behavior’ to examine the factors that influence farmers’ exit intention and behavior. Face-to-face interviews were carried out in Southern Shaanxi Province, China. Data relating to 830 farmers were analyzed using Structural Equation Modelling. Our most important finding is that farmers had a poor perception of the post-relocation support, and this retarded their exit intention and behavior. We conclude that it is essential to improve post-relocation support, enhance the autonomy of farmers, and formulate relocation plans according to people’s age and likely future occupation.

Entrepreneurial resilience and business continuity in the tourism and hospitality industry: the role of adaptive performance and institutional orientation

Resiliencia empresarial y continuidad empresarial en la industria del turismo y la hostelería: El papel del desempeño adaptativo y la orientación institucionalPropósitoEsta investigación explora la dinámica de la resiliencia en las empresas de turismo y hotelería mediante la investigación de la influencia de factores contextuales internos y externos (es decir, desempeño adaptativo y orientación institucional) en la relación entre la resiliencia de los emprendedores y los indicadores de continuidad empresarial (es decir, percepción de carrera inseguridad e intención de salida del negocio).DiseñoEn el contexto de la pandemia de Covid-19, se recopilaron datos cuantitativos mediante cuestionarios autoadministrados de empresarios (fundadores de pequeños restaurantes y agentes de viajes en Egipto) utilizando modelos de ecuaciones estructurales.HallazgosEl estudio revela que la resiliencia de los emprendedores ante las adversidades se correlaciona directamente con los indicadores de continuidad del negocio, con el desempeño adaptativo y la orientación institucional funcionando como mediadores.Originalidad/valorLa literatura existente carece de evidencia sobre los factores contextuales internos y externos que subyacen al proceso de resiliencia en las pequeñas y medianas empresas y sus resultados. La investigación sobre el espíritu empresarial rara vez ha discutido los antecedentes de la retirada de empresas. Este estudio contribuye a abordar esta brecha de investigación.

Academics as Agentic Superheroes: Female academics' lack of fit with the agentic stereotype of success limits their career advancement.

Gender gaps in academia persist with women being less likely to attain leadership, earning lower salaries, and receiving less research funding and resources compared to their male peers. The current research demonstrates yet another, more intangible gender gap in academia called lack of fit, whereby compared to male academics, female academics perceive higher misfit between their professional self-concept and the agentic 'superhero' stereotype of the successful academic. The entire population of Dutch academics (i.e., assistant, associate, and full professors from 14 universities) was approached to participate in a nationwide survey. Results from this unique dataset (N=3978) demonstrate that academics perceive agency (e.g., self-confident, self-focused, competitive) as more descriptive of the stereotypical successful academic than communality (e.g., team-oriented, good teacher, collegial). Importantly, early career female academics perceived highest lack of fit with this narrowly-defined agentic occupational stereotype, which was correlated with lower work engagement, professional identification and career efficacy, and higher work exhaustion and exit intentions. Thus, lack of fit seems yet another barrier contributing to pervasive gender gaps in academia. Implications for building more inclusive academic cultures, where not only agentic but also communal academic practice is recognized and rewarded are discussed.

Entrepreneurs\u2019 Exit Strategy Intentions and Their Final Exit Paths

This paper explores entrepreneurs’ initially intended exit strategies and compares them to their final exit paths using an inductive approach that builds on the grounded theory methodology. Our data shows that initially intended and final exit strategies differ among entrepreneurs. Two groups of entrepreneurs emerged from our data. The first group comprises entrepreneurs who financed their firms through equity investors. The second group is made up of entrepreneurs who financed their businesses solely with their own equities. Our data shows that the first group originally intended a financial harvest exit strategy and settled with this harvest exit strategy. The second group initially intended a stewardship exit strategy but did not succeed. We used the theory of planned behavior and the behavioral agency model to analyze our data. By examining our results from these two theoretical perspectives, our study explains how entrepreneurs’ exit intentions lead to their actual exit strategies.

The impact of sales controls on manufacturers’ agents’ tactical decisions: the importance of inter-organizational climate

PurposeOrganizational climate is an essential dynamic to leverage in salesforce performance. This study aims to develop a model that explores the determinants of independent manufacturers’ representatives’ (i.e. IMRs’) intentions to comply with their principals’ requests for additional tasking. Using agency theory, the authors explore the application of behavior and outcome-based controls upon dyadic manufacturer-IMR relationships for these additional performance/task requests.Design/methodology/approachData from over 1,000 US-based IMRs were used to test two constructs; inter-organizational climate and perceptions of mutual satisfaction within the agency-principal dyad. Compliance behaviors tested were IMRs’ intentions to engage in non-selling-related tasks and intentions to allocate additional selling time to principals’ products. The following four exogenous controls were tested: perceived goal congruence between IMRs and principals; IMRs’ perceptions of principals’ expertise; mutual communications between IMRs and principals in the supply chain dyad; resources and sales support programs provided by principals to IMRs; and IMRs’ perceptions of the adequacy and fairness of the principals’ compensation plans.FindingsTwo constructs – inter-organizational climate and perceptions of mutual satisfaction with the agency-principal dyad – mediated the effects of exogenous sales controls on two compliance behaviors. The model’s data were analyzed using Partial least squares structural equation modeling (PLS-SEM). A marker variable was deployed to check for common method variance also supported using the Partial least squares (PLS) factor solution. Most variables demonstrated significant direct and mediated effects on each compliance behavior. Variables that emphasized behavioral-based controls dominated intentions for IMRs to engage in non-selling tasks. The principal commission structure, the only sales outcome-based control in the study, most influenced IMRs’ intentions to commit additional sales time to their principals’ products.Research limitations/implicationsThis study only examined the intentions of IMRs to engage in additional selling activities and their intention to engage in non-selling tasks. Principals may desire longer-term commitments from IMRs. The model developed here can be modified to capture additional behavioral and attitudinal outcomes including, for example, the exit intentions of IMRs.Practical implicationsPrincipals are well-advised to foster a positive inter-organizational climate that fuels perceptions of mutually satisfying working relationships with their IMRs. These mutually satisfying working relationships can, by themselves, positively influence IMRs to acquiesce to reasonable requests made by principals. This advice appears to be particularly crucial when asking IMRs to engage in additional non-selling tasks. The total pattern of path estimates points to the conclusion that capable sales control plays an important role in fostering positive inter-organizational climates. The inter-organizational climate – mutual satisfaction link proved crucial as a mediator of the impact of sales controls on IMRs’ behavioral compliance intentions.Originality/valueKnowing the impact of sales controls on IMR’s affords businesses the ability to use these controls for behavioral compliance intentions on non-selling tasks.

Thank you for the bad news: Reducing cynicism in highly identified employees during adverse organizational change

Adverse changes, such as layoffs or wage cuts, can irremediably damage the relationship between employees and their organization. This makes it all the more important for organizations to provide information about these changes to avoid the emergence of organizational cynicism among their employees. Drawing on uncertainty management theory, we argue that informational justice and organizational identification jointly regulate organizational cynicism in the context of adverse change. In addition, we examine whether informational justice influences employee exit intentions through cynicism. We test our hypotheses using a multi‐method approach, encompassing one experiment (Study 1), one large‐scale survey of 1,795 employees undergoing a major restructuring (Study 2), and a five‐wave field survey of 174 workers undergoing layoffs and wage cuts (Study 3). In all three studies, poorer communication from the organization predicted greater exit intentions through increased cynicism for employees who were more (rather than less) identified with the organization. By integrating the literature on informational justice, organizational identification, and cynicism, our research offers a more nuanced understanding of the antecedents and consequences of cynicism in the context of adverse organizational change.Practitioner points Organizations undergoing adverse changes, such as layoffs and wage cuts, should provide employees with timely and detailed explanations for the changes (i.e., informational justice). When employees do not receive timely and detailed explanations for adverse changes, they are more likely to become cynical, and to decide to leave the organization. Providing adequate explanations is especially important for employees who strongly identify with the organizations because they are more sensitive to informational justice. Providing explanations is not as effective in reducing cynicism among employees with low levels of organizational identification. When organizations fail to explain adverse changes, employees who identify strongly with the organization may become as cynical as employees whose identities are less closely tied to the organization.