Exit Intentions Research Articles

Ending on a High Note or Perpetuating Commitment? Exploring Founder Exit in Social Business Ventures

By applying stewardship theory and threshold theory, we derive three criteria that founders of social business ventures use to set performance thresholds towards exit: 1) the desired social impact based on mission, 2) financial sustainability through multiple sources of revenue, and 3) organizational capability by building a firm that could progress beyond founder’s tenure. Based on these criteria, we conducted a conjoint analysis experiment with 105 current founder-CEOs of social business ventures to examine their exit intentions and exit mode preferences. Contrary to the postulates of both threshold theory and stewardship theory, some founders were disinclined to exit even when venture performance fell below thresholds while others deviated from expectations in their exit choices during high firm performance scenarios. Deeper analysis of the decision-points revealed the existence of four distinct types of exit preferences among the founders: The Never Exit Idealists (20% of the respondents) expressed their opinions on the exit decision in idealistic terms and stressed on the importance of persevering and fighting against all odds even when their venture is not performing well. Impact-focused Traditionalists (43%) opted to leave explicitly when the social mission of the organization is achieved. Growth-oriented Realists (24%) expressed a high likelihood to leave when the venture performance was low, yet, were interested in further growth of the venture when performance was high in order to reach more beneficiaries. Performance-bound Pragmatists’ (10%) intention to exit was the highest at extremes (high and low) of venture performance against the threshold conditions. We describe the heterogeneity in exit preferences among the founders of social business ventures and discuss the implications of our empirical typology for theory and practice.

Need frustration in online video games

ABSTRACT Self-determination theory posits that satisfaction of basic psychological needs is essential for well-being. Empirical evidence for the distinction between need frustration and need satisfaction has been growing within the last decade. However, research on player experience of need frustration is lagging behind. This paper investigates whether player experience of need frustration is distinct from need satisfaction in the online video games context. In addition, it examines whether in-game need frustration is a stronger predictor for negative outcomes such as problematic gaming, escapist motivations, real-life stress and exit intentions and whether in-game need satisfaction is a stronger predictor for positive outcomes such as satisfaction, concentration, subjective vitality and voice. We collected survey data from online video gamers. Path analyses showed that in-game need frustration is a distinct construct, predicting negative outcomes uniquely and more strongly than in-game need satisfaction, whereas in-game need satisfaction was more strongly associated with positive outcomes. The findings suggest that assessing both need satisfaction and frustration in gaming research could prove valuable.

Appraisals matter: relationships between entrepreneurs' stress appraisals and venture-based outcomes

PurposeThe purpose of this paper is to investigate how stress appraisals (i.e. cognitive evaluations) influence entrepreneurial outcomes like expected financial well-being, life satisfaction, business growth and exit intentions.Design/methodology/approachThis study uses a mixed-methods approach to provide methodological triangulation by analyzing data from two independent samples (qualitative data from 100 entrepreneurs in Study 1; quantitative regression analysis of a sample of 142 entrepreneurs in Study 2).FindingsResults from the qualitative exploration (Study 1) show that entrepreneurs appraised venture-related stressors differently as a challenge, threat or hindrance. The quantitative study (Study 2) found that challenge stress appraisals were positively related to expected financial well-being and expected life satisfaction, threat stress appraisals were negatively related to expected financial well-being and positively related to business exit intentions, and hindrance stress appraisals were positively related to expected business growth and negatively related to business exit intentions.Originality/valueMost entrepreneurship research focuses on stressors rather than appraisals of the stressor. Drawing upon the transactional theory of stress that explains how stress appraisals are an important consideration for understanding the stress process, these two studies showed that stress appraisals differ for each entrepreneur (Study 1) and that stress appraisals explain more variance in many entrepreneurial outcomes than stressors (Study 2).

Investigating the influence of psychological ownership on exit intention and passing-on option of Indian micro and small enterprise owners

Understanding business exit is important because it significantly disturbs the industry balance which in turn affects the economy. Much extant research has explored entrepreneurial exit strategies in the context of developed countries. Certainly, very less is known about the exit intention of entrepreneurs from the micro, small, and medium enterprises in developing countries. As business ecosystem in India is different from developed countries, this study aims at empirically investigating the influence of psychological ownership on exit intention and passing-on option of Indian micro and small enterprise (MSE) owners using theory of planned behaviour. This study employs a survey method and 350 MSE owners are surveyed using a self-administered questionnaire. The findings suggest that strong psychological ownership negatively influences the exit intention of Indian MSE owners and exit intention partially mediates the relationship between strong psychological ownership and passing-on option. This knowledge will be helpful for enabling conditions for succession planning.

When an interfirm relationship is ending: The dark side of managerial ties and relationship intimacy

Close interfirm relationships have attracted considerable research attention because of their importance to firms’ performance. However, the literature focused on relationships at the formation and maintenance stages; studies of relationship dissolution are relatively scarce. Drawing on social exchange, social capital and relational governance theories, and transaction cost economics, this study investigates how destructive acts affect a firm’s intention to exit an exchange relationship and how this intention affects the firm’s opportunistic behavior. It also explores the roles of managerial ties (i.e., business ties and political ties) and relationship intimacy in moderating these effects. Analysis of data from 158 distributors in China shows that suppliers’ destructive acts tend to increase distributors’ exit intention. Business ties positively moderate this effect, but political ties do not. Moreover, a distributor’s exit intention is positively related to its opportunistic behavior, and relationship intimacy amplifies this effect. Theoretical and managerial implications of these results are discussed.

Intention mutability and translation of rural intention into actual rural medical practice.

Rural intention and experience during medical school have been related to subsequent rural work. However, their relative contributions and the timing of their effects are not known. These data are critical to effective educational interventions able to improve rural medical workforce numbers, an international priority. Participants were graduates of an Australian MBBS degree between 2006 and 2016, who completed both entry and exit surveys approved by the Medical Deans of Australia, including workplace intention data. Rural/urban workplace intention changes from entry to exit were analysed using multinomial logistic regression. Binary logistic regression was used to assess actual rural versus urban work, obtained from a public practitioner registration website. Of 547 eligible undergraduates, 169 completed a year-long rural clinical school (RCS). A subset of 93 of the 547 graduates practiced rurally, of whom 42 had completed RCS. Both rural background and RCS predicted rural practice intention; both were also significantly related to actual rural work. Enduring rural intention was associated with nearly sevenfold odds of actually practicing rurally, compared with an enduring urban intention. Those who changed practice intention from entry to exit were more likely to practice in the region of their exit intention. Of special note: Rural Clinical School of Western Australia (RCSWA) exposure particularly affects urban origin students such that the odds of changing from an urban to a rural orientation immediately after their rural experience were more than fourfold higher than those not so participating. Both intention and RCSWA experience are associated with subsequent rural work. The impacts of RCSWA were able to be localised after the rural educational experience. Amongst those with mutable intention, exit intention was that most strongly related to actual work, suggesting this as the most reliable point to select for further rural training.

고객불량행동에 의한 종업원 직무스트레스와 이탈의도 간 권한위임의 조절효과

고객불량행동에 의한 종업원 직무스트레스와 이탈의도 간 권한위임의 조절효과

Dispositional optimism, entrepreneurial success and exit intentions: The mediating effects of life satisfaction

This study focuses on how life satisfaction mediates the links from dispositional optimism to entrepreneurial success and exit intentions. The theoretical basis of this study is a hierarchical approach to personality, and its primary contribution is to the research on psychological entrepreneurship. To analyze potential links among these constructs we develop five hypotheses and then test them on small and medium-sized entrepreneurs. Hypotheses are tested by using consistent bootstrapped PLS-SEM estimations. Our results indicate that dispositional optimism is associated with entrepreneurial success. Our study also reveals that life satisfaction mediates the relationship between dispositional optimism and entrepreneurial success in addition to the relationship between dispositional optimism and exit intentions. Our study demonstrates that entrepreneurial success is related to exit intentions. We conclude by discussing the implications for researchers and practitioners.

고객불량행동이 종사원의 직무스트레스와 직무불만족 및 이탈의도에 미치는 영향

이 연구의도는 고객불량행동이 종사원의 직무스트레스와 직무불만족 및 이탈의도에 미치는 영향을 실증적 접근 확인하고, 관련 발견점을 탐색하는 것으로, L호텔 그룹의 대면접점부서 종사원 250명의 유효표본을 중심으로 구조화된 설문지를 이용 SPSS 26을 이용 실증분석 결과에 따른 발견점을 다음과 같이 정리할 수 있다. 첫째, 고객불량행동이 대면 · 비대면접촉(예: 콜센터)을 통해 종사원의 직무스트레스에 직접적 영향을 미칠 수 있음이 확인되었다. 둘째, 고객불량행동이 대면 · 비대면접촉(예: 콜센터)을 통해 종사원의 이직의도에 직접적으로 유의한 영향을 미칠 수 있다는 가설은 지지되었다. 셋째, 고객불량행동이 대면 · 비대면접촉(예: 콜센터)을 통해 종사원의 직무불만족에 직접적으로 유의한 영향을 미칠 수 있다는 가설은 지지되지 않았다. 넷째, 고객불량행동에 의한 직무스트레스가 직무불만족에 직접적으로 유의한 영향을 미칠 수 있다는 가설은 지지되었다. 다섯째, 고객불량행동에 의한 직무스트레스가 종사원의 이직의도에 직접적으로 유의한 영향을 미칠 수 있다는 가설은 지지 되었다. 여섯째, 고객불량행동에 의한 직무불만족이 종사원의 이직의도에 직접적으로 유의한 영향을 미칠 수 있다는 가설은 지지되었다. 끝으로 이 연구의 실무적 시사점과 연구의 한계를 논하였다.

The Influence of Human Capital on Re-entry Intention of Indian Micro and Small Enterprise Owners: An Empirical Investigation

Entrepreneurial exit is an important phase of the entrepreneurial process that has a significant impact on enterprises and the economy. Extant research in developed countries has shown that personal and business motives of entrepreneurs trigger exit intentions, which, in turn, affect their choice of exit strategy. Though all-India census indicates that most of the closed enterprises are micro and small enterprises (MSE), the factors influencing the exit decision of the Indian MSE owners still remain largely unexplored due to their unorganised nature. Since the majority of Indian MSEs are owned by individuals, and human capital represents the assets of each individual, this article aims to understand the influence of entrepreneurs’ human capital on exit intention for re-entry using the theory of planned behaviour. This study employs a questionnaire-based survey approach and uses a sample size of 150 MSE owners of working enterprises in industrial estates of Mangalore and Udupi districts for hypotheses testing. Empirical analysis is performed using SPSS software, and the results indicate that entrepreneurs with good health and inherited experience have exit intentions and subsequent entrepreneurial re-entry. This knowledge may be useful for stakeholders to understand serial entrepreneurship with a proper exit mechanism.

Retail entrepreneurs’ exit intentions: Influence and mediations of personality and job-related factors

In this study we investigate retail entrepreneurs' exit intentions by focusing on their job satisfaction, job-related stress, customer orientation, and dispositional optimism. We develop and test four hypotheses with structural equation modelling on a sample of 365 retail entrepreneurs. Our results indicate that dispositional optimism is a substantial driver of retail entrepreneurs’ customer orientation and job satisfaction. Dispositional optimism also decreases their job-related stress. We also find that both customer orientation and job-related stress mediate the relationship between dispositional optimism and job satisfaction prior to exit intentions. Finally, we found that job satisfaction has a mediating effect on the relationship between job-related stress and exit intentions.

Are work stressors and emotional exhaustion driving exit intentions among business owners?

ABSTRACT Entrepreneurial exit and exit intentions are emerging areas of research, yet psychological antecedents of such intentions are understudied. We build on organizational behavior and human resource management theories to explain the role of work stressors (role ambiguity and work–family conflict) as antecedents of business owners’ emotional exhaustion and subsequent exit intentions. We tested the model in two studies from the United States and Australia. The results were consistent in both studies such that role ambiguity and work–family conflict predicted emotional exhaustion, and emotional exhaustion was associated with exit intentions. Post hoc analysis also revealed that women experience a stronger detrimental effect of work–family conflict, influencing emotional exhaustion, and subsequently exit intentions.

Investigating the Influence of Psychological Ownership on Exit Intention and Passing-on Option of Indian Micro and Small Enterprise Owners

Understanding business exit is important because it significantly disturbs the industry balance which in turn affects the economy. Much extant research has explored entrepreneurial exit strategies in the context of developed countries. Certainly, very less is known about the exit intention of entrepreneurs from the micro, small, and medium enterprises in developing countries. As business ecosystem in India is different from developed countries, this study aims at empirically investigating the influence of psychological ownership on exit intention and passing-on option of Indian micro and small enterprise (MSE) owners using theory of planned behaviour. This study employs a survey method and 350 MSE owners are surveyed using a self-administered questionnaire. The findings suggest that strong psychological ownership negatively influences the exit intention of Indian MSE owners and exit intention partially mediates the relationship between strong psychological ownership and passing-on option. This knowledge will be helpful for enabling conditions for succession planning.

A look at the dynamics of personal growth and self-employment exit

Purpose The purpose of this paper is to test a model predicting self-employment (SE) personal growth (learning opportunities and creativity) and SE exit intentions (exiting to work for someone else and exit likelihood) based on the job demands-resources model. Design/methodology/approach SEM was used to examine SE demands and resources, strain, and engagement predicting growth, exit intentions, job satisfaction, and life satisfaction. SE type (owners with employees and independent owners without employees) was a moderator variable. Data were analyzed from a national probability sample (n=464 self-employed respondents for whom SE was their primary work involvement), the National Study of the Changing Workforce. Findings Overall support for the model was found. Work–family conflict (demand) and work–family synergy (resource) had the strongest relationships with strain and engagement. Strain was positively related to both growth and exit intentions while engagement was inversely related to exit intentions but positively related to growth. The model was significantly different for business owners and independently self-employed. Practical implications These results provide guidance to researchers and educators regarding the challenges of self- employment engagement and strain with implications for selecting business types that minimize exit likelihood while maximizing work engagement and personal growth potential. Originality/value This study breaks new ground by testing a structural model of engagement and growth for self-employed individuals while also investigating two types of exit intentions. The authors report findings for growth and exit decisions that have received scant attention in the literature to date. Type of SE was a significant variable.

How far can brands go to defend themselves? The extent of negative publicity impact on proactive consumer behaviors and brand equity

AbstractNegative publicity, defined as the public disclosure of a problematic incident associated with a brand, is a critical issue for fashion brands, as it vitiates the image of targeted brands and drives consumers’ voice and exit behaviors. Despite the impact of negative publicity, few studies have compared the impact of product‐related versus personnel‐related negative publicity, or explored the extent to which brands’ coping strategies can prevent consumers’ anti‐brand behavioral intentions and recover brand equity. This study used multivariate analyses of variance to analyze responses from 594 American consumers, which revealed that when negative publicity is about a product‐related issue, none of the brand's different recovery efforts are effective in decreasing consumers’ voice and exit intentions and protecting brand equity. However, for a personnel‐related issue, functional and informational recovery strategies were effective in decreasing consumer voice and exit intentions, and affective, functional, and informational recovery strategies positively impacted most domains of brand equity (brand judgement, brand feelings, and brand resonance). The following analysis of variance and post hoc analyses revealed the comparative effectiveness of specific recovery types. Discussions and implications of the findings are provided.

Too Dangerous to be an Entrepreneur -Warzone Entrepreneurs' Exit Intention

Warzone or postwar environments need entrepreneurship to sustain basic socioeconomic functions and the livelihood of the people. Meanwhile these dangerous environments also trigger entrepreneurs’ intention to exit these precious businesses. Little is known about what drive certain entrepreneurs but not others to exit in warzone environments. We theorize the role of human agency using social learning models to explain exit intention in a warzone environment. We test the model using two longitudinal studies of 114 and 156 entrepreneurs respectively in Afghanistan. Our findings point that perceived danger interacts with locus of control to predict entrepreneurs’ intention to exit their businesses facing danger.

EMPLOYER BRANDING PERSEPSIAN TERHADAP KEPERCAYAN PEMIMPIN DAN DAMPAKNYA PADA INTENSI KELUAR

ABSTRACT
 This study aims to see the influence of employer branding on the exit intention of bank employees in Indonesia which is mediated by trust in leaders. In particular, this study tries to identify how the influence of employer perceived branding on outgoing intentions? Does the employee's trust in the leader affect the intention to leave? How does the influence of employer branding perceptions on outgoing intentions mediated by employee trust in the leader? The population of this study is bank employees who work in groups of state-owned commercial banks, groups of regional government-owned banks, groups of private-owned commercial banks. The sample in this study uses non probability sampling, with the sample is that employees have worked at least one year. For hypothesis testing, this study uses SmartPLS analysis with Likert scale measurement points one (strongly disagree) up to five points (strongly agree). The results of the study of 88 respondents of Bank employees in Indonesia showed that employer branding against intention to leave had a negative and insignificant effect, the influence of employer branding on trust in leaders was positive and significant, the trustworthiness of leaders towards intention was positive and significant, and employer perceived branding towards intention out which is mediated by employee trust in leaders is influential and significant.
 Keywords: Employer Branding, Intensi Keluar, Kepercayaan pada Pemimpin, Retensi

The Effects of Trust on Student Silence and Exit Intention

Purpose - Many studies show that dissatisfied customers are silent rather than expressing complaints directly to firms. Although silent voices are pervasive in service failure, they have received little attention from researchers. Silence implies a multidimensional nature, not just the opposite of voice. This study focuses on two types of silent students in higher education: acquiescent silence and defensive silence. This study also proposes cognitive trust and affective trust as variables affecting student silence. The objective of this study is to analyse the effects of trust types on student silence and exit intention. Research design, data, and methodology - To test the proposed model, this study conducted a survey with undergraduate students who selected silence in a dissatisfied relationship with a professor. Respondents were asked to respond to the questionnaire, recalling the dissatisfaction at that time. A total of 300 students was surveyed from whom 275 completed questionnaires was obtained. The structural equation model analysis was used for the hypothesis test. Results - First, cognitive trust was negatively related to acquiescent and defensive silence. Second, affective trust was negatively related to acquiescent and defensive silence. Third, cognitive trust was negatively exit intention, but affective trust didn't significantly reduce exit intention. Forth, acquiescent silence was positively related to exit intention, but defensive silence didn't have a significant positive impact on exit intention. Thus, a key result of this analysis was that acquiescent silence enhances exit intention. Conclusions - The findings of the study provide a better understanding of the types of silence, and the role of trust, thus furthering the implication of student reactions to dissatisfaction. In particular, this study is meaningful in that it confirms the value of student silence in the context of complaint management. Acquiescent silence should be more importantly managed because it has stronger negative motive than defensive silence. Acquiescent silence is reduced through various channels(mail, telephone, counseling) that can express complaints. Cognitive trust and affective trust are a essential factors in reducing silence. Also, in explaining exit intention, cognitive trust plays a more important role than affective trust.

Should I stay or should I go? Multi-focus identification and employee retention in post-acquisition integration

Retaining key employees is often one of the most crucial goals when an acquirer buys a target firm. However, what determines whether employees stay or leave once the firm has been bought? This article investigates how organizational and occupational identification influence employee exit intentions. Based on a longitudinal configurational study in two acquired hospitals, our findings challenge the popular belief that identification with the organization consistently increases retention, and we stress the important effect of occupational identification, which has been largely neglected by research on post-acquisition integration. We find that under certain conditions, occupational identification increases employees’ exit intentions but that neither identification with the firm nor identification with the occupation are necessary or sufficient to entice employees to stay or leave. Instead, their effects are contingent on the professionalization of an occupation and the degree to which employees’ expectations have been disappointed. Our findings further suggest that attention is an important mediating mechanism linking identification and exit intentions, as employees focus predominantly on topics that relate to the social entities they most strongly identify with. This article develops theory on the effects of social identification on exit intentions after acquisitions and contributes to research on multi-focus identification and post-acquisition integration.

An empirical analysis of the stage model of Business-to-Business relationships in South Korea: a longitudinal study

ABSTRACTIn this study, we develop and evaluate a framework for investigating the relationship between firm performance and exit intentions—that is, when the termination of Business-to-Business (B2B) relationships involves both conflict and cooperation. This study adds to extant research by demonstrating the importance of temporal changes; the proposed framework highlights the change processes in B2B relationship exit intentions. At time point T, the results suggest that the long-term relationship stage is stable. At time point T + 1, we find that the final relationship stage is dynamic. We demonstrate that several structural-temporal relationships among the investigated links (i.e. conflict-cooperation, conflict-firm performance, and cooperation-firm performance) decrease.