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Focusing on emerging markets, this paper compares the motives behind the entrepreneurial activities of women within and across national boundaries. The research builds on the opportunity-necessity spectra and explores the interaction of four types of entrepreneurial motives: (i) becoming independent; (ii) gaining financial rewards; (iii) the lack of employment alternatives; and (iv) multiple motives. Panel data from 25 emerging market countries for the seven-year period between 2010 and 2016 are tested through a static approach comparing fixed and random effects followed by dynamic analysis using the generalised method of moments estimator. The findings reveal that financial rewards (maintain/increase income) encourage women towards international entrepreneurship, whereas necessity-driven motives (lack of job alternatives) lead women to start businesses in their home countries. Additionally, nonfinancial desires (such as becoming independent) have a negative impact on both domestic and international entrepreneurship by women.
Vahid Jafari-Sadeghi; Arun Sukumar; Esther Pagán-Castaño; Léo-Paul Dana. What drives women towards domestic vs international business venturing? An empirical analysis in emerging markets. Journal of Business Research 2021, 134, 647 -660.
AMA StyleVahid Jafari-Sadeghi, Arun Sukumar, Esther Pagán-Castaño, Léo-Paul Dana. What drives women towards domestic vs international business venturing? An empirical analysis in emerging markets. Journal of Business Research. 2021; 134 ():647-660.
Chicago/Turabian StyleVahid Jafari-Sadeghi; Arun Sukumar; Esther Pagán-Castaño; Léo-Paul Dana. 2021. "What drives women towards domestic vs international business venturing? An empirical analysis in emerging markets." Journal of Business Research 134, no. : 647-660.
Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.
Esther Pagán-Castaño; Javier Sánchez-García; Fernando Garrigos-Simon; María Guijarro-García. The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools. Sustainability 2021, 13, 2909 .
AMA StyleEsther Pagán-Castaño, Javier Sánchez-García, Fernando Garrigos-Simon, María Guijarro-García. The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools. Sustainability. 2021; 13 (5):2909.
Chicago/Turabian StyleEsther Pagán-Castaño; Javier Sánchez-García; Fernando Garrigos-Simon; María Guijarro-García. 2021. "The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools." Sustainability 13, no. 5: 2909.
Recent studies have shown the positive effect of some human resource practices on employees’ health and performance at work. In this context, it is necessary to determine the relationship between human resource management, employee performance, and wellbeing at work. The aim of this paper is to understand the factors that better describe and influence employee wellbeing, which also contributes to improving their performance at work, considering their multidimensional nature. The article reviews the literature on the relationship between the three concepts and points out the relevant role of wellbeing. As a result, this research shows that there is a gap in the literature, as no previous study has explored the relationship between human resource management, employee performance, and wellbeing at work within a uniform and coherent framework. This research explores wellbeing-oriented human resource management practices and also reviews supports the mediating role of wellbeing between HRM and organisational performance in this relationship.
E. Pagán-Castaño; A. Maseda-Moreno; C. Santos-Rojo. Wellbeing in work environments. Journal of Business Research 2019, 115, 469 -474.
AMA StyleE. Pagán-Castaño, A. Maseda-Moreno, C. Santos-Rojo. Wellbeing in work environments. Journal of Business Research. 2019; 115 ():469-474.
Chicago/Turabian StyleE. Pagán-Castaño; A. Maseda-Moreno; C. Santos-Rojo. 2019. "Wellbeing in work environments." Journal of Business Research 115, no. : 469-474.