Purpose: The purpose of the study is to employ the need theory to investigate whether a need for achievement has an effect on persistence behavior among entrepreneurs, and whether a need for achievement and business goals interact to influence such persistence.Design/methodology/approach: A longitudinal study of nascent entrepreneurs was conducted by a field survey in a metropolitan area of a mid‐western state in the USA. Logistic regression was used to test the hypotheses.Findings: Need for achievement is found to be positively related to entrepreneurial persistence. Business goals are found to moderate the relationship between need for achievement and persistence.Research limitations/implications: The time span between the two waves of data collection in the longitudinal study might have been too short.Practical implications: This study highlights the importance of matching need for achievement and business goals. For complex tasks, a strong need for achievement should be accompanied with moderate business goals if persistence is to occur. Venture capitalists and government agencies can improve entrepreneurial success by keeping a close eye on the match.Originality/value: Few studies have explored the issue of entrepreneurial persistence. The present study contributes to a better understanding of motivation and other variables that influence entrepreneurial persistence.

The Impact of Environment Concern and Attitude on Green Purchasing Behavior: Gender as The Moderator

A climate of presenteeism has important effects on employee well-being and the organization itself. Our study, based on surveys of health sector employees in six different countries (Brazil, Ecuador, Lebanon, Portugal, Russia and Spain) examines whether organizational justice plays a mediating role in the relationship between a presenteeism climate in the organization and work–family conflict (WFC). Our results indicate that the perception of organizational justice and the presenteeism climate do influence WFC. Moreover, higher levels of WFC were found in non-Latin countries. This study contributes to the work attendance and life balance field by providing cross-cultural empirical evidence corroborating the effect of justice and presenteeism climate on the WFC.

Purpose: As the work context is dynamically changing, enhancing employee engagement through personal and organizational means is still capturing the attention of organizations as well as human resources researchers and practitioners. Thus, the purpose of this paper is to examine the relationships between self-leadership, employee engagement, and perceived organizational support and to test the moderating effect of perceived organizational support.Design/methodology/approach: Data were collected through an online self-reporting questionnaire, with a total of 225 employees from Lebanon and 251 employees from the United Arab Emirates (UAE). Moderating analysis was conducted using Process v3.3 on both samples.Findings: Results have shown that self-leadership and perceived organizational support were positively related to employee engagement in both countries. However, perceived organizational support served to enhance self-leadership and employee engagement in the UAE, but not in Lebanon.Practical implications: The findings of this study can be used to help organizations as well as human resources and regional managers operating in the Middle East in giving insights about investing in self-leadership strategies and positively influence employee perception of organizational support to strengthen employee engagement.Originality/value: This study is unique in exploring the moderating role of perceived organizational support on the relationship between self-leadership and engagement, and original in theoretically proposing and empirically examining the interaction between perceived organizational support and self-leadership. The context of the study in which the proposed relationships were tested for the first time in Lebanon and the UAE, is also novel as both countries are distinguished from other Middle Eastern countries.

This study examines whether the relationship between the employees’ perceived job autonomy may be prone to the contextual influence of supervisor support and presenteeism climate in explaining the attendance behaviors of presenteeism–the employees’ decision to attend work despite being ill or not feeling well. Does work context play a role on presenteeism climate and the specific act of presenteeism? This study includes 213 health care employees (e.g., nurses, doctors) working in one private hospital in Lebanon. We used the ordinary least squared (OLS) regressions path analytical framework and bootstrapping methods to estimate the hypothesized moderated-mediation models. Our findings indicate that healthcare job resources (job autonomy) is correlated with the presenteeism climate and the occurrence of presenteeism attendance behaviors. We also found that this relationship is mediated by presenteeism climate and that supervisor support moderates the observed indirect relationship. This study extends the organizational attendance research domain to presenteeism climate by explaining for both doctors and nurses how contextual variables explains the relationship between jobs resources and presenteeism attendance behaviors. Supervisor support plays an important role in encouraging task autonomy and thus allowing employees increase their perception of empowerment to manage their actions at work. Overall, healthcare managers should ensure that employees understand their roles and duties and have an up-to-date, clearly defined role (e.g., job description) so that they can meet their organizations’ goals.