Innovativeness and performance are keys to understanding the capability of SMEs. However, scant research examines the motivational frames that enhance behaviors, such as innovation, in SMEs. Regulatory focus theory provides the lens through which to we examined how SME owner motivation impacts innovation and firm performance, given that the SME owner primarily displays either a promotion or prevention focus. As such, we hypothesize the moderating effects of dominant regulatory foci radical on the relationship between innovation and SME performance. Based on a sample of 422 small business owners, we find a positive and significant direct relationship between both incremental and radical innovation on performance. Further, we report that prevention focus heightens the positive relationship between incremental innovation and performance, while radical innovation negatively impacts the relationship between radical innovation and performance; thus, highlighting the critical nature of strategic alignment that exists between regulatory focus strategy, innovation type and performance outcomes. This study brings the entrepreneur back into focus for small business research and investigates the intersection of firm-level and individual-level units of analyses.

Integrating leadership theories and understanding the interactions between these theories is a goal for many leadership scholars. The dark side of leadership has become a topic of interest for researchers and practitioners alike in recent years. Dark leadership is likened to poison in an organization, embedding toxins in the company’s culture and instilling deep-rooted behaviors, attitudes, and actions that are a source of internal organizational decay. After viewing a brief introductory video, this article uses a cross-sectional design to investigate followers’ evaluations of a potential leader’s toxic leadership, destructive leadership, and identity leadership propensities. Relevant theory relating to identity leadership, toxic leadership, and destructive leadership constructs is reviewed and empirically tested to clarify how these topics interrelate. Most studies examining follower personality and leadership attributions have focused on positive leadership styles (e.g., transformation or transactional). This study addresses this gap in the literature in several ways. First, we examine how identity leadership is related to destructive and toxic leadership characteristics. We examine how the perceived relationship between these variables varies based on the follower’s personality, a need identified in previous studies. Further, this study contributes to Pelletier’s (2012) discussion of the lack of research that considers leader-follower relationships in the context of the dark side of leadership. Specifically, to clarify the influence of followers’ evaluations, the role of follower personality is explored as a moderating variable. These results support research from others showing that personality affects the interpretation of leadership actions. However, the current study extends this notion to show that even a short period of contact with the leader allows followers to make judgements about the leader.

A group of six colleges and universities (East Carolina University, Iona College, John Carroll University, Millikin University, Rowan University, Worcester Polytechnic Institute) partnered up to co-host the January 2020 USASBE Conference in New Orleans, LA, with the theme Interdisciplinary & Experiential Entrepreneurship Education. The conference thematically aligned its overall program with this special issue, which features scholars and programs representing the arts, design, engineering, liberal arts, physical sciences, STEM, and – yes – business. This editorial further discusses the importance of interdisciplinary entrepreneurship education as an inherent feature of itself to truly evolve as a discipline.

Purpose: Through a resource-based theoretical lens, we elucidate conditions under which family business culture (FBC) amplifies the positive effects of high-performance work systems (HPWS) intensity and exacerbates the negative effects of low human capital uniqueness (HCU) on firm performance. By doing so, we answer the call for more research on the conditions under which FBC influences firm outcomes. Design/methodology/approach: The present study sampled 226 small business owners across the USA, who provided their responses to online survey questions. Hypotheses were assessed via path analysis in MPlus 8.8, using maximum likelihood estimation. Findings: FBC, HPWS intensity and HCU were positively associated with firm performance. Further, the HPWS intensity – firm performance and HCU – firm performance links were moderated by FBC. Specifically, increased levels of HPWS intensity were associated with greater firm performance when FBC was high, and firms with low levels of HCU tended to have particularly decreased levels of firm performance when FBC was low. Research limitations/implications: Consistent with the resource-based view, firms' unique resources and competitive advantage may be tied to the extent to which they have an established FBC. High levels of FBC, which are characterized by shared values, loyalty, proud involvement and care toward the organization, can play a significant role in enhancing organizational performance. Family business leaders should prioritize cultivating an enhanced FBC alongside investments in HPWS and unique human capital. Originality/value: This study contributes to understanding the theoretical underpinnings of FBC and its relationship with firm performance by examining FBC’s interaction with HPWS intensity and HCU. We highlight FBC as a valuable intangible resource that can enhance or diminish the effectiveness of other strategic resources in family firms, further extending the application of resource-based view theory in family business research.

Purpose: This paper aims to examine work values among job seekers and how these values differ across experience and gender.Design/methodology/approach: This study asked participants to rate the importance of various intrinsic and extrinsic work values on a five-point Likert scale. Responses were compared for 865 participants.Findings: This study found that individuals differed in their ratings of work values based on experience. Individuals with more experience assigned greater importance to intrinsic job characteristics, while those with less experience assigned greater importance to extrinsic job characteristics. Findings further reveal differences in gender ratings of work values, with females assigning greater importance ratings to both intrinsic and extrinsic job characteristics as compared to males.Research limitations/implications: Limitations of this study include that it drew its data exclusively from a sample of US respondents. Research investigating populations from other geographic regions within the same study may uncover important cross-national similarities/differences. Moreover, although this study examined experience and gender, it excluded other potentially important factors such as ethnicity. Future research should explore international samples and broaden its focus to include additional factors.Practical implications: Organizations should be aware of how experience and gender shape work values to impact job choice and retention. They may wish to target their recruitment efforts toward certain groups to ensure alignment between candidates' work values and those of available positions.Originality/value: This study improves on prior research by examining the dual impact of experience and gender in shaping work values.

Traditional economic development efforts have been unable to address the nuances of rural communities. Entrepreneurship can be an important process and a vital component for building rural resiliency. As part of RISE29, a grant funded program, regional advisory councils have been established an act as a crucial extension tool for East Carolina University. The goal of these councils is to incorporate the narrative and discourse of the importance of entrepreneurship as a part of inclusive rural economic development strategies.