The motivation behind an international entrepreneurial career after first employment experience

PurposeThe purpose of this paper is to extend the current literature on international entrepreneurial careers by employing the structural equation modeling (SEM) technique. It mainly aims at identifying determinants of international entrepreneurial intentions among young people and after their first employment experience in Lebanon.Design/methodology/approachThe paper uses SEM on a sample of 150 young Lebanese employees to analyze the relationships among the model constructs.FindingsThe SEM broadly holds and adequately fits the data. The entrepreneurship context and the motivation of young employees are the variables that positively affect entrepreneurial intentions. Entrepreneurship education and social norms have no statistically significant impact. Finally, risk awareness and professional experience are the variables that negatively affect entrepreneurial intentions. The level of international entrepreneurial intentions among young Lebanese employees is relatively low, which may be justified by the bad economic and political situation.Research limitations/implicationsData were drawn from organizations located in a specific geographical area, namely, Lebanon. Thus, this may constrain the generalizability as well as causality of the results.Originality/valueThis study provides an empirical explanation of having an international entrepreneurial career after the first employment experience, with a sample of 150 young employees in Lebanon. By applying the SEM, this study developed a multi-perspective framework covering various factors that may affect the choice of an international career in entrepreneurship, especially after the first job experience. Even though this study's results reflect a particular case, its recommendations could facilitate the achievement of better learning outcomes.

Access to professions : the experience of Japanese immigrants in Canada

This paper investigates employment experiences faced by 8 Japanese immigrant professionals in the Greater Toronto Area, including 3 Japanese-educated professionals, 3 both Japanese and Canadian-educated professionals, and 2 exclusively Canadian-educated professionals. This study attempts to examine whether Japanese credentials are recognized in licensing and hiring processes, and whether Canadian education improves the employment experience among Japanese immigrant professionals. In the case of the Japanese immigrant professionals in this study, barriers to licensing they experienced differ from profession to profession. Despite licenses, participants also experienced barriers to employment in their professions even if they were Canadian-educated, Japanese professionals. Except in one case, it appears that obtaining Canadian degrees in their professions facilitated practicing their professions in the mainstream labour market. Most of the participants were also benefited by some form of Canadian education in addition to their professional knowledge.

Access to professions : the experience of Japanese immigrants in Canada

This paper investigates employment experiences faced by 8 Japanese immigrant professionals in the Greater Toronto Area, including 3 Japanese-educated professionals, 3 both Japanese and Canadian-educated professionals, and 2 exclusively Canadian-educated professionals. This study attempts to examine whether Japanese credentials are recognized in licensing and hiring processes, and whether Canadian education improves the employment experience among Japanese immigrant professionals. In the case of the Japanese immigrant professionals in this study, barriers to licensing they experienced differ from profession to profession. Despite licenses, participants also experienced barriers to employment in their professions even if they were Canadian-educated, Japanese professionals. Except in one case, it appears that obtaining Canadian degrees in their professions facilitated practicing their professions in the mainstream labour market. Most of the participants were also benefited by some form of Canadian education in addition to their professional knowledge.

Industry ties, entrepreneurs' employment experience and resource acquisition of new ventures in China

PurposeSocial network theory emphasizes that, to acquire needed resources, new ventures should cultivate industrial connections (intra-industry ties and extra-industry ties). In the meanwhile human capital theory focuses on entrepreneurs' employment experience, especially with respect to its breadth and depth. This study examines ties and experience to determine whether, in combination, they have positive or negative effects on resource acquisition in new ventures.Design/methodology/approachThis study tests research hypotheses using questionnaire survey data with a sample of entrepreneurs in new ventures. Multivariate regression analysis is used to analyze the data.FindingsCombining intra-industry ties and experience breadth or extra-industry ties and experience depth affects resource acquisition positively, whereas combining intra-industry ties and experience depth or extra-industry ties and experience breadth affects resource acquisition negatively.Research limitations/implicationsConclusions may be constrained by the limited sample size and source. Rather, the impact of the study lies in its identification of the effects of interaction between network ties and entrepreneurs' experience on resource acquisition. Future research can explore the effects of interaction between other dimensions of network ties and a range of entrepreneurs' experience characteristics on resource acquisition.Practical implicationsEntrepreneurs are provided with effective strategies to make use of their ventures' network ties and their personal accumulated experience in the process of obtaining resources.Originality/valueThe findings enrich the entrepreneurship literature by providing a more nuanced understanding of how and when new ventures' industry ties and entrepreneurs' employment experience together influence resource acquisition.

Do Employment Experience and Attractiveness Rankings Matter in Employee Recommendation? A Firm-level Analysis of Employers

In this article, we draw on psychological contract theory to examine the influence of employees’ experiences on their ‘employer of choice’ recommendation and on signalling theory to examine the influence of employer rankings on ‘employer of choice’ recommendation. Using firm-level data representing 387 firms, we used Tobit regression model to assess the effect of employment experience and employer attractiveness rankings on employees’ recommendation of a company as an ‘employer of choice’. We found that employment experience of current and former employees positively influenced employees’ endorsement of their employer. Culture and values, and career opportunities are the most significant variables in generating positive employee recommendation. In addition, appearing in most attractive employer rankings also influenced their recommendation. However, employer rankings lower than the median rank had no effect on whether or not employees recommended their organizations. Being ranked lower than the median did not influence employees’ decisions to endorse their organization because it does not have the same potency for employees as when a firm is ranked higher than the median. Results provide us with a nuanced understanding of the effects of employer attractiveness rankings. Our study has important conceptual and methodological strengths (including the firm-level measure of employment experience and word of mouth) over previous studies in the area of employer branding. JEL Classification: M370, M510, M540, C340, M190