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Show moreRegional economies, not only in the United States but throughout the world, are looking for ways to increase high-technology (high-tech) entrepreneurial activity so that they can be home to the next Microsoft, Yahoo or Google. Successful enterprises such as these have historically created jobs with wages that, according to one study, were 95% higher than the nation’s average private sector salary. In addition, tremendous individual wealth has been generated in the past by stock option grants to the “rank and file” employees of these companies. Since most highly successful high-tech companies had venture capital funding at some point, an analysis of venture capital investments for seven different regions was performed. This paper presents a conceptual model and research questions for qualitative research regarding factors that influence high-tech entrepreneurial activity on a regional basis. The research will be conducted during the summer and fall of 2006. The results obtained from the qualitative research will be used to determine the design of quantitative research that will be undertaken in 2007. The dependent variable or outcome being examined is regional high-tech entrepreneurial activity. The qualitative research is designed to refine what constitutes high-tech entrepreneurial activity and how to measure it. Independent variables will serve as the beginning for the model. Those variables include motivation and what role it plays, management/leadership and what affect it has on the entrepreneurial process and, finally, the influence that the institutional environment has on entrepreneurial activity.
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Show moreThis empirical study is designed to examine issues associated with who people believe they are and the effect that that has on how they behave. Specifically, it considers the separate and combined effect of three individually focused identity constructs – organizational, ethnic, and professional identity – on workplace behaviors perceived by the person or significant others as being either socially desirable or deviant. The behaviors are examined from the perspective of whether they are directed toward fellow employees or the work institution itself. The paper also considers whether two dimensions of organizational culture moderate the identity-influenced expressions of particular behaviors. Information was gathered from randomly selected individuals, from across the United States, through an electronic survey. Participants worked in a range of non-profit, public, and for profit organizations and included front line direct service personnel as well as self-employed individuals, educators, and organizational leaders. A key finding was that individuals who reported higher levels of various identities did not exhibit more socially desirable workplace behaviors as had been initially hypothesized. However, both the supervision and teamwork dimensions of organizational culture were found to significantly reduce socially deviant workplace behaviors and positively influence socially desirable ones.
Doctorate of Management Programs
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