Narratives are important facilitators of resource mobilization. Specifically, entrepreneurs and ventures utilize narratives to persuade stakeholders to part with resources and support innovative activities and entrepreneurial action. We investigate the narrative discourse of university-industry contract research proposals to understand how language determines the speed of contract research acceptance or rejection (i.e., speed to decision) and the mobilization of nonfinancial capital resources. Ventures that can increase decision-making speed can gain access to valuable resources quicker, which supports their orchestration. Utilizing Linguistic Inquiry and Word Count software, we explore the narrative content of 3,422 contract research proposals. Findings show a positive association of entrepreneurialoriented language and specific cognitive-oriented language with decision-making speed, which in turn shows a positive association with contract research proposal acceptance. Our findings have important implications for theory, practice, and policy.

The current study uses SUMAD meta-analytic methods (Oh, 2020) to examine gender differences in social responsibility and family-to-work conflict. Synthesizing evidence from across social science literature, the results of this study provide an evidence-based foundation to support more theorizing and practical discourse regarding gender effects in entrepreneurship. As explained by theories of socialization and social roles, gender differences in (a) socially responsible attitudes and behaviors and (b) the balance between family and work responsibilities, are likely two of the more pervasive gender effects that influence entrepreneurial careers. The goal of this study is to motivate more research and practical discussion on these and related gender effects to improve our understanding of entrepreneurship phenomena. Using firm performance as an example, the results of the SUMAD meta-analysis suggest that gender effects related to social responsibility and family-to-work conflict have significant consequences for entrepreneurship outcomes. Based on the evidence and theory rooted in socialization and social roles, the current study calls for more theorizing and primary-level studies on these and related gender effects in entrepreneurship research. Comment to Readers: Does gender matter? Of course it does (depending on the issue). A simple search of “does gender matter” reveals ample discussion on this topic across a variety of gender issues. In this article I highlight gender regarding differences between women and men in social responsibility and family-to-work conflict. As the evidence suggests, gender does indeed matter as women – on average – are more socially responsible and have more family-to-work conflict than their men counterparts. The results of this study show that greater social responsibility is tied to better business performance whereas greater family-to-work conflict is tied to worse business performance. So, what should we do? First, acknowledge the fact that women and men are different in the contexts of social issues and family matters to clear the way for constructive discourse about these gender differences. Second, embrace that women are higher than men in socially responsible attitudes and behaviors, and that more women in business could inherently result in more socially responsible business practices. Moreover, while this is a societal win in and of itself, the results suggest it could also carry over to improved financial and economic performance. Lastly, focus more on “why” there are differences between women and men regarding family-to-work conflict. Specifically, emphasize both societal-driven influences (e.g., stereotypes; biases) and individual-driven influences (e.g., individual differences; personal preferences). Understanding these influences, which are not mutually exclusive, is key for maximizing the personal and professional well-being of both women and men.

Nonnative accent often leads to prejudicial judgments. In this paper, we examine the effect of a job candidate's Mandarin Chinese accent on a hiring manager's perceptions of trust and the three dimensions of trustworthiness. The results of an online experiment with 179 working adults suggest that speaking with a nonnative accent (vs. no accent) adversely affects hiring decision-makers' perceptions of trust and the ability dimension of trustworthiness, but not the benevolence and integrity dimensions. We also examined the effects of perspective taking (vs. no perspective taking) on trust and trustworthiness to test its beneficial role in interpersonal evaluations. The findings suggest that perspective taking may significantly mitigate the effect of language-based stigma on people's judgments, providing evidence-based insights for organizational leaders and HR professionals.

Narratives are an important facilitator of entrepreneurial resourcefulness. Specifically, entrepreneurial narratives are a conduit to persuade individuals to part with resources to support entrepreneurial action. We investigate the narrative discourse of university-industry contract research proposals. University-industry contract research depends on the individual academic’s decision to contract with the venture. Of particular importance, is the speed at which the academic decides to contract with the venture, which we define as speed to decision. Ventures that can increase the speed to decision are able to gain access to valuable resources quicker, which supports their orchestration. Utilizing Linguistic Inquiry and Word Count (LIWC) software, we explore the narrative content of 3,420 industry-initiated contract research proposals submitted to Scottish Universities to understand how the narratives of contract research proposals determines the speed of contract research acceptance or rejection (i.e., the speed to decision). Our findings reveal that contract research proposals associated with entrepreneurial-orientated language (EOL) and specific cognitive-orientated language (COL) determines decision-making speed which, in turn, determines contract research proposal outcome/acceptance. Additionally, the interaction effects of EOL and COL within contract research proposals influences decision-making speed. Our research imparts important contributions to entrepreneurship theory, as well as having practice and policy implications.

This study used meta-analytic methods complemented with an “attracting the crowd” framework to develop and test a model that connects campaign characteristics to fundraising outcomes. The proposed framework suggests that all paths between a crowdfunding campaign and its outcomes run through a single primary mechanism – attracting the crowd. A total of 36 separate meta-analytic associations across 112 samples (k = 112) with more than 3.5 million observations (N = 3,546,755) were computed to examine the proposed framework. Results suggest that the amount of text, videos, and positive tone of a campaign have a positive association with the number of backers contributing to a campaign. Number of backers in turn showed a positive association with funding amount and funding success. The results support the proposed framework and suggest that number of backers is a key mechanism that connects campaign characteristics to funding amount and funding success. A post hoc analysis was also performed to examine the association between gender and funding outcomes. The results suggest that the gender of those seeking funding has little direct influence on number of backers, funding amount, and funding success, which offers support for arguments of gender equality in online fundraising. Implications for research and practice are discussed.

Using gender homophily and gender socialization as theoretical foundations, the current study takes the position that both funder-driven (supply-side) and entrepreneur-driven (demand-side) processes perpetuate the gender gap in venture funding. Using this positional anchor, I performed a meta-analysis on gender-funding associations. The results show that gender-funding associations are different across funding contexts, which is consistent with what gender homophily and a funder-driven perspective might suggest. However, the nature of the difference depends on whether the outcome is funding amount or funding success. In addition, business size and industry sector were found to fully mediate the relation between entrepreneur gender and funding needed. This finding is consistent with what gender socialization and an entrepreneur-driven perspective might suggest. The mediation results ultimately suggest that female entrepreneurs need less funding for their ventures, which in turn results in less funding amounts but greater funding success. As such, there is one gender gap to the disadvantage of female entrepreneurs (funding amount) and another gender gap to the advantage of female entrepreneurs (funding success). Together, the perspectives and findings presented in this paper provide insights for both research and practice on the gender gap(s) in venture funding.

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The authors developed and tested a two-by-two framework that identifies the strength of relationships between facets of negative affect (trait and state) and facets of organizational citizenship behavior (OCBI and OCBO). The framework is based on a stream of research concerned with dispositional- and situational-based predictors of OCB and is complemented with the phenomenon of social exchange spillover. Hypotheses were developed and tested using meta-analytic data to provide an authoritative perspective on the relationships of interest. The results largely support the proposed framework and suggest the strongest relationships are those between trait negative affect and OCBO, whereas the weakest relationships are those between state negative affect and OCBI. The authors discuss implications for research and practice concerning relationships between negative affect and OCB.

HR outsourcing in the US is booming. In fact, the HR outsourcing trend has steadily increased over the past decade (HR Outsourcing Trends Report, 2018). Although academic literature has taken an interest in this phenomenon, there is still much to learn about how and why HR outsourcing impacts its most vulnerable clients: small firms. In this paper, we advance the current state of HR outsourcing research by filling gaps related to theory and empirical research. We present a new perspective rooted in the underpinnings of TCE theory by describing how HR outsourcing is related to employment relationships within the small firm context. We supplement our proposed model with an examination of small firms in the US. As explained in our model, we suggest that small firms can benefit from HR outsourcing through employee-related outcomes such as turnover and productivity. Results presented in this paper support the idea that HR outsourcing has a meaningful relationship with both turnover and productivity. The evidence also suggests that small firms’ age, number of employees, and outsourcing configurations play a significant role in these relationships. In all, this paper provides a theoretical framework for future HR outsourcing research complemented with empirical evidence. Implications for research and practice are discussed.

In this paper, we explore the relationship between gender and funding raised through equity crowdfunding. Using data collected from the population of US equity crowdfunding campaigns, we find that campaigns receive significantly less funding when the primary signatory is female. Furthermore, we explore interactions between gender and a campaign’s funding target. The results suggest that campaigns raise significantly less funding, as the target amount increases, when the primary signatory is female. These results are the first to suggest a relationship between gender and funding among the population of US equity crowdfunding campaigns. Implications and future directions are discussed.

Drawing from the underpinnings of equity theory, we present and empirically test a model that examines the relationship between gender (female) and organizational citizenship behavior (OCB) through a moderated (organizational justice) mediation (trust in supervisor) pathway. Results show that gender (female) is related to OCB and this relationship is mediated by trust in supervisor. Furthermore, distributive justice and procedural justice display a moderating influence on the overall pathway linking gender (female) to OCB. However, while distributive justice has a positive moderating influence, procedural justice has a negative moderating influence. We discuss the implications of these findings for gender (female) and OCB research.

Many species complexes have diversified rapidly and recently, resulting in morphologically diverse populations; however, the rapid pace of diversification often prevents identification of clear phylogeographic structure. Recently, the use of large genomic and reduced-representation genomic datasets has improved resolution of the evolutionary histories in such species and allowed identification of lineages on distinct evolutionary trajectories. The northern flicker (Colaptes auratus) and gilded flicker (Colaptes chrysoides) form a polytypic superspecies group with a complex taxonomic history. The superspecies group includes up to 13 described subspecies, which represent slight geographic variation among five main morphological groups: red-shafted flickers of western North America (cafer group), yellow-shafted flickers of eastern North America (auratus group), Cuban flickers of the Caribbean (chrysocaulosus group), gilded flickers of the U.S. south-west and Mexican north-west (chrysoides group), and Guatemalan flickers of Central America (mexicanoides group). These groups are largely differentiable by variation in feather shaft colour, malar colour, throat colour, crown colour, and back barring. Here, using mitochondrial DNA (mtDNA) and hundreds of single nucleotide polymorphisms (SNPs), we characterized the genetic relationships and genomic distinctiveness of the five morphological groups. We found the mexicanoides group to be the most genetically distinct in both mtDNA (∼1.4% sequence divergence) and large SNP panels. The chrysocaulosus group is differentiated by a single basepair mutation in a small mtDNA fragment. In both mtDNA and SNP panels, there is little genetic distinctiveness between auratus, cafer, and chrysoides morphological groups, with evidence of admixture and a lack of fixed differences.

In this study, we sought to better understand the precursors to successful team outcomes in self-managed teams. More specifically, we looked at the impact of other-oriented psychological process of prosocial motivation and perspective taking on team members’ propensity to engage in leadership behaviors and team satisfaction ratings. In support of an other-oriented approach, we find that prosocial motivation results in higher levels of team satisfaction, and that this effect is also partially mediated through perspective taking. In addition, findings suggest that high levels of prosocial motivation are negatively related to peer ratings of emergent leadership behaviors, and that this effect is mediated through perspective taking. We believe these findings indicate that individuals high in both prosocial motivation and perspective taking are more likely to promote a sense of shared leadership and lessen the degree to which any one individual is viewed as a leader within self-managed teams.

Research has begun to acknowledge the growing trend in which small businesses are outsourcing their HR activities. However, there continues to be a lack of theoretical development explaining the processes through which HR outsourcing might influence small business outcomes. As such, we propose a conceptual model which suggests a complementary perspective encompassing processes of interorganizational relationships and competitive advantage. In doing so, we apply network organization theory and the resource based view to suggest important mechanisms and boundary conditions which might influence the HR outsourcing - small business performance relationship. By implementing a network organization perspective, our framework adds new insights into how relational aspects of small business - HR vendor exchanges might result in a competitive advantage for small businesses, ultimately impacting small business performance.

In Computer Aided Design (CAD) 3D objects are often represented in form of trimmed NURBS surfaces. However, the rendering of NURBS surfaces is not directly supported by common graphics hardware. Special tessellation and trimming algorithms are required to convert the parametric NURBS surfaces into a polygonized form so that the GPU can properly render the NURBS surfaces. This thesis describes the implementation and further analysis on a fast and efficient GPU based rendering algorithm for trimmed NURBS surfaces presented by Michael Guthe. The algorithm uses texture based trimming methods and is using the GPU to evaluate NUBRS surfaces. To further optimize the algorithm, a detailed analysis of the algorithm is shown. The bottlenecks of the algorithm are illustrated and further improvements to counter the found bottlenecks are presented. The algorithm is evaluated and reviewed to identify, if it can be used to visualize high detailed aircraft models that are created by the geometry library TiGL. Compared to conventional algorithms, the presented tessellation and trimming algorithm could improve the performance and visual appearance of rendered aircraft models.

Although theories of affect-behavior relationships have emerged as prevalent explanations for individuals’ level of task effort, there continues to be several possible relationships between affective states and effort as explained by prior literature. In the present study we utilize samples of individuals engaged in student business start-ups to add to the literature on affect-behavior relationships. Specifically, we use a two-study design to investigate the relationship between task-related affect and task persistence. Findings across the two studies suggest that task-related positive affect is positively associated with task persistence. In addition, results from Study 1 indicate a moderating effect of self-set goals on the affect-persistence relationship. A moderated (trait-arousal) mediation (task-related cognition) model of the affect-persistence relationship is tested and supported in Study 2. Implications of the findings are discussed.

Die am Deutschen Zentrum fur Luft- und Raumfahrt entwickelte Geometriebibliothek TiGL und die dazugehorige Software TiGLViewer ermoglicht es den Wissenschaftlern am DLR 3D Geometrien aus CPACS Datensatzen zu erzeugen und zu visualisieren. Aktuell konnen von TiGL nur simple Geometrien wie z.B. Flugzeugrumpfe und die Flugel erzeugt werden. In dieser Arbeit wird dargestellt wie TiGL und der TiGLViewer dahingehend erweitert wurden, sodass die Flugelgeometrien genauer berechnet und visualisiert werden konnen. Dazu gehort besonders die Modellierung und Berechnung von Kontrollflachen, Landeklappen und Spoilern. Durch die Anpassung und Erweiterung der Geometrieberechnung ist es moglich genauere Simulationen zu berechnen um z.B. die Radarsignatur des Luftfahrzeugs mit aus und eingeklappten Landeklappen zu vergleichen und zu untersuchen.

This chapter reveals that Missouri's branch banks, which played a critical role in financing the secession movement in Missouri, were with few exceptions of recent origin when the war started. Until the law changed in 1857, Missouri's constitution of 1820 allowed only one currency-issuing bank in the state, with a maximum of six branches, counting the parent bank. Since its establishment in 1837, that bank had been the Bank of Missouri. Between 1857 and the end of 1860 the number of chartered banks in the state, counting parents and branches, increased seven-fold. By January 1861, Missouri had nine currency-issuing banks with thirty-three external branches, none of which, except for the Bank of Missouri, had been in business for more than three and a half years. Twenty of the thirty-six new banks had existed for eighteen months or less.