The aim of this study isto analyze the influence of institutional quality on the realization process of entrepreneurial intentions. In this analysis a distinction is made between opportunity-based and necessity-based entrepreneurial intentions. Using Ajzen’s Theory of Planned behavior I hypothesized that Opportunity-based entrepreneurial intentions would better translate to actual entrepreneurship than necessity-based entrepreneurial intentions. Moreover, institutional quality was expected to directly influence both types of entrepreneurship and to moderate the realization of both types of intentions to actual entrepreneurship. In order to test these hypotheses, data from the Global Entrepreneurship Monitor, The Heritage Foundation, and The World Bank was adopted, and several regressions have been performed. The outcomes show that opportunity-based intentions and necessity-based intentions translate to entrepreneurship, but that opportunity intentions are not superior in determining levels of entrepreneurship. Moreover, institutional quality has shown to negatively influence necessity intentions, but not opportunity intentions. Finally, Institutional quality negatively moderates opportunity intentions, but not necessity intentions. In conclusion, this study contributes significantly to the literature by exposing this difference in domains in which institutional quality has an effect and by displaying the potential negative effect of institutional quality on realizing entrepreneurial intentions.

The belief that intentions are hidden away in the minds of individuals has been circulating for many years. Theories of indirect perception, such as the Theory of Mind, have since been developed to help explain this phenomenon. Conversely, research in the field of human kinematics and event perception have also given rise to theories of direct perception. The purpose of the study was to determine if intentionality can be directly perceived rather than requiring inferential processes. Prior research regarding kinematics of cooperative and competitive movements have pointed toward direct perception, demonstrating participants can accurately judge a movement as cooperative or competitive by simply observing point-light displays of the isolated arm movements. Considering competitive movements are often performed faster than cooperative movements, speed was perturbed for the purpose of this study to determine if participants are relying on cues or if they can indeed perceive a unique kinematic pattern that corresponds to intentionality. Judging the clips correctly despite perturbation would suggest perception is direct. Additionally, we hypothesized judgments accuracy would be higher in the presence of two actors pointing to the use of interpersonal affordances. Twenty-eight participants from the University of Central Florida were asked to judge 40 clips presented in random order including: normal or perturbed competitive actions with one or two actors; normal or perturbed cooperative actions with one or two actors. Percent correct and reaction time data were analyzed on SPSS using a repeated measures ANOVA. Results rejected the hypothesis that social perception is direct and supported indirect perception, indicating participants relied on cues to make judgments, and provided potential support for the interpersonal affordance hypothesis.

Non-family employees are indispensable resources for family firms as they grow. However, despite the recent scholarly attention toward non-family employees, it is still not clear how such important human resources should be managed and/or retained in family firms. To add to the limited body of knowledge on non-family employees working at family firms, this dissertation highlights the role of family-friendly workplace practices in preventing turnover intentions of non-family employees based on conservation of resources theory. Drawing on a sample of 116 dyad data (family business owner - non-family employee), this dissertation shows that family-friendly workplace practices prevent turnover intentions of non-family employees through decreased burnout. Moreover, it is found that family-friendly workplace practices in the family firms are affected by family influence. Thus, this dissertation not only creates avenues for future research on non-family employees, but also provides insight into the critical role of family-friendly workplace practices in the family firms.

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