Entrepreneurship & Organization Management

Technology incubators, where new early-stage ventures accommodate in a supportive environment, are younger than 15 years of age in Iran. Nevertheless, it is necessary to localize the technology incubator models based on such parameters as culture, human resources, level of technology, and education system so as to meet an appropriate effectiveness. To achieve this goal, the present paper firstly introduces a three-stage incubation model considering special characteristics of the studied country. In this proposed model, the pre-incubation stage is the same as other currently used models but the incubation stage breaks down into two new stages namely technology incubation and technology development. The new model enhances market concentration and encourages incubator clients to finalize their products/services. This model has been successfully implemented in Kerman Technology Incubator and our experimental studies and evidences show the effectiveness of the proposed approach in improving the performance of the incubator. At the second phase, a machine learning evaluation model is developed with an aim to measure the incubator’s client performance. This model utilizes the advantages of classification algorithms for mapping the business success factors into quality of client level. Hence, different classification methods are applied and their performances have been compared together. Results show the efficiency of the developed model in terms of accuracy.

Turnover intention is a challenging issue in higher academic institutions. The contributing factors for this problem
were not well studied. Therefore, the purpose of this study was to assess the magnitude of turnover intention and
its associated factors among academic staffs of Mettu University, Ethiopia. Cross sectional study was conducted.
Simple random sampling technique was used. Data was collected using structured questionnaires. Data analysis was
conducted using SPSS version 20.0. Bivariate and multivariate logistic regressions were computed. p-Value<0.05 was
used as a cut-point to declare statistically significant variables. The overall magnitude of turnover intention was 75%
among the respondents. The odds of turnover intention among males was nearly seven times (AOR=6.78, 95%CI=2.66,
17.18) higher than that of among females. Besides, the odds of turnover intention among those who believe that it is
easy to get better job was nearly three times (AOR=95%CI=1.20, 5.90) more likely as compared to those who do not
think so. Further, the study revealed that the odds of turnover intention among those who think they can get new job
was five times (AOR=5.04, 95%CI=2.58, 9.85) more likely as compared to those who do not think so. In conclusion;
sex, employees feeling of easy to get better job, loyalty to organization and existence of alternative employment were
significantly associated with job turnover intention.

Global innovation capabilities including effective leverage of employee’s creative potential across various cultural contexts have become increasingly important. Although widely recognized among researchers and practitioners, cross-cultural differences in creativity are yet to be comprehensively explored. The paper examines differences in creativity from a process perspective and identifies distinct mechanisms that underlie differences in creativity across cultures. Specifically, the theoretical framework depicts effects of motivational, cognitive and attribution preferences on information processing strategies at every step of a creativity process and outlines how these differences result in a qualitatively different creative outcome. The perspective presented in the paper traces differences in the degree of novelty and usefulness of a creative idea to the information processing strategies that occur at every given step of a creative process. The proposed model complements prevalent social or normative approaches in the cross-cultural creativity field to provide a process-based explanation for the differences in the degree of creativity that were observed by researchers in the past.

Despite of remarkable improvement on conflict management through the implementation of various approaches across the world, conflicts issues on business are still significant in term of a consistent high number of work-related conflicts in the business sector according to recent statistics from the industries.
Study Objectives: Conflicts are inevitable part of an organisation. The way an organisation determines the root cause of the conflicts and manages them is more important. This study aims to investigate the implementation of conflict management strategies to minimise conflicts in the construction industry.
Methodology/Approach: A mixed research methodology was adopted including focus group interview, questionnaire survey to obtain data from 50 professionals. Qualitative research design adopted for this research. The focus group interview has identified that conflict management has been regarded as highly essential for organization due to the fact the conflict is inevitable and organization.
Findings: The conflicts are inevitable part of an organization but what is important is how the organization determines the root cause of the conflicts and manages them effectively. The study investigates the negotiation behavior of the entrepreneurs with focusing on how negotiation and conflicts influence the business.
Recommendations: This study recommend that managers must resolve conflict in order to work in effective way. For this they must develop strategies to resolve conflict in proper way.
Practical Implication: The findings of the paper can contribute to the body of by providing the conceptual approach for conflict management in construction industries to inform future practice and research at a strategic and tactical level.

The present study aims to investigate the impact of prior work experience influence the entrepreneurial intension in the context of Pakistan. Where 58% population lies in the age of 20-30 years, 45-45% people hold Bachelor and Master degree. 58% people have experience in private firms. Theory of planned behaviour and Kolb’s experiential learning theory examined in the study. The sample of 438 represents the population of Pakistan. Study used the PLS-SEM 3.2.7, and the techniques used involves PLS algorithm, bootstrapping, scales used witnessed by using Fornell-Larcker validity and most sensitive techniques HTMT Ratio. The study constructed the four hypothesis in light of resents literature along with the theoretical support. Moreover, study founded the positive relationship between prior work experiences, with entrepreneurial intension. In addition, components of the theory of planned behaviour also played a significant role.