學術研究 • ACADEMIC RESEARCH 50 澳大新語 • 2024 UMAGAZINE 30 張麗文是澳門大學工商管理學院助理教授，於佛羅里達州立大學取得組織行為與人力資源管理博士學位。她的研究 聚焦於企業如何吸引及甄選有潛力的合適人才，並在聘用後留住這些員工。她曾在《Journal of Applied Psychology》 和《Personnel Psychology》等著名期刊發表論文，並獲美國管理學會人力資源分會頒發2014年學術成就影響力獎。 Zhang Liwen is an assistant professor in the Faculty of Business Administration at the University of Macau. She obtained her PhD in organisational behaviour and human resources from Florida State University. Her research focuses on how organisations attract and select potentially qualified job candidates and further retain them after hiring. Her papers have been published in prestigious journals, including the Journal of Applied Psychology and Personnel Psychology. She was awarded the 2014 Scholarly Achievement Impact Award by the Human Resources Division of the Academy of Management. 「學術研究」為投稿欄目，內容僅代表作者個人意見。 Academic Research is a contribution column. The views expressed are solely those of the author(s). them distance themselves from previous setbacks and reset themselves for future entrepreneurial goals, leading to better outcomes in their next entrepreneurial attempt. Third, our findings suggest a novel advantage for women: after exiting entrepreneurship, female entrepreneurs, unlike their male counterparts, do not significantly reduce their entrepreneurial intentions. The disadvantages female entrepreneurs face at the earlier stages of entrepreneurship may have paradoxically shielded them from the liability of entrepreneurial failure or exit. Policymakers and investors may consider providing female entrepreneurs sufficient opportunities (e.g., policies, training) to promote and support their entrepreneurial attempts right after they exit entrepreneurship. In contrast, male entrepreneurs tend to experience a temporary dip in entrepreneurial intention after leaving entrepreneurship. Policymakers and investors may consider providing former male entrepreneurs with resources (e.g., psychological support) and time to help them recover from their entrepreneurship exit and to encourage future entrepreneurial attempts. Breaking the Stereotype Overall, we examined whether, when, and which entrepreneurial experience influences voluntary turnover in subsequent wage employment. Our findings challenge the prevailing hiring stereotype that all former entrepreneurs pose a high risk of quitting. Recruiters holding this stereotype may prematurely exclude former entrepreneurs from consideration. natural clock time (e.g., years, days, hours) is more commonly used when considering individual work and life experiences in general, we found that neither the duration in nor the duration away from entrepreneurship was a significant predictor of subsequent entrepreneurial intention, turnover intention, and voluntary turnover. Timing and Gender Differences in Entrepreneurial Experience In the research, we adopted a temporal perspective to conceptualise prior entrepreneurial experience. Our findings provide three novel insights and implications for practice. First, our findings challenge the prevailing stereotype that all entrepreneurs are risky quitters in wage employment. They highlight the importance of the timing of entrepreneurial experience in predicting former entrepreneurs’ post-entrepreneurship employment attitudes (e.g., entrepreneurial intention, turnover intention) and behaviour (voluntary turnover). Hiring former entrepreneurs, especially those who have recently quit entrepreneurship, could benefit organisations by bringing in fresh entrepreneurial skills without the potentially high cost associated with turnover. Second, our findings suggest that former entrepreneurs need time to recover financially and emotionally from their previous entrepreneurial exit before they are ready to re-enter entrepreneurship. Former entrepreneurs, especially those who failed, may benefit from giving themselves time by taking up a wage job to recover from their past entrepreneurial experience. Doing so may help
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