Role Stress, Exhaustion, and Satisfaction: A Cross-Lagged Structural Equation Modeling Approach Supporting Hobfoll's Loss Spirals

Entrepreneurship and Eudaimonic Well-Being: Five Venues for New Science

Researchers in entrepreneurial studies are increasingly interested in the psychological well-being of entrepreneurs. Approaches to well-being tend to be partitioned into hedonic and eudaimonic formulations. Most entrepreneurial studies have focused on hedonic indicators (life satisfaction, happiness, positive affect). The central objective of this essay is to examine the relevance of eudaimonic well-being for understanding entrepreneurial experience. The theoretical background and key dimensions of eudaimonic well-being are described and their relevance for entrepreneurial studies is considered. Illustrative findings from prior well-being studies are examined, also with emphasis on possible extensions to entrepreneurship. Five key venues for the entrepreneurial field are then considered: (1) entrepreneurship and autonomy, viewed both as a motive (self-determination theory) and as an aspect of well-being (eudaimonic well-being theory); (2) varieties of entrepreneurship (opportunity versus necessity) and eudaimonic well-being; (3) eudaimonia in the entrepreneurial journey (beginning, middle, end); (4) entrepreneurship, well-being and health; and (5) entrepreneurs and the eudaimonia of others - contrasting virtuous and vicious types. In each topic, extant findings from entrepreneurial studies are considered and new research directions proposed. The overall aim is to be generative regarding the interplay between entrepreneurial experience and eudaimonic wellbeing.

Extending Theory on Job Stress

This article proposes that the variation in perceived job stress by individuals is explained by the interaction between the situational “Other 3” dimensions (locus of control, self-monitoring, and self-efficacy) and the “Big 5” personality traits. Situational stressors primarily impact the “Other 3” dimensions in the general model. The “Other 3” dimensions mediate the stressor–job stress relationship, while the “Big 5” dimensions moderate the “Other 3”–job stress relationship. In the sequential process model, the “Other 3” dimensions and job stress are cross-lagged related to define subsequent variations in the “Other 3” dimensions of personality and job stress. This perspective is consistent with the interactional perspective, wherein personality mediates the relationship of the individual with the environment. We offer several research propositions and conclude with implications for research and practice.