Professional Documents
Culture Documents
Entrepreneurial Motivation in Service Industries
Entrepreneurial Motivation in Service Industries
Jeffery S. McMullen
Ph (303) 410-0968
E-mail mcmullenjeff@yahoo.com
ABSTRACT
The professional services (i.e. public accounting, law, investing, consulting) are highly
susceptible to the loss of entrepreneurially-inclined employees. Often these firms watch
their departing employees become instantaneous competitive threats within their market
niche. Thus, it is essential that professional service firms understand the factors that
motivate their entrepreneurs to leave, as a means of preventing costly attrition, predicting
and preparing for the ensuing competitive landscape, and maximizing opportunity
recognition. Drawing on interview data from founding partners of three mid-sized public
accounting firms, this paper identifies motivational factors that contribute to the decision
for employees to become entrepreneurs. The role and characteristics of the “incubator
organization” (that organization where the entrepreneur was employed prior to starting a
new venture) are then examined to determine whether they: 1) contributed to the
motivation to leave and 2) influenced the characteristics of the new firm. The role and
characteristics of the professional service incubators are then contrasted with those of
high-technology incubator organizations. Similarities in motivational factors are
established, and differences are attributed to innovation. Finally, a framework is offered
to suggest that employee-retention strategies developed for high-technology industries
might be successfully implemented by service industries when the motivational factors
contributing to the loss of entrepreneurially-inclined employees are non-innovative.
2
ENTREPRENEURIAL MOTIVATION IN SERVICE INDUSTRIES:
PUBLIC ACCOUNTING FIRMS AS UNINTENDED INCUBATORS
The professional services (i.e. public accounting, law, investing, consulting) are highly
their departing employees become instantaneous competitive threats within their market
niche. Thus, it is essential that professional service firms understand the factors that
and preparing for the ensuing competitive landscape, and maximizing opportunity
recognition. Drawing on interview data from founding partners of three mid-sized public
accounting firms, this paper identifies motivational factors that contribute to the decision
for employees to become entrepreneurs. The role and characteristics of the “incubator
organization” (that organization where the entrepreneur was employed prior to starting a
new venture) are then examined to determine whether they: 1) contributed to the
motivation to leave and 2) influenced the characteristics of the new firm. The role and
characteristics of the professional service incubators are then contrasted with those of
3
ENTREPRENEURIAL MOTIVATION IN SERVICE INDUSTRIES:
PUBLIC ACCOUNTING FIRMS AS UNINTENDED INCUBATORS
interview data with the incubator literature and that of entrepreneurial motivation, the
dilemmas.
type and size of incubator organization, team formation, and motivation) (Cooper 1986),
findings from interviews with founding partners of three mid-sized public accounting
firms are presented which suggest that professional services and high-technology
industries share similar characteristics and motivational factors contributing to the loss of
classified in accordance with the “push” and “pull” models derived by Shapero and Sokol
(1982) and Vesper (1983) in which both individual differences and economic factors are
factors are “non-innovative” and therefore responsive to alleviation through the transplant
4
PREVIOUS RESEARCH
The organizations where entrepreneurs were employed prior to starting their own
firms have been shown in past research to influence the nature and success of new
ventures. (Cooper, 1986) Although this paper emphasizes the motivational factors
considers the influence that the incubator organization has on the characteristics of the
new enterprise.
Incubator Organizations
incubator organizations (those organizations designed for the sole purpose of providing a
controlled environment in which new enterprises may thrive) (Smilor and Gill, 1986;
firms where entrepreneurs work before leaving to start new ventures) (Cooper, 1985a;
Feeser and Willard, 1989). While this concentration on high-technology industries has
provided insight into the characteristics necessary for successful new venture creation in
innovative industries, it has not been extended to industries perceived as less innovative,
such as services. Cooper and Dunkelberg (1987) affirm this limitation by acknowledging
that very small firms and businesses in the service industries are underrepresented in their
survey of 890 entrepreneurs when contrasted with the U.S. business population.
Incubator organizations have been studied by Cooper (1985a) and others. These
previous studies have identified location, nature of business, type and size of the
5
influence the entrepreneurial off-spring, findings in each area have not always been
consistent.
incubator organization where the entrepreneur worked before leaving to start the new
firm. Numerous studies have found that at least one of a new company’s founders was
already working in the geographic area where the new entrepreneurial firm is located.
Percentages ranged from 97.5% in Palo Alto, 90% in Austin, Texas, and in England, 75%
in a broad study of 890 founders across the United States (Cooper, 1970; Susbauer, 1972;
Watkins, 1973; Cooper and Dunkelberg, 1981). Other studies have shown that 90 percent
industry in which they had been previously working (Brockhaus, 1982). However,
Cooper and Dunkelberg (1987) found that a surprisingly high 25% of nontechnical
founders moved when starting. They sought to explain the nontechnical entrepreneur’s
technical industries, usually start businesses related to what they did before. Conversely,
he finds that the prospective founders of nontechnical firms appear to be less tied to the
that 85% of 250 technical entrepreneurs (Cooper, 1970) and 70% of 890 founders from a
cross section of industries (Cooper and Dunkelberg, 1981) started new businesses
only about 70% of founders of low technology manufacturing firms in Michigan and
6
about 60% of service enterprises in Rhode Island had experience in similar businesses
(Hoad and Rosko, 1964; Mayer and Goldstein, 1961) These studies suggest that service
organizations.
and an “other” category that includes founders with no previous experience. Cooper
(1985b) argues that the extent to which universities and not-for-profit organizations
function as incubators varies widely depending upon the industry. Although the firms
studied by Kenney (1986), Roberts (1972), Susbauer (1972), and Lamont (1972) suggest
that substantial percentages of new technical firms studied are direct spin-offs from a
university, Cooper (1971) discovered only six of 243 firms founded in Silicon Valley
during the 1960s had one or more full-time founders who came directly from a
university. In fact, Feeser and Willard (1989) contend that, although it may be a popular
belief that universities are the source of technical start-up companies, Bruno and Tyebjee
(1984) are more accurate in noting that “this is actually the exception, not the rule.”
Size. Cooper (1985b) observes that the size of the incubator organization seems
to have a bearing upon the spin-off rates among firms in the same industry. Smaller
firms tend to have higher spin-off rates than larger firms, according to a study of small
firms (fewer than 250 employees) in England that found them to incubate at six times the
rate of larger firms (Johnson and Cathcart, 1979). This is in support of Cooper’s earlier
(1971) study, which determined spin-off rates of high-technology firms with less than
500 employees to be ten times that of larger firms. Birch (1979) surprised researchers,
7
politicians, and the business world when he reported that 81.5% of net new jobs in the
economy from 1969-1976 stemmed from enterprises with 100 employees or less. His
study and Kirchhoff’s (1995) recent reconfirmation suggest that, on average, firms with
less than 100 employees create the majority of net new jobs in the U.S. economy, but
whether new job creation and incubation are synonymous is beyond the scope of this
paper.
Canadian study observed that 64% of founders studied were from government
organizations or firms with more than $10 million in annual sales (Doutriaux, 1984).
Additionally, Cooper (1985b) studied the origins of 161 companies that had grown
rapidly to discover that three out of four had been started by entrepreneurs from large
industrial companies.
In a study of 955 high-technology foundings, Shapero (1971) found that 59% involved
teams. However, Cooper and Dunkelberg’s (1981) study of 890 founders indicated that
only 31% involved teams. Cooper and Dunkelberg (1981) contend that the difference in
the percentages of founding teams between the two studies might be due to the fact that
firms are usually manufacturers or assemblers, their ability to function is naturally more
manufacturing might seek another founder who is strong in marketing, and vice versa.
8
Motivation. Although the incubator literature acknowledges that the
negative “pushes”, including getting fired, getting out of the military, or becoming a
refugee (Shapero and Sokol, 1982). Less drastic examples of circumstances that might
encourage a potential entrepreneur to make a career change include being passed over for
a promotion, having a pet project turned down, or concluding that the organization is not
growing or developing properly. On the other hand, in Cooper and Dunkelberg’s (1981)
study of 890 entrepreneurs, only 22% left their prior position due to “pushes” (i.e. they
reported being fired, being forced to leave by factors such as their business closing, or
quitting with no plans for the future), while 58% left due to the positive “pull” of plans
for the new business. Cooper and Dunkelberg’s (1981) findings are somewhat
contradictory of one of Cooper’s earlier (1970) studies which found that 13% of
entrepreneurs were forced to leave their prior jobs, 30% quit with no plans for the future,
and 40% were determined to leave even if they had to start their own businesses.
Shapero and Sokol (1982) also observed, in a study of 109 technical company formations
in Austin, that 65% of the influences leading to new venture creation were “negative”.
After reviewing the current incubator literature, it becomes clear that different
industries are expected to be more likely to move during new venture creation, less
influenced by their incubator organization, and less likely to form teams than their high-
technology counterparts. Where clear expectations have not yet been derived for high-
9
organization, it appears that no delineation between high-technology and service firms
has arisen.
The objective of this study is to determine the role that the incubator organization
point of view of several entrepreneurs, to amalgamate their various stories, and to relate
the key themes to the conceptual framework provided by the incubator literature. The
data used stem from interviews with eight founders of three mid-sized public accounting
firms. For the purpose of this study, a mid-sized firm is defined as a firm employing
This paper employs a case study methodology (Eisenhardt, 1989; Yin, 1981).
Within this methodology, numerous cases are used for comparison purposes. Researchers
may study a number of cases jointly to inquire into the phenomenon, population, or
general condition. Stake (1998) calls this a collective case study. A collective case study
is not the study of a collective but rather instrumental study extended to several cases.
Such cases are chosen because it is believed that understanding them will lead to better
understanding, perhaps better theorizing, about a still larger collection of cases. They
may or may not be known in advance to manifest the common characteristic and may be
similar or dissimilar, redundancy and variety each having voice. (Stake, 1998).
The industry of public accounting and the individual firms involved in this study
were selected not only as a result of the author’s familiarity with them but also because of
10
Patton (1990), who provides guidelines for sampling and suggests that the logic and
power behind purposeful selection of informants is that the sample should be information
rich. Specifically, extreme case sampling is used to select participants who exemplify
clarifying factors of importance. Thus, the public accounting industry was selected
discussed were known to be what Morse (1991) defines as good informants, people who
have the knowledge and experience the researcher requires, have the ability to reflect, are
articulate, have the time to be interviewed, and are willing to participate in the study.
CASE STUDIES
partners of three public accounting firms were encouraged to give their account of the
factors that motivated them to start their own firm and the role that the incubator
organization, if any, played in the process. Following are profiles of the firms selected
Riggs Stepford Co., P.C. Riggs, Stepford and Company, is one of the five
largest public accounting firms in a mid-sized city. It offers audit and tax services as well
Wishing to escape poverty and financial dependence as his uncle had done
through entrepreneurship, Larry Riggs majored in accounting at a small college with the
goal of being self-employed. After working for a national firm for three years, he started
11
his own firm with the intention of using it as a launching pad for other enterprises. After
several partnerships and other semi-successful endeavors, Larry realized the need for
finding a partner who was interested in working in the business while he worked on the
business.
Enter Burt Stepford. After several years at a national firm, Burt decided to leave
public accounting and return home to continue his father’s business. However, a
misunderstanding occurred amongst Burt, his father, and the management, which led Burt
opportunities. While working at one of these companies, Burt met Larry Riggs, who was
engaged as the company’s independent auditor. Larry encouraged Burt to come work for
him, but Burt had already begun building his own practice at night. After a frustrating
partnership with an established local accountant, Burt reconsidered Larry’s offer and
Tasker Johnson, P.C. Tasker Johnson, P.C. currently employs about 35 people
and is one of the fifteen largest public accounting firms in one of the ten largest U.S.
cities. Tasker Johnson, P.C. specializes in audits of commercial banks although it offers
audit, tax, legal, and accounting consultation services as well. Interviews were conducted
by phone.
With the desire to climb the ladder, Robin Johnson sought employment at a
national firm. After a few years of working there, he and a couple of his friends whom he
supervised began to share their frustration with the firm hierarchy. Due to their
realization that advancement was, “more reliant upon years of employment than
12
intelligence or work ethic”, they sought to take control of their own destinies and exploit
George Tasker was one of Robin’s staff. He had recently received his MBA with
an emphasis in banking. George had a natural gift for marketing and had been
encouraged by his parents while growing up to seize the opportunity to work for himself
should it ever appear. He, Robin, and another employee left to work with a couple of
friends from another national firm only to leave again shortly thereafter to create their
Stuart, Williams, Stevens, and Malone, P.C. Stuart, Williams, Stevens, and
Malone, P.C. is a recent upstart and spin-off of Tasker Johnson, P.C. It has existed
approximately three years and employs about 15 people. Services include audit, tax, and
internal audit. However, the firm specializes in the audits of financial institutions and
After several years of employment at a small local firm, Jack Stevens sought a
position with greater opportunity at a slightly larger public accounting firm. As years
passed his firm became top-heavy with senior managers who had little hope of becoming
partners. Mutinous camaraderie collided with financial opportunity as a civil war ensued
within the incubator organization. Casual conversation led Jack to the realization that
both Stuart and Malone were equally frustrated with their current positions and were
considering leaving to start their own firms. Williams was then approached for his tax
expertise, and plans were made. The result was the birth of a new firm mirroring the old
13
RESULTS
In each of the eight interviews, the partners were asked to discuss the motivation
behind starting their own firm. They were then requested to consider the role that their
previous experience had played in their decision and the characteristics of their new firm.
location, nature of business, etc., were inquired about directly. Interview findings were
compiled to determine their congruency with the expectations suggested for service
industries by the existing incubator literature, and information was analyzed according to
the framework provided by the incubator literature to determine similarities with, and
Following are the three categories of data to which a high proportion of the
shorter the duration spent as an employee. However, the period of apprenticeship, even
when short, did have a lasting influence upon the entrepreneurs and the ventures they
created. Many of the founders interviewed were latent entrepreneurs who sought
entrepreneurship as the solution for their frustration with the incubator organization. All
fell victim to the “abusive parent” syndrome, creating the very environment they felt
had subscribed to the belief that a period of apprenticeship was necessary early in his or
her career, and many preferred national firm experience, no matter what their individual
14
background. But, background contributed to the entrepreneur’s degree of impatience
with hierarchy, and impatience was king in determining the duration of apprenticeship.
Reference was made by many to a childhood impression that shaped a life perspective
parent or role model. In fact, one interviewee captured this best by expressing his intense
desire to control his own chances for success. After growing up on a farm, he vowed
arbitrary as the weather and felt this so strongly that it eventually extended to supervisors
as well.
the motivation for its development was dependent upon the individuals and situation
involved. Teams emulated marriages in depth of relationship and were based upon
and expert), or necessity (financial and emotional support). Furthermore, they served as
HYPOTHESIS DEVELOPMENT
type, and team formation. As studies are inconclusive in the incubator literature
professional service findings is difficult. However, the interviews appear to share the
15
Finally, motivation in professional service firms shared high-technology’s muddled
In accordance with this study’s interview findings and previous research outlined
in the literature review, several hypotheses have been developed in an attempt to extend
the incubator literature to the professional services and potentially the service industries
in general.
Location. Based upon the interviews conducted in this study, it seems unlikely
that a founding partner of a professional service firm would move to a new geographic
region and forgo: (1) the ability to establish a foundation for the new business by
“moonlighting”, (2) the utilization of previous contacts (such as friends, clients, bankers,
etc.), and (3) the knowledge of the local market. Although contrary to Cooper and
Dunkelberg’s (1987) findings that 25% of non-technical firm founders relocated before
starting their new venture, interview results from this study suggest that entrepreneurial
employees who start their own professional service firms are highly likely to do so in the
not be considered “technical” under this definition, there is the potential that their study
might resemble these “technical” findings more than other service industries. Like
16
that is primarily developed through a period of apprenticeship (Timmons, 1999) in which
defined by their field. However, recent studies suggest that this period of apprenticeship
is common to all industries since the average entrepreneur has 8-10 years of experience
before departing. (Timmons 1999) This period of apprenticeship allows for thoughtful
preparation and planning (Cooper and Dunkelberg, 1981), the opportunity to acquire
years of substantial experience, the development of know-how (Vesper, 1984), and the
establishment of contacts and a track record in the industry, market, and technology niche
within which the entrepreneurs eventually launch, acquire or build a business (Timmons,
1999).
Although it appears that public accounting firms and professional service firms in
general are likely to represent the incubator characteristics of “technical” industries, this
study’s interview findings also suggest that founders of professional service firms may
serve less than the average eight to ten year apprenticeship that is more common to
technical industries. Thus, professional services fulfill, to some extent, the literature’s
expectation that service industries may be less dependent upon incubation (Cooper and
Nature. Perhaps more so than in other service industries, it is expected that firms
public accounting where the creation of a firm by a recent college graduate seems
17
unlikely. However, the nature of a public accounting practice (or law, investing,
consulting, etc.) provides for many products or areas of expertise within the discipline,
such as audit, tax, or internal audit. In addition, a firm may have a specialty within one of
these areas of focus, such as the audit of commercial banks. Therefore, the influence of
an incubator organization on the new venture can be determined by how closely the
services of the new entity reflect the old. The interview results suggest that the nature of
the new public accounting firm will be related initially to the founder’s area of emphasis
at the incubator organization and that any immediate firm specialty at the new firm will
also be the result of a similar specialty at the incubator firm. Formally stated:
Type. The dominance of publicly and privately held profit-seeking firms in the
well. The potential for a university to fulfill the role of unintended incubator by
providing highly adept accounting students or faculty members is unlikely due to the
doubtful for similar reasons. Finally, many professional service industries require some
that can only be met through a brief period of apprenticeship. These reasons may explain
why all eight partners interviewed had come from public accounting firms. Thus, it
appears that public accounting firms dominate in the incubation of new public accounting
18
firms just as publicly or privately held profit-seeking firms spawn the majority of new
somewhat inconclusive, the author shared Cooper’s logic (1985a) and expected that
smaller firms would generate a higher rate of spin-offs than larger firms. First,
employees learn about technologies or markets in small companies that can be exploited
by small firms. Second, they have greater opportunity to develop broad experience and
to participate in the management of a small firm. Finally, those who choose to work for
smaller firms might have done so due to self-selection based upon latent entrepreneurial
inclinations. Similar reasoning would suggest that most founders of public accounting
firms are from regional or local firms rather than “Big 5” national firms.
has already undergone extensive mergers and industry consolidation. Moreover, the
product of a public accounting firm, like many service industries, is inseparable from an
with name recognition, just as an individual might favor a name university when pursuing
a degree. Thus, it appears large national firms produce entrepreneurs who seek
credentials but discover unmet market niches along the way. Formally stated:
19
Although most of the founders interviewed had come from large incubators, the
fact that the research sample consisted of three mid-sized public accounting firms may
have skewed the results to favor larger incubators. This is because larger public
accounting firms are typically structured in a way that demands greater employee
accounting firms would incubate the majority of mid-sized to larger new firms. In
contrast, small local firms with very general practices would be more likely to spin-off
new firms with less specialization and fewer employees. Therefore, the author suggests
from the well of talent that incubator organizations provide, functional necessity might
not be as great a motivator. Often the allure of service industries is that the founder’s
expertise is the product, making the functional purpose of a team less compelling.
However, other factors exist that encourage team development in the venture creation
more so, one might expect founding teams developed at incubator organizations to be as
prevalent at service firms as they are at high-technology firms. Accordingly, the author
expects:
Hypothesis 6: Professional service firms will have more than one founder.
20
Motivation. Although the current literature has been inconclusive in determining
“push” or “pull” factors in the decision to pursue the process of entrepreneurship, it does
appear to suggest that negative “pushes” are more prevalent. Furthermore, there is a
implying the greater again of negative “push” factors motivating a risk-averse accountant
to assume the role of an entrepreneur. Such logic would tend to favor the argument that
negative “push” factors would be more prevalent in the partners’ decisions to create their
own firms. However, the attempt to classify this study’s interview findings as “push” or
“pull” led to the awareness that this classification schema may be insufficient.
DISCUSSION
Two fundamental flaws presented themselves during the author’s effort to classify
study’s interview findings suggest that “push” factors contributing to employee attrition
professional service industries. For example, “lack of organizational support for a product
explanation from a founder of a public accounting firm would not appear likely. Instead,
a lack of opportunity” were far more prevalent in the interview findings. However, these
classifying “pull” factors such as “desire to realize the fruition of a product idea” as
21
“encouragement (financial or otherwise) of a customer, investor, or partner” (Shapero
and Sokol 1982) to pursue it. Obviously, the latter appears universal whereas the former
Although often used in the literature to account for potential differences between
law, and many forms of consulting could all be defined as “technical”. Therefore,
segregation is more likely attributable to “innovation”. This seems logical when one
considers that the study of incubation developed from a desire to understand how
innovation is fostered in an effort to attain and sustain competitive advantage (Smilor and
Gill, 1986). Most of the corporate entrepreneurship literature remains grounded in this
desire (Peters and Waterman, 1982; Ross and Unwalla, 1986; Hoffer, 1986). This focus
has allowed for great advancement in understanding how and why incubation occurs, but
it has also led to the inability to extend the literature to other industries deemed less
economic opportunism (Gartner, 1988) have been used by researchers to determine the
the incubator literature has primarily focused its motivational analysis in accordance with
the integrated “push” and “pull” models that incorporate both individual differences and
economic factors (Shapero and Sokol, 1982; Vesper, 1983). Because this paper suggests
22
that similarities exist between incubation in the industries of high-technology and the
professional services, the author has chosen to use the “push” and “pull” models currently
serving as the convention in the incubator literature as the framework upon which
remain constant between industry settings from those that are unique to the high-
technology industries.
------------
------------
Because far more time and energy has been invested on understanding why
technology industries. Thus, many of these strategies might prove successful in “non-
innovative” industries as well. This appears even more likely after considering the
fundamental similarities between the factors of effective incubation identified for high-
“push”/”pull” classification was that the two are not mutually exclusive as the literature
suggests. Perhaps, this accounts for the incubator literature’s inconclusive results as to
which is more dominant. Everyone interviewed subscribed to the belief that a period of
23
apprenticeship was necessary early in their career, no matter what their individual
background. But, there was no denying that background contributed to the entrepreneur’s
Superficially, it appeared that the founding partner left the incubator as a result of
“push” factors such as “frustration with the management”, “lack of opportunity”, or being
“bored, insulted, or angered”, but the degree to which these “push” factors were
experienced was heavily reliant upon “pull” factors, such as childhood exposure to
employment, or an inherent personal need for control. Thus, it would appear that “push”
factors are only “push” factors when the individual has latent entrepreneurial tendencies.
In other words, a “push” isn’t felt unless a “pull” is present. This is not to say that the
most risk adverse individual can’t be pushed into entrepreneurship through a crisis or that
conducive to his personal work preferences. Rather, this relationship suggests that a
continuum exists in which the degree a “push” is felt is contingent upon an employee’s
------------
------------
What this means for the company that wishes to retain their most innovative
synonyms that the literature has considered them. If “pull” factors (inherent or external)
are not present for many of the innovative employees, then their ability to tolerate
24
“pushes” without leaving to start their own company could be equal or even greater than
or otherwise) who would consider leaving may begin to display some indication of their
intentions in accordance with the degree of “push” pressure they are experiencing long
before taking the entrepreneurial leap. In fact, “push” motivational factors, like
“frustration with management”, “boredom” with their job, or frequent agitation could be
viewed as symptoms of the “push” pressure being endured by the employee. This would
give the incubator organization an opportunity either to reduce the degree to which the
employee is feeling the “push”, if the factor is considered controllable, or to prepare for
the possibility that their employee may soon be a competitor, if the factor is deemed
uncontrollable. See Table 2. Such forewarning could allow the incubator organization
to take the appropriate steps necessary to prevent the loss of their employees or clients.
-------------
-------------
IMPLICATIONS
professional service incubator organizations is the first of many steps needed to extend
that similarities exist comes the question of whether programs designed for one industry
can be successfully implemented for another. Although the study of the role of the
elements needed to foster innovation and become more competitive, it has resulted in a
25
better understanding of why employees decide to pursue entrepreneurship. Such
could determine which motivational factors are and are not of an “innovative” nature in
Although some of the motivating factors identified in the interviews were “pull”
Moreover, the majority of motivational factors were negative “push” factors, which
suggests that the incubator firm may have had some ability to alleviate the pressure
leading to their emergence. Although these findings suggest that the incubator
organizations control many of the sources of pressure which lead employees to decide to
an organization would want to retain the employees in whom they have invested time and
money, but there can be consequences associated with the retention of an employee who
employee’s job satisfying can not be willingly provided by the incubator organization.
26
However, to come to this conclusion, management must be able to adequately assess the
REFERENCES
Birch, D. L. (1979) “The Job Creation Process.” Unpublished report, MIT Program on
Neighborhood and Regional Change prepared for the Economic Development
Administration, U.S. Department of Commerce, Washington, DC.
Brockhaus, R.H. (1982) “The Psychology of the Entrepreneur.” In C.A. Kent, D.L.
Sexton, and K.H. Vesper (Eds.), Encyclopedia of Entrepreneurship (pp.39-56).
Englewood Cliffs, NJ: Prentice-Hall, Inc.
Bruno, A.V., and Tyebjee T.T. (1984) “The Entrepreneur’s Search for Capital.” In J.A.
Hornaday, F. Tarpley, Jr., J.A. Timmons, and K.H. Vesper (Eds.), Frontiers of
Entrepreneurship Research (pp.18-31). Wellesley, MA: Babson Center for
Entrepreneurial Studies.
Cooper, A.C. (1985a) “The Role of Incubator Organizations in the Founding of Growth-
oriented Firms. Journal of Business Venturing, 1(1): 75-86.
Cooper, A.C. (1986). “Entrepreneurship and High Technology.” In D.L. Sexton and
R.W. Smilor, (Eds.), The Art and Science of Entrepreneurship (pp.153-168).
Cambridge, MA: Ballinger.
Cooper, A.C., and Dunkelberg, W.C. (1981). “A New Look at Business Entry:
Experience of 1805 Entrepreneurs.” In K.H. Vesper (Ed.), Frontiers of
Entrepreneurship Research. (pp. 1-20). Wellesley, MA: Babson College.
Cooper, A.C., and Dunkelberg, W.C. (1987) “Entrepreneurial Research: Old Questions,
New Answers and Methodological Issues.” American Journal of Small Business,
1(1): 11-23.
DiMaggio, P.J. and W.W. Powell. (1983) “The Iron Cage Revisited: Institutional
Isomorphism and Collective Rationality in Organizational Fields.” American
Sociological Review, 48(2): 147-160.
27
Doutriaux, J. (1984) “Evolution of the characteristics of (high-tech) entrepreneurial
firms.” In J.A. Hornaday, F.A. Tarpley, Jr., J.A. Timmons, and K.H. Vesper, (Eds.),
Frontiers of Entrepreneurial Research (pp. 368-386). Wellesley, MA: Babson
Center for Entrepreneurship Studies.
Feeser, H.R., and Willard, G.E. (1989) “Incubators and Performance: A comparison of
High and Low-growth High-tech Firms.” Journal of Business Venturing, 4(6): 429-
441.
Gartner, W.B. (1985) “A Conceptual Framework for Describing the Phenomenon of New
Venture Creation.” Academy of Management Review, 10(4): 696-706.
Hoad, W.M. and Rosko, P. (1964) Management Factors Contributing to the Success and
Failure of New Small Manufacturers. Ann Arbor: University of Michigan Press.
Johnson, P.S. and Cathcart, D.G. December (1979) “The founders of new manufacturing
firms: a note on the size of their incubator plants.” The Journal of Industrial
Economics, 28(2): 219-224.
Kirchoff, B.A. (1995) “Twenty Years of Job Creation: What Have We Learned?” Small
Business Foundation of America, Washington, DC, p. 19.
Mayer, K.B., and Goldstein, S. (1961) The First Two Years: Problems of Small Firm
Growth as Survival. Washington, D.C.: U.S. Government Printing Office.
Morse, J.M. (1991). “Strategies for Sampling.” In J.M. Morse (Ed.), Qualitative nursing
research: A contemporary dialogue (rev. ed., pp. 127-145). Newbury Park, CA: Sage.
Patton, M.Q. (1990). Qualitative evaluation and research methods (2nd ed.). Newbury
Park, CA: Sage.
28
Peters T.J., and Waterman, R.H. (1982) In Search of Excellence. New York: Harper and
Row.
Rice, M.P., and Matthew, J.B. (1995). Growing new ventures, creating new jobs:
principles and practices of successful business incubation. Westport, CT: Quorum
Books.
Smilor, R.W., and Gill, M.D. (1986). The New Business Incubator: Linking Talent,
Technology, Capital and Know-how. Lexington, MA: Lexington Books.
Stake, R.E. (199X). “Case Studies.” In Strategies of Qualitative Inquiry (Looking for
Book originally in Dale’s Office for details) pp. 86-109.
Timmons, J.A. (1999). New Venture Creation: Entrepreneurship for the 21st century. 5th
ed. Boston: MA: Irwin McGraw-Hill.
Vesper, K.H. (1983) Entrepreneurship and National Policy. Chicago, IL: Walter E.
Heller International Corporation Institute for Small Business.
Vesper, K.H. (1984) “New Venture Ideas: Don’t Overlook the Experience Factor.” In
D.E. Gumpert, ed., Growing Concerns: Building and Managing the Smaller Business
(pp. 28-55). New York: John Wiley and Sons.
29
Yin, R.K. (1984) “The Case Study Crisis: Some Answers.” Administrative Science
Quarterly, 26(1): 58-65.
30
Table 1. “Push” and “Pull” factors of entrepreneurial motivation grouped by
innovative inclination.
Non-Innovative Innovative
31
Motivation Profile of Individual 1: Motivation Profile of Individual 2:
Few pull factors. Many pull factors.
32
Table 2. “Push” and ”Pull” motivational factors grouped by incubator
controllability.
33