Multidimensional Assessments of New Venture Legitimacy

Multidimensional Assessments of New Venture Legitimacy

Pages: 300
DOI: 10.4018/979-8-3693-0736-6
ISBN13: 9798369307366|ISBN13 Softcover: 9798369350065|EISBN13: 9798369307373
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Description & Coverage
Description:

New entrepreneurial ventures face a “liability of newness”; their risk of failure is much higher than for established organizations (Stinchcombe, 1965). This uncertainty and lack of operating history make it difficult for them to access needed resources to exploit opportunities (Zimmerman & Zeitz, 2002). To overcome this liability, entrepreneurs strive to establish organizational legitimacy: a “generalized perception or assumption that the actions of an entity are desirable, proper, or appropriate within some socially constructed system of norms, values, beliefs, and definitions” (Suchman, 1995, p. 574). Although organizational legitimacy attainment and management is relevant for all organizations (Suchman, 1995), it is in the early phases of venture development - when a venture is still young, resource constrained, and extremely uncertain (McMullen & Shepherd, 2006) - that legitimacy hurdles and challenges are greatest (Fisher, Kotha, & Lahiri, 2016). For entrepreneurs, establishing and maintaining new venture legitimacy is complex; research has highlighted various specific contingencies that complicate this process. There is tension between fitting in with market norms, values, beliefs, and definitions, and standing out from others in the market to gain a differentiation advantage (Gehman & Grimes, 2017; Navis & Glynn, 2010, 2011; Zhao et al., 2017). There is a need to establish legitimacy with different groups of stakeholders (Fisher et al., 2017) and to account for different market contexts in which a venture operates (Navis & Glynn, 2011; Tracey, Dalpiaz, & Phillips, 2018; Soublière & Gehman, 2019; Younger & Fisher, 2020). And all this takes place in a processual way over time; legitimacy is not something that is established quickly or simply (Suddaby, Bitektine, & Haack, 2017; Tracey et al., 2018).

The main objective of this edited book is to generate a collection of theoretical and empirical chapters dealing with issues related to entrepreneurial legitimacy, and to provide new answers in this research perspective. Its chapters can follow a qualitative or quantitative approach. They can relate to different epistemologies as long as the implications and research issues are clarified. They must show rigor in the conceptual and theoretical framework and in the methodology used.

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Editor/Author Biographies
Khaled Tamzini received his Master’s degree in Management sciences and his Post-graduate diploma in Human Resource Management from the High Institute of Management of Tunis (1997-1999). He received his PhD degree with honors from the Faculty of Economic Sciences and management Sciences of Tunis in 2014. He founded and directed during 5 years (2006-2011) a recruitment agency. He justifies an experience of over 10 years (since 2001) as a senior trainer for the account of several national companies in the field of Human Resources Management. Dr. Tamzini is actually an Assistant professor of Strategic Human Resource Management at the IHCS of Sousse (Tunisia) where he teaches Human Resource management and Strategic management. He is a member of the Research laboratory "LARIME" and panel member of the International Association of Strategic Management (France). He is a reviewer for several international scientific meeting as the Academy of Management Meeting, the Academy of International Business, the European Academy of Management Conference. His research interests include the Resource-Based View, Knowledge Management, Talent management, Employer branding, Human resource marketing, Human Capital, Sustained Competitive Advantage and Strategic Human Resource Management.
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