• Ingen resultater fundet

Limitations and further research

6. Discussion

6.8. Limitations and further research

This paper has several limitations. Some of them are related to my methodological choices. For example, I base my research on the job attributes identified by Tumasjan et al. (2011) and the big five personality traits, without considering additional attributes and characteristics. The use of conjoint analysis and the BFI also has its limitations and both methods are prone to errors.

These limitations and others related to my methodology are discussed in chapter four.

Then there is the question of what my findings actually show. My research objective is to identify what attracts people to startup companies and to examine what influences this. But can we use the results to conclude actual person-entrepreneurship fit? This study can not predict how the perceived person-entrepreneurship fit influence actual job choice and it can not predict actual person-entrepreneurship fit at the posthire stage. What my study can predict is prospective applicants’ subjective interpretations of fit. The respondents assess the attributes in a hypothetical setting. The conjoint experiment presents a simplified reality, with limited information. In addition, the unclear roles and structures of startup companies may make it impossible for job seekers to determine compatibility with the job offer even in a real life situation. Further research should investigate whether this subjective fit influence actual job choice in a real-life setting. If a startup highlights some of the attractive attributes identified in this paper, in their employer branding, will individuals that are attracted to these attributes be more likely to apply for a position?

Future research should also investigate whether the importances change when people actually start working in a startup. Values are shown to transform in new work environments

75 (Chatman,1991; Kohn and Schooler, 1978), and attributes that individuals found attractive when reviewing a job offer, might not be suitable in practice. For example, applicants may overestimate the value of flexible working hours in a startup setting. When experiencing this in real life, they might find that this in fact means a reduced work-life balance, and this might be unsatisfying. Future research should therefore investigate if people value the attributes they were attracted to when they reviewed the job. Do the stated preferences of prospective applicants change after they have experienced working in a startup?

Moreover, this paper does not identify a “startup employee personality profile”. I do not identify a certain composition of personality trait scores that will indicate attraction to startup companies.

Also, I do not examine whether certain personality trait scores indicate attraction to startups in general. Future studies should examine this further. Can we identify distinct personality profiles that have similar preference sets? And can a certain personality profile predict perceived fit and attractiveness towards startup companies?

These and related questions should be addressed in future research. I believe that my research provides valuable knowledge about the attractive attributes of startups and the influence of personality. This can serve as a basis for future research in this field.



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