R
Roy Thurik
Researcher at Erasmus University Rotterdam
Publications - 411
Citations - 34875
Roy Thurik is an academic researcher from Erasmus University Rotterdam. The author has contributed to research in topics: Entrepreneurship & Per capita income. The author has an hindex of 82, co-authored 405 publications receiving 31531 citations. Previous affiliations of Roy Thurik include Econometric Institute & Indiana University.
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Start-Up Capital: Differences Between Male and Female Entrepreneurs 'Does Gender Matter?'
Roy Thurik,Ingrid Verheul,Robert Cressy,Stijn Goossens,P.A. Risseeuw,Heleen Stigter,Frits van Uxem,Erik P. M. Vermeulen +7 more
TL;DR: In this article, the authors test whether gender has an impact on the size and composition of start-up capital in Dutch start-ups, using data from 2000 Dutch starting entrepreneurs, of whom approximately 500 are women.
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Does Self-Employment Reduce Unemployment?
TL;DR: In this article, the authors investigated the dynamic interrelationship between self-employment and unemployment rates and found that higher rates of selfemployment may indicate increased entrepreneurial activity reducing unemployment in subsequent periods, and that the 'entrepreneurial' effects are considerably stronger than the'refugee' effects.
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Postmaterialism Influencing Total Entrepreneurial Activity Across Nations
TL;DR: In this article, the authors explore how postmaterialism may explain the differences in entrepreneurial activity across countries and suggest that other than economic factors are at play, such as demographic and social factors.
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Allocation and Productivity of Time in New Ventures of Female and Male Entrepreneurs
TL;DR: In this paper, the authors investigated time allocation decisions in new ventures of female and male entrepreneurs using a model that distinguishes between effects of preferences and productivity on the number of working hours.
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Human Resource Management With Small Firms; Facts And Explanations
TL;DR: In this article, the authors examine determinants of the formalization of HRM practices with small firms and derive five hypotheses that identify possible determinants, including firm size, family business, the availability of an HRM department or HRM manager, and the existence of a formal business plan.