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The purpose of this study is to critically examine and review the extant research on corporate entrepreneurship champions in the broader area of corporate entrepreneurship and to uncover the avenues for advancement of the scholarship with the purpose of engaging CE champions towards the upliftment of organisations in particular, and younger workforce in general.

In this study, authors employ bibliometric analysis through a review of 274 papers fetched from Web of Science and Scopus databases.

The authors set the agenda for future research and policy by elucidating research themes and potential research questions by bringing out twelve themes classified into five basic themes, three niche themes, three motor themes, and one key theme, while also providing the methodological inputs for carrying out this agenda.

This study adopts a unique lens of investigation in contextualising the role of self-efficacy, employee engagement, and career choice for the younger workforce.

This paper seeks, from the perspective of the significant change (SC) champion, to explore the motivation behind why an individual willingly adopts SC. This research attempts to identify the key motivational traits that inspire these early change adopters.

An in‐depth case study is used to research and identify key early adopters traits. This is followed by a survey based on APEX emotional intelligence profiling traits to do an in‐depth investigation.

The SC‐champion has an interest to re‐affirm one's importance in the organization as well as enhance his/her respect, which is not necessarily linked to longevity. There is an emphasis on intrinsic values favoring team involvement. Of the APEX identified four profiles, the red‐performers are the least preferred.

Because qualitative methodologies are used and a limited survey respondent pool (n=25), caution is advised in freely generalizing these findings. The research on the subject matter is offered as a means to substantiate or refute the propositions. The intent is to offer the findings for possible transferability where logic and reality can assist.

The need to deal with SC is becoming crucial to the ongoing success of organizations. By identifying and investigating the motivational factors behind early acceptance, the organization can begin to deal with change urgency and optimize the benefits from change transformations.

Since change is recognized as an ongoing phenomenon, looking at the motivation behind the early adopters will aid organizations in identifying those key traits that aid in optimizing successful SC transformations.

The purpose of this study is to analyze the case of Ximena Aguilera, a prominent Chilean epidemiologist, as an exemplar of a champion in times of COVID-19 in Ibero-America. We also refine our understanding of the nature of a champion facing wicked problems.

The authors use qualitative case analysis to examine Aguilera’s actions in response to COVID-19 and compare her actions with the characteristics of an emerging theory of champions facing wicked problems.

This study builds iteratively upon prior analysis of gender equality champions and finds that the depth, scope and leverage of embracement of champions in times of COVID-19 are parallel to those of gender equality champions. The authors also discuss the findings from the perspective of wicked problems.

Future qualitative and quantitative work is needed to examine the boundaries of the theory of champions facing wicked problems across a wider range of problem domains and in a wider population of champions.

Wicked problems can occur in multi-level organizational structures, and understanding the characteristics of individuals best-suited to contribute to the definition and solution of these problems is relevant to organizational selection, development, policy and practices.

Many of the society’s greatest challenges are defined as wicked problems, so understanding the champions of wicked problems is critical for public policy and societal advancement efforts. The nature of wicked problems is considered, and the implications of champions of wicked problems for society are discussed.

This work offers an in-depth examination of a champion facing a wicked problem, here the COVID-19 pandemic, while the crisis is ongoing. By capturing the champion’s observations and experiences in real time, the authors obtain a perspective that is unique and unavailable through other methods.

El propósito de este estudio es analizar el caso de Ximena Aguilera, una destacada epidemióloga chilena como ejemplo singular de una paladín enfrentando COVID-19 en Iberoamérica. También perfilamos nuestra visión de la condición de una paladín enfrentando un problema complejo y de difícil solución.

Utilizamos el análisis de un caso cualitativo para examinar las acciones de Ximena Aguilera en respuesta al COVID 19. Comparamos sus acciones con las características de una teoría emergente de paladines enfrentando problemas complejos.

Este estudio se fundamenta en forma reiterativa en un análisis previo de paladines de igualdad de género y encuentra que la profundidad, alcance y efectividad del acogimiento de los paladines enfrentando COVID-19 es similar a la de aquellos paladines de igualdad de género. También analizamos los resultados bajo la perspectiva de los problemas complejos.

Este trabajo ofrece un análisis profundo de una paladín enfrentando un problema complejo, la pandemia del COVID-19, estando la crisis en curso. Al captar las observaciones y experiencias de una paladín en tiempo real, logramos una perspectiva que es única y que no está disponible a través de otros métodos.

Se requiere en el futuro de investigación cualitativa y cuantitativa para analizar los límites de la teoría de paladines enfrentando problemas complejos a través de un rango más amplio de problemas y en una población más extensa de paladines.

Los problemas complejos pueden presentarse en estructuras organizacionales de niveles múltiples y entender las características de quienes son más aptos para contribuir a la definición y solución de estos problemas, resulta importante para la selección y el desarrollo de normas y prácticas organizacionales.

Muchos de los más grandes retos de la sociedad son definidos como problemas complejos, por lo que, para las normas públicas y los esfuerzos de avance social, es fundamental entender a los paladines enfrentando problemas complejos. Consideramos la naturaleza de los problemas complejos y también discutimos las implicaciones de los paladines de problemas complejos para la sociedad y la práctica de la gestión.

O objetivo deste estudo é analisar o caso de Ximena Aguilera, uma epidemiologista chilena, como um exemplar único de uma líder em tempos de Covid-19 na Iberoamérica. Nós também aprimoramos nosso entendimento sobre a natureza de uma profissional lider que enfrenta soluções para um problema considerado complexo.

Nós usamos uma análise de caso quantitativa para examinar as ações de Ximena Aguilera no combate à COVID-19. Nós comparamos suas ações com as características de uma teoria emergente de líderes que enfrentam problemas complexos.

Este estudo utiliza análises prévias de estudos anteriores de igualdade de gênero e descobre que o profundidade, âmbito e a influência do acolhimento de líderes em tempos de COVID-19 são paralelos aos de igualdade de gênero. Neste estudo também discutimos os resultados sob a perspectiva de problemas considerados complexos.

Este trabalho oferece um estudo profundo de uma líder que enfrenta um problema complexo, como a pandemia global chamada COVID-19, enquanto a crise da pandemia acontece. Através das observações e experiências obtidas pela líder em tempo real, conseguimos obter uma perspectiva única e indisponível de se conseguir por outros métodos.

é preciso que se façam futuros trabalhos quantitativos para se examinar os limites da teoria de líderes que enfrentam problemas complexos, através de um escopo maior do problema em uma população mais abrangente de líderes que buscam soluções para problemas complexos.

problemas complexos podem ocorrer em estruturas organizacionais de vários níveis. O entendimento das característica de individuos melhor qualificados que possam contribuir para a definição e solução de tais problemas é de extrema relevância para a seleção, desenvolvimento, regras e práticas organizacionais.

Muitos dos maiores desafios de nossa sociedade são chamados problemas complexos ou de difíceis soluções. Assim sendo, o entendimento das ações dos líderes que enfrentam esses problemas é crítico para as diretrizes de políticas públicas e esforços sociais avançados para se combater o problema. A natureza desses problemas é considerada neste estudo bem como as implicações das ações dos líderes desses problemas para a sociedade, sendo que práticas gerenciais são particularmente discutidas.

Drawing from conservation of resources (COR) theory, this study investigates the relationship between employees' perceived career progress and their championing behavior and particularly how this relationship might be invigorated by two critical personal resources at the job (work meaningfulness) and employer (organizational identification) levels.

Quantitative data were collected from a survey administered to 245 employees in an organization that operates in the oil industry.

Beliefs about organizational support for career development are more likely to stimulate idea championing when employees find their job activities meaningful and strongly identify with the successes and failures of their employing organization.

This study offers organizations deeper insights into the personal circumstances in which positive career-related energy is more likely to be directed toward the active mobilization of support for novel ideas.

As a contribution to extant championing research, this research details how employees' perceived career progress spurs their relentless efforts to push novel ideas, based on their access to complementary personal resources.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

A social identity frame through which to understand the role and creation of an “innovation champion” can provide useful results. Rather than relying on more conventional notions of what an “innovation champion” is, social identity literature can help understand the process behind the role. This in turn can hopefully allow those who see themselves as “innovation champions” to become more attuned to the function of the role, as well as helping new generations become “innovation champions” themselves.

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The purpose of this paper is to examine male and female executives as leaders “championing” gender change interventions. It problematizes current exhortations for male leaders to lead gender change, much as they might lead any other business-driven change agenda. It argues that organizational gender scholarship is critical to understanding the gendered nature of championing.

This paper draws on a feminist qualitative research project examining the efficacy of a gender intervention in a university and a policing institution. Interviews with four leaders have been chosen from the larger study for analysis against the backdrop of material from interviewees and the participant observation of the researcher. It brings a social constructionist view of gender and Acker’s gendering processes to bear on understanding organizational gender change.

The sex/gender of the leader is inescapably fore-fronted by the gender change intervention. Gendered expectations and choices positioned men as powerful and effective champions while undermining the effectiveness of the woman in this study.

Further research examining male and female leaders capacity to champion gender change is required.

This research identifies effective champion behaviors, provides suggestions for ensuring that gender equity interventions are well championed and proposes a partnership model where senior men and women play complementary roles leading gender change.

This paper is of value to practitioners and scholars. It draws attention to contemporary issues of leadership and gender change, seeking to bridge the gap between theory and practice that undermines our change efforts.

In contrast to the predictions from the family business and the small- and medium-sized enterprise internationalization literatures, Hidden Champions are world-market leaders exhibiting a high share of exports. The purpose of this study is to analyze their strategy of internationalization of Hidden Champions in Germany and find that the international success and strong, sustained performance emanates from their product type, enabling to successfully pursue a niche strategy for differentiated premium products.

The authors first conceptually explore how Hidden Champions pursue strategic internationalization, and then analyze a sample of N = 2,690 Hidden Champions to examine why Germany has been able to generate the highest per capita share of Hidden Champions in the world.

The study finds that on both a micro and macro level, the strong and sustained performance of Hidden Champions is driven by product type and quality strategies. Niche strategies for a knowledge-intensive, technological product enable the firm to lock-in customers. However, to safeguard the internalization of highly specific quasi-rents, Hidden Champions enter foreign markets through fully owned subsidiaries, retaining control and residual property rights. The second finding of this paper is that Germany has succeeded in deploying its high level of human capital into the Mittelstand through highly skilled workers.

Unfortunately, no micro-level panel data are available. Still macro-level data beginning in the nineteenth century provide strong empirical support for the hypothesized causality.

This is the first paper to link the strong and sustained export performance of Germany to the Hidden Champions by examining the origins of the German Mittelstand model, dating back to the social, political and economic developments of nineteenth century.

The research aims to investigate the impact of transformational leadership on employee championing behavior and to determine the mediating effect of work engagement in the context of organizational change.

This is a quantitative approach, which is based on cross-sectional data. In total, 300 available cases are processed through structural equation modeling in order to infer the results.

The results indicate that transformational leadership is significantly related to championing behavior during organizational change. Moreover, work engagement fully mediates the relationship between transformational leadership and championing behavior in the context of organizational change.

Managers should emphasize the practice of the transformational leadership approach, as well as should stress the antecedents of work engagement in order to foster the employee championing behavior in the context of organizational change.

The research contributes to the change management and human resource management literature by providing a plausible explanation of the mediating role of work engagement in connecting transformational leadership and employee championing behavior in the context of organizational change.

The purpose of this paper is to explore how an “innovation champion” identity is formulated in the context of UK construction sector. A conceptual model of “innovation champion” themes is derived from the literature on social identity and then validated through empirical research.

In total, 30 semi-structured interviews have been conducted with UK construction sector practitioners. The sample was composed active participants within the Constructing Excellence – the UK construction sector’s network-type organisation for driving innovation.

Practitioners socially constructed “innovation champion” identities through narratives about “self” or others. While some practitioners saw themselves as “innovation champions”, many others recognised CEOs as such. “Innovation champions” are commonly recognised as key individuals who promote innovations across businesses.

Socially constructed identities are seen important to strategic decisions and future actions. The potential contribution to practice is to help current and new generations of practitioners to learn about how to be or become “innovation champions”.

The concept of social identity presents opportunities to enrich our understanding of the “innovation champion” label can stimulate people’s reflections on who they are and what they do.

The present paper has extended upon prior research and theory by exploring the ways practitioners perceive themselves or others as “innovation champions”. While this research has focused on the UK construction sector, the findings are potentially useful for other sectors where “innovation champion” labels are commonly used.

With a basis in conservation of resources theory, the purpose of this paper is to investigate the mediating role of championing behaviour in the relationship between employees’ fear of terror and their job performance, as well as the buffering role of their passion for work, as a personal resource, in this process.

The tests of the hypotheses rely on three-wave, time-lagged data collected from employees and their supervisors in Pakistan.

An important reason that concerns about terrorist attacks diminish performance is that employees refrain from championing their own entrepreneurial ideas. This mediating role of idea championing is less salient, however, to the extent that employees feel a strong passion for their work.

For human resource managers, this study pinpoints a key mechanism – a reluctance to mobilize active support for entrepreneurial ideas – by which fears about terrorism attacks can spill over into the workplace and undermine employees’ ability to meet their performance requirements. It also reveals how this mechanism can be better contained by the presence of adequate personal resources.

This study adds to burgeoning research on the interplay between terrorism and organizational life by specifying how and when employees’ ruminations about terrorism threats might escalate into diminished performance outcomes at work.