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This study aims to investigate whether big data enabling (BDE) and empowerment-focused human resource management (EHRM) can effectively promote employee intrapreneurship and their effects on platform enterprises’ innovation performance. The paper also examines the contexts under which employee intrapreneurship may affect business performance.

Data were collected from 155 platform enterprises in China in the form of questionnaires. Participants were mainly middle and senior managers with a comprehensive grasp of the enterprises’ information.

The results indicated that BDE, EHRM and their synergy positively influenced employee intrapreneurship, which could potentially extend to enterprise performance. Specifically, employee intrapreneurship played a partial mediating role between BDE, EHRM and performance, and a whole mediating role between synergy and performance. Finally, platform strategic flexibility played a positive moderating role between employee intrapreneurship and performance.

Platform enterprises should focus on the construction and utilization of big data and EHRM to stimulate organizational vitality. They also need to encourage employees to start businesses and build more flexible strategies to adapt to the dynamic economic environment.

This is an empirical study on the effect mechanism of big data and HRM on employee intrapreneurship and platform enterprises’ performance in China. The paper combined big data, HRM and employee intrapreneurship, which broke through the previous research on enterprise entrepreneurship and social entrepreneurship. The findings guide platform enterprises to stimulate organizational vitality and achieve better performance in the digital era.

This study seeks to build a conceptual model of agricultural extension intrapreneurship that discusses the concept and phenomenon of intrapreneurship as well as its prerequisites and outcomes. The proposed model is intended to depict the main factors that affect the phenomena of intrapreneurship within the agricultural extension organizations and the impact of intrapreneurship on agricultural extension organizational outcomes, as well as factors influencing its continuous outcomes.

The paper identifies and describes the existence and past literature on prerequisites, phenomena and outcomes of intrapreneurship in organizations as a basis for analysis and developing an appropriate model of agricultural extension intrapreneurship. This is a conceptual paper selecting targeted scholarly works that provide support for the proposed model.

The paper presents a model of Iranian agricultural extension in which the organizational, behavioral and environmental factors influence intrapreneurship and the construct of intrapreneurship influences organizational outcomes. The paper provides a comprehensive analysis that develops an existing model for a systematic approach to the agricultural extension intrapreneurial process. The proposed model of agricultural extension intrapreneurship joins a growing number of works that explore how intrapreneurship contributes to organizational outcomes in an Iranian agricultural extension organization. It is suggested that the framework may help scholars identify potential strategies of intrapreneurial activity that could help extension organization position intrapreneurship as a vehicle for improving organizational outcomes.

Based on this exploration, new insights about agricultural extension intrapreneurship are developed, practical implications for agricultural extension intrapreneurs on how to approach agricultural extension entrepreneurship more systematically and effectively are presented and opportunities for further research are identified.

This study aims to develop theoretical arguments about the factors promoting nascent intrapreneurship relative to role theory. These arguments principally draw on contributions from interactional and structural sociology. Fixed theoretical tools for intrapreneurship are not quite enough. So, structural and interactionist perspective of sociology is necessary to understand the intrapreneurship concept because intrapreneurs live in a society and shape their course per the expectations of others. Previous approaches depend on individual, organizations or environment to push potential employees to be intrapreneurs. Expectations may be a keystone for intrapreneurship because intrapreneurs have been trying to explain or make progress about what is seen as crucial; more importantly, they learn their roles.

This is a conceptual paper about explaining intrapreneurship. Foregoing literature has been trying to explain the phenomenon by individual, organizational or environment endeavors to transform employees to be intrapreneurs. Role theory stems from interactional and structural sociology. Promoting the internal entrepreneur process by overcoming resistance to switching to a more structured management approach and adopting management systems and processes in a timely way is still a vague approach. So, the structural and interactionist perspective of sociology is necessary to understand the concept because intrapreneurship is a contextual factor rather than activity.

Expectations can convey what others consider particularly important or necessary. Intrapreneurship is a type of personal entrepreneur role influenced by expectations.

Intrapreneurship is not solely entrepreneurship in organizations but is also governed by the specific combinations of circumstances generally outside of the organizational environment, such as families, coworkers and friends.

The present paper seeks to answer three primary research questions: how differentiation among subunits changes intrapreneurship role expectations, how the intrapreneurs’ role has been affected from unlike expectations and are group or team-level expectations on intrapreneurs’ roles distinctive than organization and individual levels.

The purpose of this study is to assess the impact of corporate entrepreneurship. To this end, the learning process of the individual in skills, competencies and agile methodologies is considered, as well as the influence of corporate culture, ways of working and organizational capabilities in small and medium enterprises (SMEs).

This study was performed by means of an email survey questionnaire, conducted on 241 SMEs in Madrid and Guadalajara (Spain). The hypotheses were tested with structural equation modeling (SEM).

The results yielded a positive and direct link between the organization and the training of business leaders in programs of skills and competencies, as well as between this training and corporate entrepreneurship processes carried out in the organization. However, there is an indirect relationship between organizational activity and processes of the organization and intrapreneurship activities.

The research provides a practical contribution to the SME perspective and raises awareness of the importance of intrapreneurial activities for business development. Hence, it becomes relevant to focus on training plans that have a direct impact on the development of business innovations that lead to corporate entrepreneurship.

This research contributes to contextualize and enrich the literature on corporate entrepreneurship by addressing the gap related to corporate culture, innovation and skills, through a model that shows the relationship between the variables.

The aim of the paper is to provide an understanding of the various factors that enable intrapreneurship in established firms. The paper reports on a case study of intrapreneurship in a large knowledge‐intensive industrial firm.

Based on the existing literature, it is suggested that the use of different factors can either enable or inhibit intrapreneurship and five enabling factors that are identified. Based on interviews, on‐site observations and documents and reports the five factors with a potential influence on intrapreneurship are examined and alternative factors considered.

The five enabling factors that are identified in the literature are not sufficient to enable intrapreneurship in knowledge‐intensive companies, and it is concluded that three additional factors enabling intrapreneurship in established firms should also be taken into account.

The knowledge of what makes factors either enablers or inhibitors are incomplete and to enhance the intrapreneurial ability of an organisation, managers must learn which factors to use in different situations.

Only very few papers have studied intrapreneurship in specific organisations. This paper contributes with a synthesis of the literature in the area and with a suggestion of a model that is used in the empirical analysis and augmented based on that. The paper furthermore contributes to the body of literature on the factors enabling intrapreneurship in general.

The purpose of this paper is to study the influence of intrapreneurship on the performance of companies.

The study develops and tests a theoretical model where the intrapreneurship is supported on the factors innovation, risk/uncertainty, risk/challenges, competitive energy, proactivity and autonomy, and the performance on the factors financial performance, growth and improvement and on the variable productivity. Based on a questionnaire, data from a sample of 217 medium‐sized Portuguese companies were obtained. The study used the confirmatory analysis method based on structural equation modeling (SEM).

The intrapreneurship has a multidimensional structure. This model proves its influence on the growth and improvement and the importance and explanatory power of this latent variable.

The techniques used to verify the effect of firm size and the age periods has not been sufficiently explored and the direct effect of latent variables of intrapreneurship on performance was not assessed. This work contributes to the theory highlighting the importance of factors in intrapreneurship and the influence of the context in the model.

It was verified that the intrapreneurship has obvious effects on the measures of qualitative performance – growth and improvement. This is helpful for researchers looking for appropriate performance measures and for intrapreneurs aiming to get support for their decisions and evaluate their performance.

This study considers the separation of the propensity for risk in two latent variables and includes the autonomy to characterize intrapreneurship and demonstrates the importance of qualitative measures of performance perceived in the perspective of medium and long term.

The main purpose of this paper is to analyse the influence of resources and capabilities on the probability of becoming an intrapreneur, using resource‐based theory as a conceptual framework.

The research uses a logistic regression analysis and data from the Global Entrepreneurship Monitor (GEM) for 39 countries and 36,325 individuals.

Results show that companies' resources and capabilities are a key factor in the development of intrapreneurship. Entrepreneurial resources and capabilities, such as previous entrepreneurial experience, entrepreneurial competences and the ability to detect business opportunities, influence intrapreneurial behaviour.

The contributions of this research are both conceptual (advancing corporate entrepreneurship theory) and practical (relating to the design of policies to foster intrapreneurial activities).

The importance of entrepreneurship for social and economic growth is generally accepted. In addition, intrapreneurship or corporate entrepreneurship is recognized as one of the key elements for organizational development. Despite this, there are very few empirical articles using an explicit and integrated theoretical framework such as resource‐based theory for the analysis of intrapreneurial phenomenon.

Intrapreneurship is gaining traction in organizations to buckle up for the dynamic business environment. Scholars have argued that intrapreneurship increases positivity at work and helps employees attach themselves better with their job. However, empirical evidence suggests that these relationships do not exist. The objective of this paper is to examine the mediating role of psychological capital (PsyCap) in the relationship between intrapreneurship and work engagement.

Data were collected through an online survey. Responses from 309 employees working in different industries in India were analysed. Structural equation modelling (SEM) was used to analyse the hypothesized relationships.

The results show that there exist positive relationships among intrapreneurship, psychological capital (PsyCap) and work engagement. Further, it was observed that the PsyCap partially mediates the relationship between intrapreneurship and work engagement.

Managers may not only encourage intrapreneurial behaviour in their organizations but also ensure that the employees are psychologically capable (high on PsyCap). It would enable the employees to engage themselves wholeheartedly into their work.

To the best of the authors' knowledge, this study is one of its kinds to relate intrapreneurship with PsyCap and work engagement.

Organizational performance, growth and development may depend considerably on entrepreneurship in existing organizations (intrapreneurship) and intrapreneurship employee‐related antecedents. The purpose of this study is to focus on employee satisfaction (composed of four dimensions: general satisfaction with work; employee relationships; remuneration, benefits and organizational culture; and employee loyalty), intrapreneurship and firm growth. The model's underlying hypotheses were conceptually developed and empirically tested.

Using data collected via a structured questionnaire sent by e‐mail to 149 firms from Slovenia, the model's hypotheses were tested by applying structural equation modeling.

The findings support the hypothesized relationships between employee satisfaction, intrapreneurship and growth. The influence of the control variables was also assessed in the model and firm age was found to be influential.

Firm growth can depend strongly on intrapreneurship and intrapreneurship employee‐related antecedents. The study contributes to intrapreneurship research by empirically examining the relationship between employee satisfaction and intrapreneurship and testing the impact of employee satisfaction on firm growth.

Firms need to take a detailed and systematic approach to employee satisfaction in order to improve intrapreneurship and growth.

Activities related to the stimulation of employee satisfaction and intrapreneurship can have also social implications, since they can increase creation of the new wealth in the society.

This study can be differentiated from past studies, since it considers an ensemble of employee satisfaction elements (general satisfaction with work, employee relationships, remuneration, benefits and organizational culture and employee loyalty) as a crucial antecedent of intrapreneurship and builds a model of employee satisfaction‐driven intrapreneurship and firm growth, which has not been examined before.

The study aims to reveal the effects of transformational leadership on nonfamily employee international intrapreneurship with the mediating role of psychological empowerment.

The study sample consists of 379 employees at 132 family export and import firms in Ho Chi Minh City of Vietnam. The data is analyzed by a partial least squares structural equation modeling (PLS-SEM).

The paper reveals that transformational leadership had a positive and significant influence on nonfamily employee international intrapreneurship. The effect of transformational leadership on international intrapreneurship is strongly mediated by psychological empowerment.

Family firms would have to form the architecture and mechanisms for supporting the dedication of nonfamily international intrapreneurship actions with transformational leadership and psychological empowerment.

The paper grants the driving mechanism of the transformational leadership on nonfamily employee international intrapreneurship through the mediating role of employee psychological empowerment in the context of family businesses in an emerging market.