Search results

This study aims to understand the impact of student entrepreneurship and university support on faculty intrapreneurship. The authors also analyze the role of the university’s dynamic and ordinary capabilities and the environmental dynamism in which the university is embedded.

With a large survey data set involving 680 professors and 2,230 students from 70 Brazilian universities, the authors use a multimethod approach with partial least squares structural equation modeling (PLS-SEM) and fuzzy-set qualitative comparative analysis (fsQCA).

The PLS-SEM results demonstrate that student entrepreneurship indirectly influences faculty intrapreneurship through the interaction of students with faculty and entrepreneurs, in addition to proving the intense influence of university support on faculty intrapreneurship, especially in a slow-growth environment. Additionally, the authors confirmed the moderating effect of universities’ dynamic and ordinary capabilities on student interaction and university support, respectively, and some exciting differences considering the ecosystem dynamism. The fsQCA results deepened the differences between environments, presenting different configurations between the antecedents that lead to high levels of faculty intrapreneurship in fast and slow-growth environments.

The study makes a unique and significant contribution to the literature on faculty intrapreneurship by examining the cross-interactions between individual, organizational and environmental levels about the promotion of faculty intrapreneurship. From a practical point of view, it is possible to identify more effective, innovative and systematic ways to encourage faculty intrapreneurship in a developing country. The findings help open up the black box of faculty intrapreneurship.

This study aims to explore the influence mechanism of digital platform capability on firm performance in the business-to-business (B2B) context. This study draws on the core competence theory and the resource-based view and includes resource identification, resource allocation and intrapreneurship into the research framework.

Data were collected from 167 B2B firms with survey questionnaires in central, eastern and southeastern coastal areas of China. The firms were mainly involved in e-commerce, manufacturing, service industry and internet technology. Participants were mainly middle and senior managers with a comprehensive grasp of their firms’ information.

This study found that digital platform capability has a positive impact on a B2B firm’s performance. Resource identification, resource allocation and intrapreneurship play a chain mediating role between digital platform capability and firm performance. That is, digital platform capability could promote employee intrapreneurship through resource identification and resource allocation, thereby improving firm performance.

Aiming to gain performance, firms should pay attention to the construction of digital platforms, increase venture capital investment and provide more resources to support intrapreneurship.

Based on empirical evidence, to the best of authors’ knowledge, this is the first attempt to link digital platform capability and firm performance in the B2B context of emerging markets, providing a new perspective to clarify its relationship mechanism.

The purpose of this paper is to discover the antecedents of intrapreneurship. Based on career construction theory and prior personality studies, this study examined the mediating effects of career adaptability on the relation between personality traits and intrapreneurship.

A cross-sectional survey was conducted using employees from four Korean companies. The hypothesized research model was tested with 473 data using structural equation modeling. The bootstrap procedure and the phantom model approach were also employed to thoroughly examine the indirect effects of personality traits on intrapreneurship via career adaptability.

The results demonstrated that career adaptability mediated the overall relation between personality traits and intrapreneurship. Career adaptability completely mediated the relation between intrapreneurship and both openness and conscientiousness from the Big Five personality dimensions. Regarding extraversion, the mediating effects of career adaptability were not supported by the results, but the direct effects were found to be significant.

These findings offer new insights into the intrapreneurial talents required of employees in organizations. The application of the identified direct or indirect impact of personality traits through career adaptability may help human resource managers to select and foster potential intrapreneurs and facilitate career coaches in understanding employees’ assets and obstacles in developing intrapreneurial competencies.

This is the first empirical study to explore the mechanism between personality traits and intrapreneurship by examining the mediating role of career adaptability in the workplace and thereby this study contributes to bridging the gap of different research domains between intrapreneurship and career adaptability.

The purpose of this paper is to explore the connections between individual learning, intrapreneurship, and organizational learning to create an alternative model of how learning facilitates performance in organizations.

This is a conceptual paper selecting targeted scholarly works that provide support for the proposed model.

The paper presents a model of intrapreneurial learning and performance in which the constructs of environment, individual learning, intrapreneurship, and organizational learning influence organizational performance. Intrapreneurship is a relatively recent area of exploration in which scholarly efforts have primarily focused on identifying the construct and distinguishing it from entrepreneurship. The proposed model of intrapreneurial learning and performance joins a growing number of works that explore how intrapreneurship contributes to organizational performance. It is suggested that the framework may help scholars identify potential strategies of learning that could help organizations position intrapreneurship as a vehicle for improving organizational performance.

The paper postulates an original relationship among individual learning, intrapreneurship, organizational learning, environment, and organizational performance. In this framework, individual and organizational learning combine to offer a unique perspective on the link between intrapreneurship and organizational performance.

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 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.

This study aims to illustrate the current understanding of the concept of intrapreneurship by comparing it with that of a traditional project.

A meta-model was used to demonstrate how the two concepts overlap and what differences exist. Furthermore, a case study was conducted with an IT service provider from the banking sector in which 12 qualitative interviews with intrapreneurs were held and used to summarize the differences between projects and intrapreneurship initiatives from the intrapreneurs’ point of view.

This study identified two major differences: First, unlike in projects, the client has no clear objective in intrapreneurship; rather, only the sponsors maintain a general goal. Second, intrapreneurship allows for circumventing constraints and thus for working with more freedom and the possibility of failure.

This study used an explanatory model to summarize differences and clarify the concept of intrapreneurship.

The purpose of this paper is to analyze the relationships among two types of information technology (IT) resources (technological IT and managerial IT resources), the intrapreneurship culture and firm performance.

The paper is consistent with the perspective on IT‐enabled organizational capabilities. A proposed research model and hypotheses are tested using cross‐sectional survey data from a sample of 203 leading Spanish firms.

Data analysis shows that intrapreneurship culture is a valuable key capability that predicts firm market performance; both technological IT and managerial IT resources have a positive effect on the development of an intrapreneurship culture in the firm, and investment in both technological IT and managerial IT resources influences firm performance positively by means of the capability of intrapreneurship culture.

Among other limitations, the paper uses data provided by only one key informant per firm, and the results can be generalized to only 25 business sectors among Spanish firms.

The research findings have important implications for practising managers. First, our results suggest that the deployment of technological IT and managerial IT resources increases firms' ability to develop an innovation‐supportive culture. Second, intrapreneurship culture is an important intermediate organizational capability through which the benefits of both technological IT and managerial IT resources are converted into performance effects at the corporate level.

First, this paper reveals how firms can develop an intrapreneurship culture. Specifically, the findings of the paper show the key role of IT‐based resources in the development of this type of organizational culture. Second, this paper shows theoretically and empirically how firms can generate business value from IT‐enabled intrapreneurship culture, a topic that has received little attention to date.

This research contributes to the development of the theory of intrapreneurship by clarifying the intrapreneurship concept. Intrapreneurship is more precisely defined by referring to emergent behavioral intentions and behaviors that are related to departures from the customary ways of doing business in existing organizations. The intrapreneurship concept is positioned in the management literature, is contrasted with other similar management concepts and developed as an integrative concept composed of eight distinct, yet related dimensions.

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.