摘要
组织-员工匹配性被视为揭示员工内部创业的一个新视角。依据人-环境匹配理论,本文从组织参与供给-员工参与需求的匹配度视角切入,通过构建“参与匹配度—员工思维—员工行为”的关系逻辑来揭示员工内部创业行为的形成机制。借助于77个内部创业团队的上下级配对数据,本文发现:在4种组织-员工参与供需匹配的组合中,匹配组合(双高组合、双低组合)更有助于智能机会主义的形成,因而相较于非匹配组合更能促成员工内部创业行为;在不匹配组合中,“参与不足”比“过度参与”更有利于智能机会主义与员工内部创业行为。本文揭示了员工参与供需匹配对员工内部创业行为的影响机理,为员工内部创业激励提供了新的理论支持和实践指导。
As an essential form of organizational innovation,intrapreneurial emphasizes employees’autonomy and active en-gagement.The emergence of this behavior is often shaped by participatory contextual factors within the organization,particularly“employee participation”,which reflects the employment relationship between the organization and its employees.However,exist-ing research on employee participation and intrapreneurial behavior often analyzes these topics from a single perspective,such as employee participation motivation or organizational participation practices,lacking an explanation of the relational mechanisms be-tween the two from the perspective of organization-employee fit.In fact,intrapreneurial by employees is not only an innovative be-havior involving individuals proactively assuming risks but also an entrepreneurial practice embedded within the organizational con-text.Employee participation in intrapreneurial is influenced by the interaction between individual factors and organizational contex-tual factors.Therefore,exploring the driving factors of intrapreneurial must consider the degree of alignment in the relationship be-tween the organization and employees,specifically whether a balance is achieved between the opportunities and support provided by the organization to promote employee participation and employees’expectations and needs regarding participation.In response,based on the person-environment fit theory,this study adopts the perspective of the alignment between organiza-tional participation supply and employee participation demand.It aims to reveal the formation mechanism of employee intrapreneur-ial by constructing the relational logic of“participation fit-employee cognition-employee behavior”.Specifically,the four distinct scenarios of organizational-employee participation supply-demand alignment-namely,the matched“high-high combination”and“low-low combination”,and the mismatched“under-participation combination”and“over-participation combination”-influ-ence the emergence of intrapreneurial behavior by affecting individuals’intelligent opportunism.This study employed a two-wave time-lagged approach for data collection,with a two-week interval between the two phases.Initially,175 team questionnaires were distributed,resulting in 106 supervisor questionnaires and 458 subordinate questionnaires being returned.After matching the responses,77 valid supervisor questionnaires and 333 valid subordinate questionnaires were ob-tained.The data analysis results indicate that:①a higher degree of alignment between organizational participation supply and employ-ee participation demand is more conducive to employees’intrapreneurial behavior;②under matching conditions,the“high-high combination”is more favorable for intrapreneurial behavior than the“low-low combination”;③under mismatched conditions,the“under-participation combination”is more favorable for intrapreneurial behavior than the“over-participation combination”;④in-telligent opportunism mediates the relationship between organizational-employee participation(mis)matching combinations and employees’intrapreneurial behavior.The theoretical contributions of this study are as follows:First,drawing on person-environment fit theory,this research exam-ines the impact of organizational-employee participation supply-demand matching on employees’intrapreneurial behavior.In doing so,it not only expands the antecedent research on employees’intrapreneurial behavior but also enriches the body of literature relat-ed to person-environment fit theory.Secondly,this study focuses on the cognitive processing of intrapreneurs and explores the me-diating role of intelligent opportunism between the perceived organizational-employee participation supply-demand fit and employ-ees’intrapreneurial behavior.This extends the application of intelligent opportunism within the field of organizational behavior.Thirdly,this study deepens the understanding of the impact of“employee participation”and uncovers the potential underlying rea-sons for the insufficient intrapreneurial behavior within highly participative organizations.Moreover,from a practical perspective,this research provides valuable insights for organizations on how to offer effective employee participation,foster positive intelligent opportunism,and motivate employees’intrapreneurial behaviors.This study has certain limitations and provides direction for future research on the drivers of employee intrapreneurial behavior.First,the process of intrapreneurship involves contradictions such as uncertainty versus employees’job security needs,and task di-versity or time pressure conflicting with job satisfaction.While this paper focuses on analyzing the high-participation situational factors through the interaction of employee-organization participation supply and demand,it overlooks boundary condition analyses of the“situation-thinking-behavior”process,such as the role of individual personality factors.Successful intrapreneurship re-quires entrepreneurial commitment and intelligent opportunism;which employees possess these conditions?Therefore,future re-search should consider more specific entrepreneurial conflict situations and analyze how individual personality traits may influence the complex interplay between new work contexts and intrapreneurial behaviors.Secondly,this study primarily obtained data through self-reported assessments of intrapreneurship,and the control variables measured were relatively limited,not accounting for other potential control variables(such as perceived belongingness,intrinsic motivation,and leader-member exchange relation-ships),which may affect the accuracy and objectivity of the data.Additionally,the study employed the block variable method for mediation testing,which may have certain limitations.Therefore,future research should fully consider other possible control varia-bles and explore appropriate methods and techniques(such as case interviews,situational experiments,etc.)to refine the process research on how internal entrepreneurial contexts stimulate intrapreneurial behaviors from different perspectives.
作者
郑文智
王俊
瞿皎姣
Wenzhi Zheng;Jun Wang;Jiaojiao Qu(Business School of HuaQiao University)
出处
《管理学季刊》
2024年第4期48-70,128,129,共25页
Quarterly Journal of Management
基金
2023年福建省社科规划重点项目“制造企业数字化转型的主导逻辑演进研究”(FJ2023MGCA017)
国家自然科学基金面上项目“中国情境下的组织包容性研究:概念重构、匹配性转化机制与递归性交互效应机理”(71972139)的资助。
关键词
内部创业行为
员工参与
智能机会主义
人-环境匹配理论
intrapreneurial behavior
employee participation
intelligent opportunism
person-environment fit theory
