Abstract

Employee entrepreneurship is an important and specific type of turnover behavior that is increasingly viewed as a significant challenge for human resource (HR) management practices in many organizations due to the lack of in-depth studies of turnover destinations in the current literature. By highlighting the heterogeneity of employee entrepreneurship and employee mobility, this study develops an integrative model to examine the double-edged sword effects of inducement HR practices on employee entrepreneurship through different dimensions of job embeddedness and the moderating effects of perceived institutional environment of entrepreneurship on these relationships. The results of two time-lagged studies reveal that, different from their negative impact on employee mobility, inducement HR practices positively impact employee entrepreneurship by enhancing the links and fit of employees and negatively impact employee entrepreneurship by increasing the sacrifice made by employees. Furthermore, the findings also demonstrate that the positive impact is stronger and that the negative impact is weaker when the institutional environment is perceived as favorable for entrepreneurship. The theoretical and practical implications of the study are discussed.

摘要

由于当前文献中缺乏对离职目的地的深入研究，员工创业是一种重要且特定类型的离职行为，在许多组织中越来越被视为对人力资源（HR）管理实践的重大挑战。通过强调员工创业和员工流动的异质性，本研究建立了一个综合模型，通过工作嵌入的不同维度检验诱导性人力资源实践对员工创业的双刃剑效应，以及创业的制度环境对这些因素的调节作用。关系。两项滞后研究的结果表明，与它们对员工流动性的负面影响不同，激励 人力资源实践通过增强员工的联系和契合度对员工创业产生积极影响，通过增加员工的牺牲对员工创业产生负面影响。此外，研究结果还表明，当制度环境被认为有利于创业时，正面影响更强，负面影响更弱。讨论了该研究的理论和实践意义。