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Intrapreneurship in teams/groups: self-determination theory and compensation
Journal of Small Business and Enterprise Development Pub Date : 2020-10-12 , DOI: 10.1108/jsbed-10-2019-0344
Subrata Chakrabarty

Purpose

The literature on intrapreneurship recognizes the notion that regular employees can be expected to be entrepreneurial. Using self-determination theory as a basis, the purpose of this conceptual paper is to focus on the role of compensation systems in incentivizing entrepreneurial action by regular employees who constitute the bulk of the organizational workforce.

Design/methodology/approach

This conceptual paper suggests that greater clarity on the role of compensation systems in entrepreneurial action by regular employees would require an understanding of how entrepreneurial action happens through relationships among employees. An exploration of both compensation systems and the relationships among employees undertaking entrepreneurial action as part of team/group settings can deepen our understanding of intrapreneurship. Self-determination theory and relationship-focused theory allow for such an exploration.

Findings

The literature on self-determination theory, has identified the needs of autonomy and relatedness among employees. This conceptual paper will propose that the interaction between compensation systems and the needs for autonomy versus relatedness among employees determines the type of relationships chosen for entrepreneurial action. After the chosen type of relationships are formed and entrepreneurial action begins, challenges in the implementation of compensation systems are likely to emerge – distributive justice issues under individual based compensation and free-riding issues under team-based compensation. The entrepreneurial performance of the team/group will likely be influenced by the interaction between the challenges in the implementation of compensation systems and the type of relationships chosen for entrepreneurial action.

Originality/value

This conceptual paper gives a new direction to how collective entrepreneurial processes and outcomes can be understood. Self-determination theory and relationship-focused theory, in unison, can be useful in analyzing the role of intrinsic motivators, extrinsic motivators, and relationships during entrepreneurial action.



中文翻译:

团队/团队内部的企业家精神:自决理论和补偿

目的

关于企业内企业家精神的文献认识到可以预期正规雇员是企业家。本概念文件以自决理论为基础,着眼于薪酬制度在构成组织劳动力中大多数的固定员工激励企业家行为方面的作用。

设计/方法/方法

该概念性文件表明,要使薪酬体系在普通员工的企业家行为中的作用更加清晰,就需要了解如何通过员工之间的关系来进行企业家行为。探索薪酬制度以及作为团队/团队环境一部分而采取企业行动的员工之间的关系,可以加深我们对内部创业的理解。自决理论和以关系为中心的理论允许进行这种探索。

发现

关于自决理论的文献已经确定了员工自治和亲密关系的需求。这份概念性文件将提出,薪酬体系与员工之间的自主权和相关性的需求之间的相互作用,决定了企业行动所选择的关系类型。在建立了选定的关系类型并开始采取企业行动之后,薪酬体系实施中的挑战可能会出现-基于个人薪酬的分配正义问题和基于团队薪酬的搭便车问题。团队/团队的企业家绩效可能会受到薪酬体系实施中的挑战与为企业家行为选择的关系类型之间的相互作用的影响。

创意/价值

该概念文件为如何理解集体创业过程和成果提供了新的方向。自我决定理论和以关系为中心的理论可以一致地用于分析内在动机,外在动机和关系在企业家行动中的作用。

更新日期:2020-10-12
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