Drawing on job-demands resources and self-consistency theories, this study investigates individual and contextual factors influencing managers’ intrapreneurial intention (INI). We focus on the role of personal resources (organization-based self-esteem and proactivity) related to INI. Further, we analyze job resources (top management support and role clarity) shaping INI, and their interaction with proactivity. Our data comprises 193 Kosovan managers employed in companies varying in size and industry. The results show that organization-based self-esteem and proactivity are positively related to INI. Additionally, proactivity serves as the underlying mechanism, mediating organization-based self-esteem-INI relationship. Furthermore, job resources – top management support and role clarity – strengthen the likelihood of INI among proactive employees, suggesting a moderated mediation model.

By jointly examining individual and contextual antecedents of INI, this study contributes to the debate of who the intrapreneur is and what nurtures his/her inclinations. Furthermore, this is among the few studies to examine INI using a managerial sample and in an emerging economy context.

Intrapreneurs, entrepreneurial employees, constitute an important force behind innovations in the economy. Yet, what factors that promote intrapreneurship at the country level are an underdeveloped research area. This paper provides an important contribution regarding the methodological approach and the broad set of potential explanatory factors studied. Based on machine-learning techniques (Least Absolute Shrinkage and Selection Operator (LASSO) and Extreme Bounds Analysis (EBA)), we investigate the influence of over 60 factors capturing institutional, demographic, cultural, and developmental factors. We find that the quality of government measured as impartiality, i.e. that the public institutions treat the citizens in a non-discriminatory fashion and do not favor some groups or individuals, and the level of human capital, measured as the average years of schooling, are the most important factors predicting the level of intrapreneurship across countries. Instrumental variable results support a causal interpretation. The findings emphasize the importance of policy to establish well-functioning and impartial institutions as well as to promote higher education.

In a world where there has long since been more at play than functionality and cost price, we need creative innovation more than ever before. Organizations are trying to find ways to embed more creativity, more innovative potential, and more entrepreneurship into the everyday running of their businesses. They are constantly in search of effective ways to make their organization's culture better equipped for change. The Belgian non-profit organization Arteconomy has developed a method for doing this, by bringing business people and artists together in a series of particularly unique projects. In this paper, you can read about the philosophy that give rise to Arteconomy and the pioneering work that preceded it. The paper describes two specific projects that provide a concrete illustration of the arteconomy approach in two Belgian textile firms: ‘The Dragon of Deerlijk’ at Promo Fashion and ‘The Walk’ at Concordia Textiles. This paper is particularly relevant to illustrate change as an organizational process and to demonstrate how organizations can stimulate employees' creative skills.

This article1 analyses whether and how social innovations can be implemented in a Conservative/Bismarckian welfare regime and society such as Germany. It examines the transferability and the relevance of this discourse and practice, and argues that, due to existing institutional structures and cultures, innovation by public sector intrapreneurship is more significant in Germany than through social entrepreneurship. The article challenges the assumption that social innovation emerges from entrepreneurship, and questions the level of attention and importance attached to this development