Culture-Intrapreneurship Relationship: Reward as a Moderator

Nidhi Srivastava and Shalini Srivastava

Management and Labour Studies, 2010, vol. 35, issue 2, 249-266

Abstract: Purpose : Intrapreneurship refers to employee initiatives in organizations to undertake something new, without being asked to do so. In recent years, enterprises have established “innovation units†to stimulate new ideas and utilize the energy and ideas of the individuals in international enterprises. It involves the process where an individual or a group of individuals, within an established company innovate or create a new organization as sub unit and get involved in the process of wealth creation. The systems of the organizations play an important role in developing entrepreneurial orientation of the employees. Various theories have suggested that there is a positive relation between the Intrapreneurship and organization culture and it becomes more prominent in the presence of effective reward system. The paper aims to explore the role of moderating effect of rewards on culture and Intrapreneurship relationship in an organizational setting. Methodology : The present study was done on a sample of 150 managers belonging to private sector organization. Variables in the study were assessed through descriptive statistics, Pearson Product Moment Correlation and Hierarchical Regression Analysis. Findings : It was analyzed that there is a positive and significant relationship between culture and Intrapreneurship and Performance Linked Rewards and Policies to motivate Innovation moderated the impact of culture on Intrapreneurship. Implications : The findings of this study can assist organizations to develop intrapreneurial mindset of employees with the suitable Reward System which is instrumental in providing a conducive culture to the employees. There should be better learning environment and better work place practices, performance linked rewards to encourage innovation by the employees.

Date: 2010
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Persistent link: https://EconPapers.repec.org/RePEc:sae:manlab:v:35:y:2010:i:2:p:249-266

DOI: 10.1177/0258042X1003500207

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