Sammendrag
Terms describing organizational change related to innovation behavior among employees are used inconsistently and interchangeably. This is a problem as it fuzzes the reported findings and confuses the reader. When terms are broad defined, terms have the tendency to exhibit low internal consistency and researchers have difficulties using the terms adequately. It is therefore valuable to specify and narrow the terms used, and to contrast the used term with related terms. This paper advances our knowledge on how to understand organizational change involving employees by offering the research community an in depth discussion of the definition and the theoretical and practical implications of the two most utilized terms regarding organizational change regarding employees with an innovation behavior, namely corporate entrepreneurship and intrapreneurship. A recently introduced term ?employee innovation behavior? which combines the corporate entrepreneurship ?top down? perspective and the intrapreneurship ?bottom up? perspective is also discussed. The employee innovation behavior term combines the two otherwise conflicting perspectives. This paper reports from an extreme case study to show the implications of the definitions of corporate entrepreneurship, intrapreneurship and employee innovation behavior. The paper offers a classification scheme displaying similarities and differences between employee innovation behavior, corporate entrepreneurship and intrapreneurship. An in depth discussions of the definitions of these three terms is the offered, and the paper shows the implications of these definitions for researchers investigating entrepreneurship from the perspective of the individual employee or middle manager.
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