The Influence Of Employee-organization Relationship On Employee Entrepreneurship Intention

With the national advocation of public entrepreneurship and innovation,employee entrepreneurship is showing a booming trend in today's world.As a unique turnover behavior,employee entrepreneurship is a fundamental shift for the employee from the role of staff to the role of boss,its initial motivation and the decision-making process are quite different with other turnover and entrepreneurship behaviors.The traditional turnover studies have failed to explain the phenomenon of employee entrepreneurship and the traditional employee retention strategies such as employee-organization relationship become ineffective.As a result,in the face of today's surging employee entrepreneurship phenomenon,many companies are unable to respond effectively and fall into a huge crisis.Therefore,based on an in-depth analysis of the differences between employee entrepreneurship intention and employee mobility intention as well as employee intrapreneurship intention,this study integrates multiple theoretical perspectives to systematically analyzes the complex relationship between employee-organization relationship and employee entrepreneurship intention,and explores the mediating mechanisms and the boundary conditions in this relationship.In doing so,we hope to make up for the shortcomings of the existing research and provide valuable contribution to the management practice.This paper consists of two parts.The first part focused on the comparison of the concept of employee entrepreneurship intention and employee mobility intention and employee intrapreneurship intention.Specifically,the first study explored the influence of the three dimensions of job embeddedness on employee entrepreneurship intention and employee mobility intention.The analysis on the two-point online survey data collected from 207 employees reveals that the sacrifice dimension reduces both employee entrepreneurship intention and employee mobility intention,but the link and fit dimenstion lower employee mobility intention while increase employee entrepreneurship intention.These findings reveal the difference between employee entrepreneurship intention and employee mobility intention.The second study compared the influence of individual creativity on employee entrepreneurship intention and employee intrapreneurship intention.The analysis on the two-point online survey data collected from 268 employees finds that radical creativity has a positive impact on employee entrepreneurship intention and has a negative impact on employee intrapreneurship intention.And incremental creativity has a negative impact on employee entrepreneurship intention and has a positive impact on employee intrapreneurship intention.This clarifes the different effects of individual creativity on employee entrepreneurship intention and employee intrapreneurship intention and highlights the particularity of employee entrepreneurship intention.The second part of this study explores the mechanisms and boundary conditions in the relationship between employee-organization relationship and employee entrepreneurship intention.The analysis on the two-point survey data collected from 319 employees verifies the indirect effect of employee-organization relationship on employee entrepreneurship intention through job embeddedness and individual creativity,as well as the moderating effect of entrepreneurship institutional environment in the affecting process of employee-organization relationship on employee entrepreneurship intention.The main contributions of this study are as follows:First,this study emphasizes the importance of destinations of turnover and clarifies the difference between employee entrepreneurship intention and employee mobility intention,thus enriches the current turnover research.Second,drawing on multiple theoretical perspectives,this study analyzes the double influence of employee-organization relationship on employee entrepreneurship intention,and explores the mediating mechanisms in this relationship,thus enriches and extends the existing research on employee-organization relationship and employee turnover.Moreover,this research innovatively introduces the creativity theory of knowledge spillover entrepreneurship to reveal the influence mechanism of employee-organization relationship,thus provides a new framework for the interpretation of employee-organization relationship's influence on employee entrepreneurship intention.By doing so,it also expands the application of knowledge spillover entrepreneurship theory in the field of organizational management research.Third,the comparative studies of the different effects of job embeddedness and individual creativity on employee entrepreneurship intention,employee mobility intention and employee intrapreneurship intention highlight the particularity of employee entrepreneurship intention and deepen our understanding of employee entrepreneurship behavior.More importantly,by focusing on employee entrepreneurship intention,this study bridges the turnover research and entrepreneurship research and promotes the integration of these two research fields.Fourth,this study explores the different effects of the three dimensions of job embeddedness on employee entrepreneurship intention,thus enriches the current job embeddedness study.Fifth,the different impact of radical creativity and incremental creativ:ity found in this study deepens the current creativity research.Finally,by emphasizing the moderating role of entrepreneurship institutional environment,this study is conducive to a more comprehensive understanding of the complex relationship between employee-organization relationship and employee entrepreneurship intention.