Entrepreneurial orientation and the job demands-resources model

Abstract

Purpose The purpose of this paper is to examine the influence of entrepreneurial orientation (EO) within the framework of the job demands-resources (JD-R) model. Design/methodology/approach The sample of N=597 white-collars in the German media and IT industry is drawn via the professional network XING. Cross-sectional mediator models are used to test the hypothesis. Findings The processes proposed by the JD-R model find empirical support. Job demands primarily cause exhaustion while job resources increase job satisfaction. Besides, job demands reduce job satisfaction and job resources lead to less exhaustion. An exception is found for cognitive workload which rather acts like a job resource. EO mediates these effects in a favorable way. High job resources foster EO, which in turn reduces exhaustion and enhances job satisfaction. For job demands, EO shows a negative mediation reducing the health-impairment process and increasing job satisfaction. Research limitations/implications Future research should broach the issue of adverse effects related to extreme employee entrepreneurship and potential negative effects. Practical implications Supporting and supervising an EO may help employees to cope with modern job profiles in agile organizations. Originality/value The findings provide support for a favorable mediating role of an entrepreneurial personal resource within the JD-R model. This knowledge may be used to consider individual work orientations and to organize work in a “healthy” way.

Culturally-endorsed Leadership, Social cognition, and Entrepreneurial Orientation: An Empirical Inquiry

“…Furthermore, results found that job demand has negative impact on level of job satisfaction of employees i.e. hypothesis 6a, on the contrary, hypothesis 6b validates the study of (Ralph Kattenbach, 2018) that indicates the cognitive workload acts like a genuine job resource; it has a positive impact on job satisfaction.…”

“…In a similar vein, Hu et al (2013) reveal a mediation by an equity-based cognitive evaluation process not only between job resources and work engagement but also between job demands and burnout. These findings suggest that personal resources favorably mediate the motivational process between job resources and well-being as well as the health impairment process between job demands and exhaustion within an extended JD-R model (Ralph Kattenbach, 2018). (Molino, 2016) show that job demands can cause workaholism which in turn leads to more intense exhaustion.…”

“…While factors, including job demand and resources have an influence on job satisfaction of employees, present studies offer some information in that individuals are more similar than others to whom organizational factors do affect them like opportunities for innovation and EO in doing work and work environment. Employees who develop an EO make a more effective use of job resources and cope better with job demands, which leads to higher job satisfaction (Ralph Kattenbach, 2018).…”

“…Along with these two factors this model illustrates how culture values and CLT affects entrepreneurial intentions and how IE relates to job satisfaction of employees. Therefore, this research model fills the gap of (Stephan & Pathak, 2016) and (Ralph Kattenbach, 2018) researches by adapting social cognitive theory.…”

Acceleration Of Performance Recovery And Competitiveness Through Non – Banking Financing In SMEs Based On Green Economy: Impact Of Covid-19 Pandemic

“…Some models that exist in experts' opinions are a model that does not provide onerous requirements for SMEs; for example, there must be collateral and bankable. Both of these conditions researchers believe will be suited to be met by SMEs, so severe orientation needs to be done (Kattenbach, R., & Fietze, S., 2018) to implement The expert's opinion concludes that the appropriate nancing is nancing derived from community social development fund, known as corporate social responsibility. Through the funding, it expected that SMEs could accelerate innovation (Kuratko, D. F. 2012).…”