Entrepreneurs’ Felt Responsibility for Constructive Change and Entrepreneurial Performance: A Moderated Mediation Model of Technology Action and Market Orientation

Abstract

Drawing on self-determination theory, we examine the mechanism through which entrepreneurs’ felt responsibility for constructive change affects entrepreneurial performance and how market orientation affects the influencing mechanism. A questionnaire survey was conducted with 424 entrepreneurs in China. The results show that entrepreneurs’ felt responsibility for constructive change is positively related to technology action and entrepreneurial performance, and technology action mediates the relationship between entrepreneurs’ felt responsibility for constructive change and entrepreneurial performance. In addition, market orientation moderates the relationship between technology action and entrepreneurial performance such that the relationship is stronger when the market orientation is higher. Our findings suggest that when entrepreneur feel responsible for constructive change, they tend to take technology actions to achieve their goals and improve the long-term development of ventures. It is also important for entrepreneurs to hold a market orientation, which helps them be aware of changes in customer needs rather than blindly focusing on the use of the latest technologies. Our study is pioneering in exploring entrepreneurs’ felt responsibility for constructive change in the entrepreneurial context, advancing the research on entrepreneurship psychology.

Impact of supervisory delegation on employee voice behavior: role of felt obligation for constructive change and voice climate

“…Relationship between supervisory delegation and felt obligation for constructive change FOCC is the felt responsibility of employees through which they express their constructive concerns regarding the organization (Fuller et al, 2006;Du et al, 2021). The felt obligation is defined as a belief of an employee that he should help his organization for achieving its goals and improving its well-being and considers himself as a responsible soldier of the organization (Eisenberger et al, 2001).…”

“…Specifically, it is important to study the factors that can enhance the feelings of felt obligation among employees (Campbell, 2018; Liang et al , 2012). A FOCC is a person’s belief that he is a responsible citizen of the organization and this obligation influences an employees’ performance ((Du et al , 2021).…”

Linking Entrepreneurs’ Felt Responsibility to Ventures’ Innovation Performance: The Roles of External Learning and Shared Vision

“…[8][9][10] However, limited attention has been paid to internal aspect of entrepreneurs' responsibility, such as felt responsibility for constructive change, 11 which is recognized as an important dynamic factor contributing to entrepreneurial success. 12,13 While some studies suggest that felt responsibility is related to innovation, the mechanisms by which it affects innovation performance remain unclear. 14,15 To establish a clear connection between entrepreneurs' felt responsibility for constructive change and innovation performance of ventures, we introduce self-determination theory to develop the theoretical framework.…”

“…[21][22][23] Felt responsibility for constructive change serves as the intrinsic motivation for external learning for entrepreneurs. 13,20 Moreover, external factors that impact entrepreneurs' intrinsic motivation, such as shared vision within the venture, can also influence their subsequent behaviors. 16,24 The shared vision defined as collective goals and purpose formed by all members of ventures, can be viewed as an external factor for entrepreneurs.…”

Green Transformational Leadership and Employees’ Taking Charge Behavior: The Mediating Role of Personal Initiative and the Moderating Role of Green Organizational Identity

“…To fill these research gaps, we introduce self-determination theory, which divides the motivations that drive individuals to accomplish their goals into intrinsic and extrinsic motivations [ 30 ], and further explains the elements of the external environment that drive employees to accomplish organizational goals [ 31 ]. The introduction of self-determination theory facilitates our exploration of the influencing mechanisms of green transformational leadership on employees’ taking charge behavior, allowing our study to integrate the extrinsic motivation provided by the organization and the driving force based on individuals’ intrinsic motivation.…”