Entrepreneurial orientation and human resource management: effects from HRM practices

Abstract

Purpose

The purpose of this paper is to explore the relationship between HRM practices and entrepreneurial orientation (EO) in large established firms. More specifically, the purpose is to add to the understanding of the influence of HRM practices on EO.

Design/methodology/approach

An e-mail survey was distributed to a sample of Swedish and German manufacturing firms in high-tech and medium high-tech manufacturing industries, and firms in knowledge-intensive services sectors, with more than 250 employees. In total, 810 surveys were distributed, with a response rate of 12.7 per cent.

Findings

The results show that an emphasis on entrepreneurial aspects leads to an increased EO only in the case of training and development. A conclusion therefore is that it seems difficult to recruit personnel or to use appraisal and rewards as to create EO on a firm level.

Practical implications

The study indicates that firms aiming to increase their EO should make sure to emphasize entrepreneurial aspects during staff training and development activities.

Originality/value

This empirical study paves the way towards a better understanding of the link between HRM practices and EO. The results should be of interest for both HR professionals and researchers interested in understanding this important relationship.

Citation

Florén, H., Rundquist, J. and Fischer, S. (2016), "Entrepreneurial orientation and human resource management: effects from HRM practices", Journal of Organizational Effectiveness: People and Performance, Vol. 3 No. 2, pp. 164-180. https://doi.org/10.1108/JOEPP-03-2016-0029