مشخصات مقاله | |
ترجمه عنوان مقاله | استفاده از اکوسیستم های کارآفرینی به عنوان سیستم های منابع انسانی: نظریه ای از مدیریت منابع انسانی فرا سازمانی |
عنوان انگلیسی مقاله | Leveraging entrepreneurial ecosystems as human resource systems: A theory of meta-organizational human resource management |
نشریه | الزویر |
انتشار | مقاله سال 2022 |
تعداد صفحات مقاله انگلیسی | 21 صفحه |
هزینه | دانلود مقاله انگلیسی رایگان میباشد. |
نوع نگارش مقاله |
مقاله پژوهشی (Research Article) |
مقاله بیس | این مقاله بیس نمیباشد |
نمایه (index) | JCR – Master Journal List – Scopus |
نوع مقاله | ISI |
فرمت مقاله انگلیسی | |
ایمپکت فاکتور(IF) |
10.500 در سال 2020 |
شاخص H_index | 101 در سال 2022 |
شاخص SJR | 2.840 در سال 2020 |
شناسه ISSN |
1053-4822
|
شاخص Quartile (چارک) | Q1 در سال 2020 |
فرضیه | ندارد |
مدل مفهومی | ندارد |
پرسشنامه | ندارد |
متغیر | ندارد |
رفرنس | دارد |
رشته های مرتبط | مدیریت |
گرایش های مرتبط | مدیریت منابع انسانی – مدیریت عملکرد – مدیریت استراتژیک – مدیریت کسب و کار – کارآفرینی |
نوع ارائه مقاله |
ژورنال |
مجله | بررسی مدیریت منابع انسانی – Human Resource Management Review |
دانشگاه | UC Foundation Associate Professor of Entrepreneurship, Gary W. Rollins College of Business, University of Tennessee, Chattanooga, United States of America |
کلمات کلیدی | اکوسیستم های کارآفرینی – رابط کارآفرینی و منابع انسانی – منابع انسانی بین سازمانی – هماهنگی – نظریه اجاره – سرمایه انسانی استراتژیک – Meta-HR |
کلمات کلیدی انگلیسی | Entrepreneurial ecosystems – Entrepreneurship-HR interface – Inter-organizational HR – Coordination – Rents theory – Strategic human capital – Meta-HR |
شناسه دیجیتال – doi |
https://doi.org/10.1016/j.hrmr.2021.100863 |
لینک سایت مرجع | https://www.sciencedirect.com/science/article/abs/pii/S1053482221000425 |
کد محصول | e17269 |
وضعیت ترجمه مقاله | ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید. |
دانلود رایگان مقاله | دانلود رایگان مقاله انگلیسی |
سفارش ترجمه این مقاله | سفارش ترجمه این مقاله |
فهرست مطالب مقاله: |
Abstract 1 Introduction 2 Theoretical foundations 3 The uniqueness of EE-HRM 4 The emergence and formation of EE-HRM 5 Towards a theory of EE-HRM 6 Research implications 7 Conclusion References |
بخشی از متن مقاله: |
Abstract Entrepreneurs require human resources to establish and scale their ventures; however, constraints often prevent entrepreneurs from investing in formal human resource systems. How entrepreneurs overcome human resource challenges by leveraging their entrepreneurial ecosystems as informal inter-organizational talent management systems has been overlooked by scholars. We propose a model of entrepreneurial ecosystem human resource management, theorizing that ecosystem participants collectively perform the human resource management function for entrepreneurship communities. Drawing from economic rents theory, we explain how entrepreneurial ecosystems encourage a form of meta-organizational human resource management that allows ecosystem participants to coordinate talent acquisition, learning and development, performance management and rewards, and retention. Coordinated entrepreneurial ecosystems improve entrepreneurial performance by sourcing talent, onboarding selected members, enculturating ecosystem values, developing entrepreneurial skills, and retaining human resources, which in turn generates rents. We discuss how our theory catalyzes research at the HR and entrepreneurial ecosystems interface and reveals insights for practitioners. Introduction The ecosystem perspective in business research draws attention to how organizational activity is shaped by complex systems of interdependent actors (e.g., consumers, investors, government officials) and socio-economic forces (e.g., values, institutions, narratives) that extend beyond firm, industry, and sectoral boundaries (Datt´ee, Alexy, & Autio, 2018; Fuller, Jacobides, & Reeves, 2019; Ganco, Kapoor, & Lee, 2020; Jacobides, Cennamo, & Gawer, 2018; Shipilov & Gawer, 2020). The ecosystem lens has become prevalent in studies of entrepreneurship, with scholars acknowledging that entrepreneurial activity does not occur in a vacuum but is placebased, context-specific, and embedded in entrepreneurial ecosystems (EEs)—the interconnected actors and forces that support entrepreneurial activity within geographic areas (Acs, Stam, Audretsch, & O’Connor, 2017; Berger & Kuckertz, 2016; Bouncken & Kraus, 2021; Roundy, Bradshaw, & Brockman, 2018; Spigel, 2017a; Stam, 2015; Thompson, Purdy, & Ventresca, 2017). Research focusing on vibrant EEs in cities and regions with high levels of entrepreneurial activity, such as Silicon Valley, Bangalore, and Stockholm, has made strides in understanding ecosystem development (Cao & Shi, 2020; Goswami, Mitchell, & Bhagavatula, 2018; Roundy, 2019). However, despite human resources (HR) appearing in most lists of the key components of ecosystems (e.g., Feld, 2012; World Economic Forum, 2013; Vedula & Kim, 2019), how human resources are acquired, developed, and coordinated in EEs—and by EEs—is unclear and has received scant attention in the literature. Conclusion Entrepreneurial ecosystems are increasingly recognized as engines for economic and community development (e.g., Mason & Brown, 2014; Spigel & Harrison, 2018). However, navigating an ecosystem is especially challenging for resource-constrained entrepreneurs who may struggle to identify where talented individuals are located. To date, EE research has not been able to shed light on these challenges because the processes by which ecosystems influence HRM have not been explicitly explored. Our theoretical model addresses this issue by identifying a specific set of mechanisms through which coordinated EEs benefit entrepreneurs’ performance via talent management and rent generation. Our theory of EE-HRM is designed to spur further research on the human resource component of EEs and reveals new connections between HR and entrepreneurship research. |