The purpose of this study was to develop a mediation model in which high-performance\nhuman resource practices affect corporate entrepreneurship through perceived organizational\nsupport. In accordance with this purpose, firstly, the interrelationships between specific\nhuman resources practices (selective staffing, extensive training, internal mobility,\nemployment security, clear job description, result-oriented appraisal, incentive reward, and\nparticipation) and corporate entrepreneurship dimensions (new business venturing,\ninnovativeness, self-renewal, proactiveness) were examined. Then, based on social exchange\ntheory, the mediating role of perceived organizational support in the relationship between\nhuman resources practices and corporate entrepreneurship was investigated. Data was\ncollected through a survey, in which 258 medium and large scaled firms operating in different industries in Turkey participated. The results provide empirical evidence for the strong\nimpact of human resources practices on corporate entrepreneurship, and this relationship is\nmediated by perceived organizational support of employees.
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