@article{60947, abstract = {{ABSTRACTIntrapreneurs—employees participating in internal corporate venturing (ICV) programs—are vital in nurturing entrepreneurship within organizations. While existing literature has extensively studied ICV at the organizational level, research on individual‐level processes remains limited, particularly regarding intrapreneurs' identity‐related conflicts over time. However, to design programs and interventions that unlock employees' creative potential and promote innovation, it is crucial to understand these individual dynamics. We conducted an 18‐month longitudinal study of 21 intrapreneurs within an ICV program, developing a process model and theory of intrapreneurs' identity work. We find that aspiring intrapreneurs construct an “idealized entrepreneur identity” that fundamentally conflicts with their employee identity. To maintain a coherent sense of self, they either safeguard their emerging entrepreneur identity by denying corporate dependence and eventually opposing the organization or they realign with their employee role, forsaking their intrapreneurial aspirations. These findings challenge the implicit assumption of a distinct intrapreneur identity, demonstrating how and why intrapreneurs struggle to construct a coherent and positively valued identity as intrapreneurs. We term this phenomenon the intrapreneur identity illusion and highlight its detrimental effects for both individuals and organizations. Our research contributes to understanding the individual‐level foundations of corporate entrepreneurship and offers broader implications for innovation management.}}, author = {{Starmann, Frederic-Alexander and Tomin, Slawa and Hubner-Benz, Sylvia and Kabst, Rüdiger}}, issn = {{0737-6782}}, journal = {{Journal of Product Innovation Management}}, publisher = {{Wiley}}, title = {{{The Intrapreneur Identity Illusion: Unraveling the Identity Work of Intrapreneurs in Internal Corporate Venturing}}}, doi = {{10.1111/jpim.12798}}, year = {{2025}}, } @article{60946, abstract = {{ABSTRACTThis study addresses the role of national culture in shaping hackathon teams' ideation outcomes. Drawing on the innovation and creativity literature and Schwartz’ theory of cultural value orientations, we propose that hierarchical values decrease the quality of ideas that teams develop over the course of a hackathon and that intellectual autonomy and mastery improve it. Using archival data, including pitch presentations from an international hackathon and data on cultural value orientations, we compiled a sample of 308 teams to investigate the influence of cultural value orientations and employed linear mixed‐effects regression analysis to test our hypotheses. We found that hierarchical cultural values are negatively associated with the quality of ideas, which suggests that hackathon teams that operate in such cultures suffer from a “liability of hierarchy.” We also found that teams from societies that emphasize mastery of the natural and social environment are more likely than other teams are to develop high‐quality ideas to tackle the (grand) challenges that hackathons address. We found no relationship between intellectual autonomy and idea quality. The study findings support the notion that culture manifests in hackathon teams' behavior and so shapes the quality of ideas they develop, thus laying the foundation for success or failure.}}, author = {{Krebs, Benjamin P. and Funck, Marieke and Tomin, Slawa and Wach, Bernhard and Kabst, Rüdiger}}, issn = {{0033-6807}}, journal = {{R&D Management}}, number = {{4}}, pages = {{1265--1281}}, publisher = {{Wiley}}, title = {{{Unveiling the Impact of Cultural Value Orientations on Ideation Outcomes: Evidence From the International #EUvsVirus Hackathon}}}, doi = {{10.1111/radm.12752}}, volume = {{55}}, year = {{2025}}, } @article{50461, author = {{Yahyaoui, Y. and Jakob, E.A. and Steinmetz, Holger and Wehner, M.C. and Isidor, R. and Kabst, Rüdiger}}, journal = {{Nonprofit Management & Leadership}}, number = {{4}}, pages = {{755--781}}, title = {{{The Equivocal Image of Young Social Enterprises - How Self- vs. Other-Oriented Values Influence External Perceptions}}}, volume = {{33}}, year = {{2023}}, } @article{49095, author = {{Krebs, Benjamin and Kabst, Rüdiger}}, journal = {{PERSONALquartely}}, title = {{{Erfolgreiches People Management in KMU und Start-ups}}}, volume = {{4}}, year = {{2022}}, } @inbook{49104, author = {{Rebert, Tobias and Tomin, Slawa and Wach, Bernhard and Kabst, Rüdiger}}, booktitle = {{Intrapreneurship}}, isbn = {{9783662641019}}, publisher = {{Springer Berlin Heidelberg}}, title = {{{Methodenverliebt am Markt vorbei?}}}, doi = {{10.1007/978-3-662-64102-6_19}}, year = {{2022}}, } @article{21214, author = {{Jakob, Eva Alexandra and Steinmetz, Holger and Wehner, Marius and Engelhardt, Christina and Kabst, Rüdiger}}, journal = {{Journal of Business Ethics}}, pages = {{105--127}}, title = {{{Like It or not: When corporate social responsibility does not attract potential applicants}}}, volume = {{178}}, year = {{2022}}, } @article{49097, author = {{Krebs, Benjamin and Kabst, Rüdiger}}, journal = {{PERSONALquartely}}, title = {{{Shared Leadership: Neue Studien für die Unternehmenspraxis}}}, volume = {{4}}, year = {{2021}}, } @inbook{24375, author = {{Wach, Bernhard and Krebs, Benjamin and Kabst, Rüdiger}}, booktitle = {{HR-Trends 2021}}, editor = {{Schwuchow, K. and Gutmann, J.}}, publisher = {{Haufe-Lexware}}, title = {{{HR-Manager als Intrapreneure}}}, year = {{2021}}, } @article{16100, author = {{Prince, Nicholas R. and Bruce Prince, J. and Kabst, Rüdiger}}, issn = {{1090-9516}}, journal = {{Journal of World Business}}, number = {{3}}, title = {{{National culture and incentives: Are incentive practices always good?}}}, doi = {{10.1016/j.jwb.2020.101075}}, volume = {{55}}, year = {{2020}}, } @article{49094, author = {{Krebs, Benjamin and Kabst, Rüdiger}}, journal = {{PERSONALquartely}}, title = {{{Corporate Entrepreneurship: Die Rolle und Bedeutung des Humankapitals}}}, volume = {{4}}, year = {{2020}}, } @inbook{49102, author = {{Megow, N. and Kabst, Rüdiger}}, booktitle = {{Perspektiven des Entrepreneurships: Unternehmerische Konzepte zwischen Theorie und Praxis}}, editor = {{Hölzle, K. and Tiberius, V. and Surrey, H.}}, pages = {{251--262}}, title = {{{Corporate Entrepreneurship durch die Allokation von Ressourcen}}}, year = {{2020}}, } @article{21212, author = {{Jakob, Eva Alexandra and Isidor, Rodrigo and Holger, Steinmetz and Marius, Wehner and Kabst, Rüdiger}}, journal = {{Journal of Vocational Behavior}}, pages = {{431--445}}, title = {{{ The Other Side of the Same Coin – How Communal Beliefs About Entrepreneurship Influence Attitudes Toward Entrepreneurship}}}, doi = {{10.1016/j.jvb.2018.12.007}}, volume = {{112}}, year = {{2019}}, } @article{21213, author = {{Jakob, Eva Alexandra and Baum, Matthias and Huett, Pascal and Kabst, Rüdiger}}, journal = {{Organization & Environment}}, number = {{3}}, pages = {{281–308}}, title = {{{The Contextual Role of Regulatory Stakeholder Pressure in Proactive Environmental Strategies: An Empirical Test of Competing Theoretical Perspectives}}}, doi = {{10.1177/1086026617745992}}, volume = {{32}}, year = {{2019}}, } @article{15268, author = {{Szierbowski-Seibel, Klaas and Wach, Bernhard A. and Kabst, Rüdiger}}, issn = {{1541-6518}}, journal = {{Organization Management Journal}}, pages = {{262--277}}, title = {{{The Collaboration of Human Resource Management and Line Management–An International Comparison}}}, doi = {{10.1080/15416518.2019.1679076}}, year = {{2019}}, } @article{15269, abstract = {{ Purpose The purpose of this paper is to investigate the impact of national culture on organizations’ use of selection practices, specifically to investigate the impact of in-group collectivism, uncertainty avoidance and power distance on interview panels, one-on-one interviews, applications forms, references, ability, technical and psychometric tests. Design/methodology/approach This study uses survey data from the 2008–2010 CRANET database. It uses OLS regression analysis to test the impact of national culture on organizations’ use of selection practices. Findings In-group collectivism increases the use of panel interviews and technical tests, and decreases the use of one-on-one interviews and application forms. Uncertainty avoidance increases the use of panel interviews and technical tests, and a decrease in one-on-one interviews, applications ability, and psychometric tests. Power distance leads to an increase in one-on-one interviews, applications and ability tests, and a decrease in panel interviews, psychometric tests and references. Originality/value This paper investigates the use of the impact of national culture on selection practices. Specifically, it looks at the use of a large number of selection practices panel interviews, one-on-one interviews, applications and references, and several different tests, ability, technical and psychometric. }}, author = {{Prince, Nicholas Ryan and Kabst, Rüdiger}}, issn = {{0142-5455}}, journal = {{Employee Relations: The International Journal}}, pages = {{1145--1161}}, title = {{{Impact of national culture on organizations’ use of selection practices}}}, doi = {{10.1108/er-10-2018-0284}}, year = {{2019}}, } @article{49098, author = {{Krebs, Benjamin and Izsak, L. and Kabst, Rüdiger}}, journal = {{PERSONALquartely}}, title = {{{Corporate Entrepreneurship: HR als Treiber und Begleiter des Wandels}}}, volume = {{4}}, year = {{2019}}, } @article{5434, author = {{Li, C and Dau, L A and Kabst, Rüdiger}}, journal = {{Entrepreneurship Theory and Practice. }}, title = {{{The more the merrier? Immigrant share and entrepreneurial activities. }}}, year = {{2018}}, } @article{5439, author = {{Schneid, M and Isidor, R and Steinmetz, Holger and Kabst, Rüdiger}}, journal = {{Journal of Managerial Psychology.}}, title = {{{Age Diversity and team outcomes: A quantitative review. }}}, year = {{2018}}, } @article{5441, author = {{Isidor, R and Schwens, C and Hornung, F and Kabst, Rüdiger}}, journal = {{International Business Review (IBR).}}, title = {{{The Impact of Structural and Attitudinal Antecedents on the Instability of International Joint Ventures: The Mediating Role of Asymmetrical Changes in Commitment.}}}, year = {{2018}}, } @article{5450, author = {{Schneid, M and Isidor, R and Schwens, C and Kabst, Rüdiger and Weber, I}}, journal = {{Die Betriebswirtschaft.}}, title = {{{Der Einfluss bio-demographischer und fachlicher Diversität auf die Leistung von Teams: Eine Metaanalyse.}}}, year = {{2018}}, }