Abstract

Prior models of corporate entrepreneurship (CE) have made positive contributions but none as yet has answered questions regarding how to consistently develop corporate entrepreneurship human capital and design the organization for sustained innovation activities. Given the need for corporate entrepreneurship and breakthrough innovation and the dearth of understanding of how to organize for and develop it, our study takes a grounded theory approach to the research question: What roles, talent development and talent management practices contribute to institutionalizing breakthrough innovation? Our intent is to discover models and insights that can help scholars and practitioners better understand how to maximize a company’s breakthrough innovation capability while concurrently maximizing individual career satisfaction.

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