The development of an entrepreneurial strategic orientation is of growing concern for global corporations. Through a human capital lens, we probe how and when firms can develop and cultivate managerial entrepreneurial resources; by explicitly encouraging cross-cultural experiences that stimulate systematic shifts in mindset and behavior. Drawing on paradox theory and intercultural psychology, we put forth a model positing that cross-cultural experience (an endowment firms can either hire for or facilitate themselves) develops managerial entrepreneurialism—consisting of (a) venture ideation, (b) opportunity recognition, and (c) entrepreneurial behavior—through the intervening mechanism of a paradox mindset. As a boundary condition we uncover that paradox mindset formation partially hinges on home cultural tightness-looseness. We employ three distinct experiments on multinational samples of individual professionals (n = 506), active entrepreneurs (n = 370), and current managers in global firms (n = 288) to test our theorizing. Finding general support for our model, with analyses yielding important theoretical and practical implications from non-findings too, we conclude that a paradox mindset is a necessary, but not de facto, mediating step between cross-cultural experience and the cultivation of entrepreneurial managers. We also find that paradox mindset formation is conditional and related to home cultural tightness-looseness.

中文翻译：

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培养跨国公司的创业人力资本：跨文化悖论思维视角


创业战略方向的发展越来越受到全球企业的关注。通过人力资本的视角，我们探讨企业如何以及何时开发和培养管理创业资源；通过明确鼓励跨文化体验，刺激思维和行为的系统转变。借鉴悖论理论和跨文化心理学，我们提出了一个模型，假设跨文化经验（捐赠公司可以为自己雇用或为自己提供便利）发展管理企业家精神，包括（a）风险构想，（b）机会识别，以及(c) 创业行为——通过悖论心态的干预机制。作为边界条件，我们发现悖论心态的形成部分取决于家庭文化的松紧。我们对个人专业人士 (n = 506)、活跃企业家 (n = 370) 和跨国公司现任经理 (n = 288) 的跨国样本进行了三个不同的实验来测试我们的理论。为我们的模型找到了普遍的支持，通过分析也从非发现中产生了重要的理论和实践意义，我们得出结论，悖论心态是跨文化经验和创业经理人培养之间必要的、但不是事实上的中介步骤。我们还发现，悖论思维的形成是有条件的，与本土文化的松紧相关。