RESPONSIBLE ENTREPRENEURSHIP VISION DEVELOPMENT AND ETHICS

138 RESPONSIBLE ENTREPRENEURSHIP
to create friendly environment (Jones et al., 2007). Additionally, in this research has been
proved positive relationship among teamwork and employees engagement (Kalisch et al.,
2007). Based on the above, the following hypothesis is proposed:
H4: Teamwork is positively related to job engagement
According to Johnston et al., (2007) managers need to have communicational skills that
help them to deliver important information to their employees. Efficient communication could
be used as one of the most important motivation tools (McPhee and Zaug, 2009 and Gilley
et al., 2009). In the research conducted by Johnston et al., (2007) was studied how communication
within a team affects tasks performance. Based on above, the following hypothesis
is proposed:
H5: Communication is positively related to teamwork
Employees that have high sense of achievement are those who bring value to work they
do. Liu et al., (2009) show that employees who appreciate mentoring as chance to develop
their skills and abilities are more oriented to achieve job objectives. Based on the academic
literature has been observed the correlation between mentoring and employees promotion
(Katana et al., 2013; Katane, 2014). Furthermore, with mentor support employees could
develop their skills that directly affect their professional growth. According to Geister et al.
(2006) the quality of feedback provided by mentors affects employees performance. Based
on the academic literature, there are reason to test correlation between mentoring and feedback
(Allen et al., 2010). Thus, the following hypotheses are proposed:
H6: The mentoring is positively related to sense of achievement
H7: The mentoring is positively related to promotion
H8: The mentoring is positively related to feedback
Sense of achievement represents the desire of employee to perform successfully a difficult
or challenging task (Lin and Huang, 2011). In the research conducted by Dysvik and
Kuvaas (2008) was claimed relationship among sense of achievement and intrinsic motivation.
Therefore, the following hypothesis can be proposed:
H9: Sense of achievement is positively related to intrinsic motivation.
Dysvik and Kuvaas (2008) claim that trainings give employees opportunity to fulfill developmental
needs, orienting their effort toward tasks achievement (Burke and Hutchins, 2007).
According to Chang (2005) employees loyalty toward organization increase when they feel
that company concerns about them and gives opportunity to develop their skills. Based on
the above, following hypotheses are proposed:
H10: Training is positively related to employees performance
H11: Training is positively related to organizational loyalty
Özaralli (2015) supports the idea that empowerment leads employees to new and creative
task solutions. According to theoretical model developed by Saks (2006) and Chen et al., (2011)
psychological empowerment influence employees engagement to work. In addition to this,
if empowered employees feel their job meaningful they will spend more time to understand
the problem and to find solutions. Therefore, based on theoretical support and previous findings
we propose the following hypotheses:
H12: Empowerment is positively related to creativity
H13: Empowerment is positively related to job engagement