Paper Title
Entrepreneurial Intention and Employee’s Career Development in Ivory Coast: The Case of Abidjan City

Abstract
Background: With the rapid development of the digital economy and the introduction of entrepreneurial policies, entrepreneurship has become a key topic at present. In the era of the knowledge economy, the human resource service industry plays an important role in promoting economic development and job creation. Actively guiding entrepreneurship in the field of human resource services not only caters to the market demand for high-quality talent services but also helps to stimulate the vitality of market subjects and create new jobs. According to the latest statistical report on the development of human resource services issued by the Minister for Youth Promotion, Vocational Integration and Civic Service, Cote d’Ivoire, has set up resource service agencies in 2019, which employed and generated a revenue. As an important participant among enterprise leaders, HR not only possesses professional knowledge and rich practical experience but is also familiar with the policies and regulations in this field and has some understanding of the future development trend of the industry. Therefore, encouraging HR to participate in entrepreneurship is of great practical significance to HR’s career development, as well as the innovation and entrepreneurship of the human resource service industry. Objective: This study carries out further discussion and research on the questions mentioned below. As for the HR group, which kind of abilities and characteristics reveal more entrepreneurial motivation? Whether career development will affect HR’s entrepreneurial intention? Whether these impacts are heterogeneous in different enterprises? Methods: Based on 2018 Côte d’Ivoire's Human Resource Employees Survey Data, this study uses the probit model to examine the impact of entrepreneurial ability and career development on HR's entrepreneurial intention. Results: In terms of entrepreneurial ability, the results show that the educational background of Human Resource Management, cross-disciplinary knowledge, job-hopping experience, and the number of subordinates have significant positive impacts on HR's entrepreneurial intention. In terms of career development, lack of promotion space, skill upgrading opportunities, and lower than expected income have significant positive impacts on HR's entrepreneurial intention, and these impacts are heterogeneous among different enterprises. Conclusion: This study suggests that potential entrepreneurs can be identified from the explicit characteristics, which reflect HR's entrepreneurial abilities, and it is necessary to face up to the influence of career development on HR's entrepreneurial intention and encourage them to participate in on-the-job entrepreneurship. This study suggests that HR's entrepreneurial ability should be regarded as an important starting point for entrepreneurial success, and it is necessary to improve HR's career development system to create more opportunities for on-the-job entrepreneurship, and government should implement differentiated and precise entrepreneurial support policies to encourage HR's entrepreneurship.