“…EO thereby conveys organizational behaviors that incorporate the attributes of innovation, proactivity, competitive aggressiveness, accepting risks and autonomy but also the attitudes held towards opportunities; with these behaviors associated with entrepreneurship despite the distinctive differences in their respective mutual relationships, and ensuring EO constitutes an excellent tool for the diagnosis, development and implementation of new combinations of resources for enhancing competitiveness and facilitating the entrance into new markets (Codogni et al, 2020). The EO concept subsequently expanded into several areas like, for example, sports (Hammerschmidt et al, 2020;Nuñez-Pomar et al, 2020;Pellegrini et al, 2020), family firms (Hernández-Perlines et al, 2019;Llanos-Contreras et al, 2020), gender (Goktan & Gupta, 2015;Santos et al, 2018), immigrant-owned businesses (José Rodríguez-Gutiérrez et al, 2020), its relation with organizational culture (Ling et al, 2020), university spin-offs (Jesús Rodríguez-Gulías et al, 2018;Migliori et al, 2019), nursing and health care (Lages et al, 2017;Marques et al, 2019) and the non-profit sector that plays a crucial role in the economy (Barrett et al, 2005;do Adro & Leitão, 2020;Morris et al, 2011;Nuñez-Pomar et al, 2020;Pearce et al, 2010). The growth in the non-profit sector, the demands from governments and society in general for higher levels of efficiency, and alongside changes in the global socioeconomic panorama led to non-profit organizations (NPOs) becoming increasingly entrepreneurial, especially as regards innovation and incorporating new business models (Morris et al, 2011;Pearce et al, 2010;Sullivan Mort et al, 2003).…”