HRM and innovative work behaviour: a systematic literature review
TL;DR: In this article, the authors conducted a content analysis on 27 peer-reviewed journal articles to determine the best HRM practices for boosting IWB, to understand the theoretical reasons for this, and to discover mediators and moderators in the relationship between HRM practice and IWB.
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Abstract: Purpose
Although we know that HRM practices can have a huge impact on employees’ innovative work behaviour (IWB), we do not know exactly which practices make the difference and how they affect IWB. Thus, the purpose of this paper is to determine the best HRM practices for boosting IWB, to understand the theoretical reasons for this, and to discover mediators and moderators in the relationship between HRM practices and IWB.
Design/methodology/approach
Based on a systematic review of the literature, the authors carried out a content analysis on 27 peer-reviewed journal articles.
Findings
Working with the definitions and items provided in the articles, the authors were able to cluster HRM practices according to the ability-motivation-opportunity framework. The best HRM practices for enhancing IWB are training and development, reward, job security, autonomy, task composition, job demand, and feedback.
Practical implications
The results of this study provide practical information for HRM professionals aiming to develop an HRM system that generates innovative employee behaviours that might help build an innovative climate.
Originality/value
A framework is presented that aggregates the findings and clarifies which HRM practices influence IWB and how these relationships can be explained.
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TL;DR: In this article, a causal model that estimates the direct effect of employee empowerment on performance as well as its indirect effects as mediated by job satisfaction and innovativeness is proposed and tested using three years of data from the Federal Human Capital Survey/Federal Employee Viewpoint Survey.
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Internal Commitment or External Collaboration? The Impact of Human Resource Management Systems on Firm Innovation and Performance
Yu Zhou,Ying Hong,Jun Liu +2 more
TL;DR: The authors employed a mediated-moderation path model to extricate the relationships between the two HRM systems and found an attenuated interaction between them in predicting firm innovation and bottom-line performance.
Large-scale investigation of the role of trait activation theory for understanding assessment center convergent and discriminant validity.
TL;DR: Overall, convergence among assessment center ratings was better between exercises that provided an opportunity to observe behavior related to the same trait, and discrimination among ratings within exercises was generally better for dimensions that were not expressions of the same underlying traits.
Perceived organisational climate, knowledge transfer and innovation in China-based research and development companies
Yi Zhang,Thomas M. Begley +1 more
TL;DR: In this article, the authors integrate three concepts: perceived organisational climate, knowledge transfer and individual innovation, and test three sets of hypotheses that compare two groups of Chinese research and development professionals.