Knowledge-based human resource management practices, intellectual capital and innovation☆

Question

1. What are the contributions in this paper?

2. What are the future works in this paper?

3. What is the effect of the mediation on the dependent variable?

4. How many of the respondents held positions in their firms?

Accepted Answer

In this paper, the authors address the production of innovation from the perspective of HRM and the pools of knowledge it produces for the company, and suggest that all these HRM practices impact a firm 's IC level, which reflects the firm 's intangible value-generating properties, including its employees skills and motivation, external relationships, and knowledge contained in information systems, documents and databases.

Accepted Answer

Integrating HRM practices further into the discussion on the functions of innovation systems and acknowledging the role of IC components in complementing innovation ’ s other structural enablers are viable avenues for future research.. Extending the proposed research model to alternative contexts and further exploring strategic and industry-related contingencies would, therefore, constitute fruitful avenues for further research.

Accepted Answer

Since the direct influence of HRM practices on the dependent variable (i.e. innovation performance) was statistically significant, partial mediation applies.

Accepted Answer

Regarding respondents’ profiles, 89.44% of participants held responsible positions in their firms as managing directors (3.89%), human resource managers (67.22%) or heads of other departments (18.33%).

Accepted Answer

Knowledge-based performance assessment: Performance evaluation can be an extremely relevant mechanism for guiding employee behavior.

Accepted Answer

The main conclusions drawn from this study refer to the key role exerted by knowledge-based HRM practices in the promotion of IC and innovation and to the pivotal role of human capital in generating other types of knowledge resources and subsequent innovation.

Accepted Answer

The Q2 value yielded by the applied blindfolding procedure was above zero (Q2 = 0.0015), suggesting sufficient predictive relevance.

Accepted Answer

Since the authors gathered data regarding all dependent and independent variables from a single key informant in each company, there was a risk that they could suffer from ‘common method bias’ (Podsakoff et al., 2003).

Accepted Answer

appraisals that focus on learning and growth may help employees gain the confidence necessary to seize opportunities for higher-level learning (Jiang et al., 2012; Stiles, Gratton, Truss, Hope-Hailey, & McGovern, 1997).

Accepted Answer

As Hair, Hult, Ringle and Sarstedt (2017) point out, in social science research, viewing measurement as an approximation is more realistic than assuming that a concept can be fully measured by a set of indicators and an error term.

Accepted Answer

as the hypotheses formulated in this research involved several mediation relationships, the authors tested the significance of the indirect effects using the Sobel test.

Accepted Answer

Wu et al.’s (2007) study of a group of Taiwanese electronic and information technology firms is one of the few studies that analyzes the role of human capital as a precursor to structural and relational capital in the relationship between IC and innovation performance.

Accepted Answer

This stock of institutionalized knowledge and codified experience can increase innovation because the production of new products, processes or methods usually involves combining and applying different pieces of existing knowledge (Fleming & Sorenson, 2004).

Accepted Answer

Several previous studies (e.g. Andreeva & Kianto, 2012; Chen & Huang, 2009; Kamhawi, 2012) have demonstrated that incentive systems are important mechanisms for motivating employees to take the time needed to share knowledge and generate new ideas.

Accepted Answer

past studies on the IC-innovation relationship have largely overlooked the role of human capital as a precursor to structural and relational capital.

Accepted Answer

The remaining 10.56% of participants were employees who did not hold positions of responsibility, but were knowledgeable about the topics being studied.

Knowledge-based human resource management practices, intellectual capital and innovation☆

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Most frequently asked questions

1. What are the contributions in this paper?

2. What are the future works in this paper?

3. What is the effect of the mediation on the dependent variable?

4. How many of the respondents held positions in their firms?

5. What is the definition of knowledge-based HRM?

6. What are the main conclusions drawn from this study?

7. What is the Q2 value of the blindfolding procedure?

8. What was the risk of common method bias in the study?

9. What are the main reasons for the inclusion of performance appraisals?

10. How does Hair and Ringle view measurement?

11. What test did the authors use to test the significance of the indirect effects?

12. What is the role of human capital in the relationship between innovation and human capital?

13. What is the meaning of institutionalized knowledge and codified experience?

14. What are the main reasons for the importance of incentive systems?

15. What is the role of human capital in the IC-innovation relationship?

16. How many employees were not knowledgeable about the topics being studied?

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Citations

Relative absorptive capacity and interorganizational learning

Exploring the influence of knowledge management process on corporate sustainable performance through green innovation

Green human resource management practices and environmental performance in Malaysian green hotels: The role of green intellectual capital and pro-environmental behavior

Intellectual Capital, Knowledge Sharing, and Innovation Performance: Evidence from the Chinese Construction Industry

How New HRM Practices, Organizational Innovation, and Innovative Climate Affect the Innovation Performance in the IT Industry: A Moderated-Mediation Analysis

References

Common method biases in behavioral research: a critical review of the literature and recommended remedies.

Evaluating Structural Equation Models with Unobservable Variables and Measurement Error

A primer on partial least squares structural equation modeling (PLS-SEM)

The Knowledge Creating Company

SPSS and SAS procedures for estimating indirect effects in simple mediation models.

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