A literature review on HRM and innovation – taking stock and future directions

Seeck, Hannele; Diehl, Marjo-Riitta

doi:10.1080/09585192.2016.1143862

Cited by 235 publications

(345 citation statements)

References 65 publications

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“…The third dimension of the model, labelled "fulfilling and productive work", has content related to innovation and intrinsic work motivation, which has also been the subject of literature reviews (e.g., Seeck & Diehl, 2017). Other subjects within the content of this dimension are satisfaction and recognition (Zeb, Rehman, Saeed, & Ullah, 2014), meaningful work (Bendassolli, Coelho-Lima, de Araujo Pinheiro, & de Siqueira Gê, 2015;Chalofsky, 2003) and commitment (Gilbert, Holdsworth, & Kyle, 2017), to name but a few.…”

Section: Decent Work Universal Values and Cultural Diversitymentioning

confidence: 99%

Trabalho digno expressando valores universais e respeitando diversidade cultural: Proposições para a intervenção

Santos¹

2019

Psychologica

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A navegação consulta e descarregamento dos títulos inseridos nas Bibliotecas Digitais UC Digitalis, UC Pombalina e UC Impactum, pressupõem a aceitação plena e sem reservas dos Termos e Condições de Uso destas Bibliotecas Digitais, disponíveis em https://digitalis.uc.pt/pt-pt/termos. Conforme exposto nos referidos Termos e Condições de Uso, o descarregamento de títulos de acesso restrito requer uma licença válida de autorização devendo o utilizador aceder ao(s) documento(s) a partir de um endereço de IP da instituição detentora da supramencionada licença. Ao utilizador é apenas permitido o descarregamento para uso pessoal, pelo que o emprego do(s) título(s) descarregado(s) para outro fim, designadamente comercial, carece de autorização do respetivo autor ou editor da obra. Na medida em que todas as obras da UC Digitalis se encontram protegidas pelo Código do Direito de Autor e Direitos Conexos e demais legislação aplicável, toda a cópia, parcial ou total, deste documento, nos casos em que é legalmente admitida, deverá conter ou fazer-se acompanhar por este aviso. Decent work expressing universal values and respecting cultural diversity: propositions for intervention Autor(es): Santos, Nuno Rebelo dos Publicado por: Imprensa da Universidade de Coimbra URL persistente: URI:http://hdl.handle.net/10316.2/47199Abstract Decent work is a comprehensive concept expressing people's aspirations for their working lives. This concept has had great legitimacy since it was proposed by the International Labour Organization, the United Nations agency for labour issues, which is the well-established institutional world forum for cooperation. Furthermore, decent work has joined various research subjects in labour-related disciplines, gaining a central role as a research subject and intervention compass. This paper aims to discuss the consequences of societies' cultural complexity for decent work intervention. After highlighting previous research subjects in labour-related disciplines that are closely related to the decent work dimensions, the consequences of cultural complexity for intervention are pointed out. The tension between universal human values, cultural diversity and culture as an evolving social phenomenon is the trigger for proposing a balance expressed in several propositions concerning culture-sensitive intervention in decent work. Trabalho digno expressando valores universais e respeitando diversidade cultural: Proposições para a intervenção ResumoTrabalho digno é um conceito abrangente que expressa as aspirações das pessoas para a sua vida profissional. Este conceito tem tido elevada legitimidade na medida em que foi proposto pela Organização Internacional do Trabalho, a agência da Organização das Nações Unidas para as questões laborais, que é o fórum mundial institucional mais bem estabelecido para a cooperação. Além disso, o trabalho digno agregou diversos temas de investigação das várias disciplinas que abordam as questões laborais, assumindo assim um papel central como objeto de investigação e como bússola orient...

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Section: Decent Work Universal Values and Cultural Diversitymentioning

confidence: 99%

Trabalho digno expressando valores universais e respeitando diversidade cultural: Proposições para a intervenção

Santos¹

2019

Psychologica

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“…Consistent with this argument, an increased number of studies have explored the relationship between HRM and innovation ( e.g. Hayton, ; Collins and Smith, ; Shipton et al , ; Jiménez‐Jiménez and Sanz‐Valle, ; Sanders and Lin, ; Seeck and Diehl, ).…”

Section: Introductionmentioning

confidence: 96%

HRM and innovation: a multi‐level organisational learning perspective

Lin

Sanders

2017

Human Res Mgmt Journal

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Drawing on the 4I organisational learning framework, this article develops a model to explain the multi‐level and cross‐level relationships between HRM practices and innovation. Individual‐, team‐ and organisational‐level learning stocks are theorised to explain how HRM practices affect innovation at a given level. Feed‐forward and feedback learning flows explain how cross‐level effects of HRM practices on innovation take place. In addition, we propose that HRM practices fostering individual‐, team‐ and organisational‐level learning should form a coherent system to facilitate the emergence of innovation. The article is concluded with discussions on its contributions and potential future research directions.

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“…The systematic literature review by Seeck and Diehl (2017) indicated the importance of highcommitment HR practices for innovation, and Zhou, Hong, and Liu (2013) argued that high-commitment HR practices are advantageous for innovation outcomes because practices such as employment security establish employees' psychological commitment to the organization and motivate employees to take risks. The central idea is that employees who perceive that they are fairly compensated, who are offered training and development programs, who feel that information is shared with them, and who perceive that their supervisor supports them will repay the organization with IWBs.…”

Section: Introductionmentioning

confidence: 99%

Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate

Bos-Nehles

Veenendaal

2017

The International Journal of Human Resource Management

197

192

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The purposes of this paper are to explore the effect that perceived HR practices have on the innovative work behavior (IWB) of individual workers and to examine the role that an innovative climate plays in this relationship. We hypothesize that employees will show greater IWB if they perceive the organizational climate to support innovation and perceive the presence of HR practices related to a compensation system, training and development, information sharing, and supportive supervision. Using data from 463 individuals in four Dutch manufacturing companies, the study tests the effects of employees' perceptions of HR practices and of an innovative climate on their innovative behaviors. We found that employee perceptions of a compensation system are negatively related to IWB, and that employee perceptions of information sharing and supportive supervision are positively related to IWB. The effect of perceptions of information sharing and training and development on IWB are moderated by an innovative climate, in such a way that information sharing has a stronger effect on IWB and training and development a weaker one. Managers can stimulate innovative behavior by investing in information sharing, supportive supervision, and establishing an innovative climate.

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A literature review on HRM and innovation – taking stock and future directions

Cited by 235 publications

References 65 publications

Trabalho digno expressando valores universais e respeitando diversidade cultural: Proposições para a intervenção

Trabalho digno expressando valores universais e respeitando diversidade cultural: Proposições para a intervenção

HRM and innovation: a multi‐level organisational learning perspective

Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate

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