Influencing innovativeness of enterprises by selected HRM practices

Karasek, Aneta

doi:10.1504/ijil.2020.10029961

Cited by 3 publications

(6 citation statements)

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“…Certain HRM practices are predictors by researchers in different contexts that instigate innovative thinking and innovativeness (Vanhala and Ritala, 2016;Li et al, 2018). Karasek (2020) finds a significant positive relationship between HRM practices and employee innovativeness. HRM practices are vital in creative mechanisms (Jo nczyk, 2015).…”

Section: H1 Hihrm Is Positively Associated With Technology Adaptationmentioning

confidence: 99%

“…Given that the contemporary development trend of a company largely depends on the paradigm of innovativeness, an interest in practices aimed at directing employee attitude to innovativeness has been increasing. HRM will play a critical role in organization-wide innovation implementation and inculcating innovative behaviors and inspiration among employees (Karasek, 2020). Certain HRM practices are predictors by researchers in different contexts that instigate innovative thinking and innovativeness (Vanhala and Ritala, 2016;Li et al, 2018).…”

Section: H1 Hihrm Is Positively Associated With Technology Adaptationmentioning

confidence: 99%

“…, 2017; Ogalo, 2020; Tian et al. , 2021), innovativeness (Raj and Srivastava, 2013; Karasek, 2020) and innovation performance (Diaz-Fernandez et al. , 2017; Mohinder and Ankush, 2020).…”

Section: Introductionmentioning

confidence: 99%

“…This paper examines how high involvement HRM (HIHRM), technology adaptation and innovativeness influence employees to respond to technology innovation performanceradical innovation performance and incremental innovation performance-in distinct ways. Academic scholars have devoted substantial attention to addressing the impact of HRM on strategic decisions, such as organizational innovation and innovationrelated activities and performance (Arvanitis et al, 2016;Kianto et al, 2017;Ogalo, 2020;Tian et al, 2021), innovativeness (Raj and Srivastava, 2013;Karasek, 2020) and innovation performance (Diaz-Fernandez et al, 2017;Mohinder and Ankush, 2020).…”

Section: Introductionmentioning

confidence: 99%

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Promoting technology innovation performance through high involvement HRM, technology adaptation and innovativeness

Rubel

Kee

Rimi

2023

BPMJ

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PurposeThis paper aims to examine how high involvement HRM (HIHRM), technology adaptation and innovativeness influence employees to respond to technology innovation performance – that is, radical innovation performance and incremental innovation performance – in distinct ways.Design/methodology/approachThe purposive judgmental sample technique is used to assess the perceptions of 545 IT employees in Bangladesh's ready-made garment (RMG) industry. The partial least square-structural equation modeling (SEM-PLS) method is applied to analyze and interpret the data.FindingsFindings of the analysis show that HIHRM, technology adaptation and innovativeness influence employees to exhibit technology innovation performance. Furthermore, both technology adaptation and innovativeness show the significant mediating effects between HIHRM and technology innovation performance.Practical implicationsFirst, this study’s findings contribute to HIHRM and technology innovation performance within the context of the resource-based theory. Second, the RMG organizations would acknowledge the role of HIHRM on employee technology adaptability and innovation capability in this regard. A future study might point to the models' ability to create the best work environments, which can help organizations to boost employee productivity through adaptation and innovation.Originality/valueThe study would offer a distinctive perspective on higher-order HIHRM and how they affect IT employees in RMG organizations in Bangladesh that could be approached in other labor-intensive and developing nations. This study also expands the research on technology adaptation and innovativeness by exploring the mediating roles between HIHRM and employee technology innovation performance in the organization.

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Section: H1 Hihrm Is Positively Associated With Technology Adaptationmentioning

confidence: 99%

Section: H1 Hihrm Is Positively Associated With Technology Adaptationmentioning

confidence: 99%

“…, 2017; Ogalo, 2020; Tian et al. , 2021), innovativeness (Raj and Srivastava, 2013; Karasek, 2020) and innovation performance (Diaz-Fernandez et al. , 2017; Mohinder and Ankush, 2020).…”

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Promoting technology innovation performance through high involvement HRM, technology adaptation and innovativeness

Rubel

Kee

Rimi

2023

BPMJ

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“…Çalışma bulguları, araştırmanın amacı çerçevesinde oluşturulan hipotezleri desteklemektedir. Öncelikle stratejik insan kaynaklarının yenilikçilik üzerinde önemli bir etkiye sahip olduğu bulunmuş olup yazındaki çalışmalarla (Leitner, 2011;Karasek, 2020) uyumludur. Bu bulgu doğal olup yenilikçiliği gerçekleştirecek esas aktör olan insan unsurunun yönetilmesi konusuna stratejik açıdan yaklaşılması gerekliliğini doğrulamaktadır.…”

Section: Bulgular Ve Tartışmaunclassified

The Mediating Role of Total Quality Management in the Relationship between Strategic Human Resources Management and Innovation

Torun,

Sinsoysal,

Boztoprak

2023

Journal of Eurasian Economies

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This study aims to analyze the impact of human resources management on the innovativeness of employees and the role of total quality management practices as mediator in this relationship. Innovativeness is an important issue for all organizations as one of the critical success factors in surviving and, achieving and maintaining a competitive advantage. In order to build an innovative organization structure, intellectual capital and therefore human resources management attract a lot of attention in the literature. And choosing the right person, shaping an environment for developing skills and abilities, and promoting innovative efforts with an ideal career management become a serious issue. On the other hand, total quality management stands out as a phenomenon that has the potential to reinforce the effect of human resources management on innovation. These relationships were tested by empirical study. For this purpose, a questionnaire was formed from the scales developed in the literature and field study was applied to employees in an enterprise operating in the aviation sector. As a result of the field study, a data set of 252 people was obtained. Firstly, the construct validity was tested by applying validity and reliability tests. And then the hypotheses were tested through structural equality modeling. As a result of the analyses, we found that strategic human resources management has significant and positive effect on total quality management practices and innovation. Total quality management practices have a significant and positive effect on innovation. The mediating role of total quality management in this relationship has been partially confirmed.

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Social innovation across non-profit organisations: analytical hierarchical approach

Matloub

Othman

Ajmal

2022

IJIL

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She is an Associate Member of Malaysian Institute of Accountants (MIA) and a Member of Malaysian Institute of Management (MIM). Dr Aniza's principle teaching interest is in the area of financial accounting and reporting. However, her research interests are extended to include university-industry technology commercialization and informal entrepreneurship. She has postgraduate research students in the same areas of research.

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Influencing innovativeness of enterprises by selected HRM practices

Cited by 3 publications

References 0 publications

Promoting technology innovation performance through high involvement HRM, technology adaptation and innovativeness

Promoting technology innovation performance through high involvement HRM, technology adaptation and innovativeness

The Mediating Role of Total Quality Management in the Relationship between Strategic Human Resources Management and Innovation

Social innovation across non-profit organisations: analytical hierarchical approach

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