The impact of temporary workers on the conversion of innovation efforts into product innovations: the case of Spanish companies

Rodríguez‐Ruiz, Óscar; Menéndez, José Fernández; Díaz-Martínez, Zuleyka; Fossas-Olalla, Marta

doi:10.1108/ebhrm-01-2020-0005

Cited by 3 publications

(8 citation statements)

References 63 publications

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“…Rodriguez-Grutierrez (2007) observes that a rise in temporary employees decreases firms' output but increases the total production cost of manufacturing firms. Similarly, Rodríguez-Ruiz et al . (2021) argue that increasing temporary staff dampens firms' innovation output due to little incentive to be innovative.…”

Section: Literature Review and Hypothesismentioning

confidence: 78%

“…, 2022, Boamah, 2021; Farooq et al ., 2021; Giacomelli and Menon, 2017). Similarly, firms' productivity and product innovation are constrained by employee tenure uncertainty (Rodríguez-Ruiz et al ., 2021; Lisi and Malo, 2017). Successful firms facilitate innovation, employment growth, poverty reduction and investments in an economy (Matekenya and Moyo, 2022; Younas and Rehman, 2021; Lazer, 2016).…”

Section: Introductionmentioning

confidence: 99%

“…(2019) suggest that political uncertainty increases corruption, decreases investments, undermines governance structures and impairs firm performance. Additionally, employee tenure security (ETS) is critical for innovation, productivity growth and employees' attitude, which influence firms' performance (Rodríguez-Ruiz et al ., 2021; de Jong et al ., 2019). Moric et al .…”

Section: Introductionmentioning

confidence: 99%

“…An unstable political setting weakens the rule of law, contract enforcement processes, investment flow and business expansion, thus undermining labor activities, firm performance and economic growth (Alexandre et al, 2022, Boamah, 2021Farooq et al, 2021;Giacomelli and Menon, 2017). Similarly, firms' productivity and product innovation are constrained by employee tenure uncertainty (Rodr ıguez-Ruiz et al, 2021;Lisi and Malo, 2017). Successful firms facilitate innovation, employment growth, poverty reduction and investments in an economy (Matekenya and Moyo, 2022;Younas and Rehman, 2021;Lazer, 2016).…”

Section: Introductionmentioning

confidence: 99%

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Political environment, employee tenure security and firm performance in middle-income economies

Boamah

Ofori-Yeboah

Appiah

2023

JED

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PurposeThe study investigates the effect of political instability and employee tenure security on the performance of firms in middle-income economies (MIEs) after controlling for the influence of corruption, international quality certification, external auditor services and firm age. It examines whether ownership and sector effects matter in the explored relationships.Design/methodology/approachThe study adopts the generalized method of moments estimator and collects firm-level cross-sectional data from 77 MIEs.FindingsThe evidence shows that political uncertainty, employee tenure security and firm age negatively impact firm performance. Also, external quality assurance mainly improves firm performance. Additionally, foreign-owned firms benefit from corruption more than their domestic counterparts. Moreover, there are ownership and sector effects in the firm performance drivers.Practical implicationsThe findings suggest the need for MIE firm managers to implement policies and programs to improve permanent employees' efficiency, commitment and honesty. Policy makers and political actors must work toward a stable political environment in MIEs. The policy must also focus on at least minimizing corruption.Originality/valueThe study shows the contributions of employee tenure security, political instability and corruption to the performance of MIE firms. It documents sector and ownership effects in the factors influencing firm performance.

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Section: Literature Review and Hypothesismentioning

confidence: 78%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Political environment, employee tenure security and firm performance in middle-income economies

Boamah

Ofori-Yeboah

Appiah

2023

JED

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“…The references of empirical studies on HR flexibility and innovation show substantial agreement about the positive contribution of internal HR flexibility (core full-time R&D employees, training, multi-skilling) to innovation, whereas the contribution of external HR flexibility is positive with high-knowledge dimensions like external R&D experts but negative with low-knowledge dimensions as temporary employees (De Spiegelaere et al , 2014; Martínez-Sánchez et al , 2011; McKeown and Cochrane, 2017; Rodríguez-Ruiz et al , 2021). Firms may use external R&D experts to obtain knowledge and new ideas that combined with their own knowledge can trigger innovation projects.…”

Section: Supporting Agile Innovation Through Human Resource Flexibili...mentioning

confidence: 93%

Supporting agile innovation and knowledge by managing human resource flexibility

Sánchez

Oliva

2022

IJIS

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Purpose The purpose of this paper is to study the implications of managing human resource (HR) flexibility and absorptive capacity (AC) of knowledge for the implementation of agile innovation methods in the new product development (NPD) process of manufacturing firms. Design/methodology/approach To achieve this, the authors have carried out a meta-analysis by defining first a research question that determines the design of bibliometric data and compilation. The study question is: How firms can support agile initiatives in innovation considering their HR flexibility and AC? The Web of Science Collection has been consulted in three steps with several search strings. The analysis of 161 references without duplicities in the period 1997–2021 provides the foundations for exploring the research question. Findings The authors propose research hypotheses to analyze the interrelationship between HR flexibility, AC and agile innovation according to the literature-based discussion. The authors have identified and develop metrics to pilot the transition to agile that have been also adapted to specific innovation departures points before the transition. The authors also propose and discuss some organizational changes and practical guidelines to pilot transitions to agile that should be useful to the firm’s strategic decision of implementing the most adequate type of agile innovation. Originality/value Even though flexibility and innovation are very important needs for many firms, agile schemes are still under-studied topics in the NPD of manufacturing firms. There are no specific studies in the literature that analyze the interrelationship between HR flexibility, AC and agile innovation, identifying common aspects and different approaches. Thus, this study is of original nature and the developed managerial tools, composed of metrics and organizational changes, will be useful to managers and permitted the authors to achieve the proposed goal.

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Applying knowledge-based human resource management to drive innovation: the roles of knowledge sharing and competitive intensity

2023

MRR

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Purpose Given the increasingly important role of knowledge capital on key outcomes and innovation capabilities of organizations, this paper aims to investigate the influences of knowledge-based human resource management (KHRM) practices on innovation capability of firms via mediating role of knowledge sharing (KS). This study also examines whether competitive intensity moderates the effects of KS behaviors on specific aspects of innovation capability, namely, product and process innovation. Design/methodology/approach This paper used structural equation modeling to examine the level of how KHRM practices and KS impact on two types of innovation capability, namely, product innovation and process innovation using data collected from 265 participants in 112 manufacturing and service firms in Vietnam. Findings The research findings confirm the mediating roles of KS behaviors between KHRM practices and two specific types of innovation. Besides, the paper first reveals the moderating role of competitive intensity in the relationships between KS and product innovation. The results underline the necessity of building a climate of KHRM practices to stimulate employees sharing knowledge, which, in turn, positively promotes innovation capabilities in an organization. Research limitations/implications Future research should investigate the impact of different forms of human resource management (HRM) practices on innovation via the mediating effects of certain aspects of KS to bring better understanding on the importance of HRM practices and knowledge resources in pursuing innovation competence. Practical implications This paper offers leaders a deeper understanding of potential effects of competitive intensity and environmental factors to promote innovation capabilities in their firms. Originality/value This paper has significant contributed to theoretical and practical initiatives on theory of HRM practices and knowledge management by showing different moderating and mediating mechanism thereby firms can follow to enhance innovation capability of firms in developing and emerging markets.

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The impact of temporary workers on the conversion of innovation efforts into product innovations: the case of Spanish companies

Cited by 3 publications

References 63 publications

Political environment, employee tenure security and firm performance in middle-income economies

Political environment, employee tenure security and firm performance in middle-income economies

Supporting agile innovation and knowledge by managing human resource flexibility

Applying knowledge-based human resource management to drive innovation: the roles of knowledge sharing and competitive intensity

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