The nexus between human resources practices, intrapreneurship and organizational innovation

Peyravi, Bahman; Jakubavičius, Artūras; Bickauskas, Rytis; Mazur, Kateryna; Piven, Alyona

doi:10.14807/ijmp.v12i6.1778

Cited by 4 publications

(5 citation statements)

References 31 publications

(20 reference statements)

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“…The enterprise has to attract scientific and technical personnel, production staff, i.e. labour force, by investing certain monetary resources to carry out innovation-related activities (Namazova, 2021;Peyravi et al, 2021). Actions of an incentive nature regarding innovation-related activities are one of the main components in the motivation function.…”

Section: Resultsmentioning

confidence: 99%

State Mechanisms for Stimulating Innovative Activities

Mehdi¹

2022

R. Econ. and Finan.

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The relevance of this study lies in the fact that innovation is now becoming a key driver of economic advancement in the developing world. This provides an opportunity to generate pro-poor growth, increase output, raise welfare levels with limited resources. Innovation, as a creative but pragmatic response to constraints of all kinds, and new technological and organisational solutions that have the ability to emerge in a specific context, is therefore important not only for economic growth but also for the development itself. Innovation policy requires action in many different areas, such as education, finance or science and technology, which require "a holistic government". The purpose of the study is to reveal the key mechanisms for stimulating innovation-related activities from the perspective of the state, to propose recommendations aimed at developing innovation activities in Azerbaijan and improving the mechanism that provides stimulating actions for innovation activities on the part of the state. The study is based on academic papers by European, American, Russian and other specialists dealing with innovations and the stimulation of innovation from a governmental perspective, and on international statistical data. The following methods were used in the study: synthesis, comparison, economic and statistical analysis, generalisation and interpretation of the findings, graphical representation of the data. The findings of this study enabled the development of recommendations based on the analysis to improve the government's work with different organisations involved in developing innovations in different sectors and areas of activity.

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Section: Resultsmentioning

confidence: 99%

State Mechanisms for Stimulating Innovative Activities

Mehdi¹

2022

R. Econ. and Finan.

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“…A tradicional administração de questões burocráticas, da qual o setor de RH estava implantado, passou para uma orientação mais estratégica, podendo inclusive afirmar que os investimentos em gestão de recursos humanos são suscetíveis de gerar benefícios econômicos (ALCAZAR; FERNANDEZ; GARDEY, 2008;SCHULER;JIANG, 2014;PEYRA-VI, et al, 2021). Além disso, as práticas de RH de uma organização podem revelar-se altamente influentes na moldagem da atitude, na orientação, no comportamento e no comprometimento dos funcionários, conforme os objetivos da empresa (JAISWAL; DHAR, 2016;PEYRAVI, et al, 2021).…”

Section: Práticas Estratégicas De Recursos Humanos E Ecoinovaçãounclassified

“…O poder que a variável PRH possui em explicar as variações na variável ecoinovação é de 18,1%, conforme consta no R-quadrado. Os resultados encontrados na regressão linear múltipla mostram que existe uma relação significativa e positiva (β0,250) entre ecoinovação e PRH, com um coeficiente de significância menor que 5%, confirmando Alguns pesquisadores da GRH sugeriram que as práticas estratégicas de RH influenciam as atitudes dos funcionários, como por exemplo, o comprometimento (DOMÍNGUEZ-FALCÓN et al, 2016;GOULD-WILLIAMS;DAVIES, 2005;TAKEUCHI et al, 2009;PEYRAVI, et al, 2021). Nesse sentido, confirma-se também a H3, práticas de RH influenciam positivamente a ecoinovação.…”

Section: R C Aunclassified

Cultura de inovação e ecoinovação: o efeito mediador das práticas de recursos humanos

Matos,

Angonese,

Gomes

2023

R. Ci. Adm.

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Este estudo examina o efeito mediador das práticas de RH entre a cultura de inovação e a ecoinovação. Com vistas ao atingimento do objetivo delineado, a parte empírica deste estudo será desenvolvida em indústrias moveleiras do Estado do Rio Grande do Sul. Realizou-se uma pesquisa quantitativa, descritiva e explicativa, com análise multivariada dos dados. A amostra totalizou 88 questionários coletados em 38 empresas do ramo moveleiro, por meio eletrônico. Os resultados indicaram que a cultura de inovação se relaciona positivamente com a ecoinovação. A análise individual das subvariáveis da ecoinovação demonstrou que a cultura de inovação apresenta maior influência sobre o ecoprocesso. As práticas de recursos humanos (PRH) influenciam de forma positiva a ecoinovação. Desse modo, a ecoinovação pode ser implantada e melhor desenvolvida com o apoio das PRH. O efeito mediador das PRH entre a cultura de inovação e a ecoinovação obteve resultados positivos confirmando a hipótese de pesquisa.

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“…These are organizations where people are constantly increasing their competence to achieve results, where team aspirations are freely expanding, and where people are constantly learning to see the whole. Furthermore, employee innovation is important for the sustainable competitiveness of an organization (Peyravi, 2021).…”

Section: The Concept Of a Learning Organizationmentioning

confidence: 99%

Effective management of a learning organization: creating opportunities for informal learning

Dobržinskienė

Paurienė

Melnychuk

et al. 2022

Ind. Jour. Manag. & Prod.

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Changes in innovation and technology, globalization processes, increasing competition determine changes in the activities of learning organizations (educational institutions). Effective management helps manage these changes and meet emerging challenges. The concept of learning organizations is closely related to future perspectives, perceptions of an institution that is constantly evolving and changing. Those changes affect not only the institution itself but also its employees who need to change, improve, and meet the challenges that arise with it. In order to overcome such changes, not only the purposeful lifelong learning is important, but also the self-directed learning. In both cases, this can only be achieved with innovative and focused leadership that facilitates a variety of forms of employee learning. The essence of effective management in learning organizations is related to the goals pursued jointly both by the organization itself and its employees because otherwise it will be difficult to improve and change. With this in mind, the aim of the article is to identify effective management solutions that help to improve the self-learning of employees in this case the teachers. To achieve the goal, the tasks are formulated to discuss the concepts of effective management and learning organization, to describe the theoretical aspects of self-learning; to reveal the self-learning strategies of the learning organization which is the school. Thus, the research highlighted the opportunities provided by the effective management of learning organizations, reflected in self-learning, for the development of employees so that their skills and knowledge are constantly updated. Emphasized self-learning strategies - practical work, observation, communication and collaboration, reflection, reading - are preliminary guidelines for creating a suitable learning environment within the organization.

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The nexus between human resources practices, intrapreneurship and organizational innovation

Cited by 4 publications

References 31 publications

State Mechanisms for Stimulating Innovative Activities

State Mechanisms for Stimulating Innovative Activities

Cultura de inovação e ecoinovação: o efeito mediador das práticas de recursos humanos

Effective management of a learning organization: creating opportunities for informal learning

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