The impact of high commitment work practices on radical innovation: innovative work behaviour and knowledge sharing as mediators

IF 3.6 Q2 MANAGEMENT

International Journal of Productivity and Performance Management Pub Date : 2024-02-01 DOI:10.1108/ijppm-01-2023-0036

Motasem M. Thneibat

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引用次数: 0

Abstract

Purpose

Building on social exchange theory (SET), the main aim of this paper is to empirically study the impact of high-commitment work practices (HCWPs) systems on radical innovation. Additionally, the paper examines the mediating roles of employee innovative work behaviour (IWB) and knowledge sharing (KS) in the relationship between HCWPs and radical innovation.

Design/methodology/approach

Using a survey questionnaire, data were collected from employees working in pharmaceutical, manufacturing and technological industries in Jordan. A total of 408 employees participated in the study. Structural equation modelling (SEM) using AMOS v28 was employed to test the research hypotheses.

Findings

This research found that HCWPs in the form of a bundle of human resource management (HRM) practices are significant for employee IWB and KS. However, similar to previous studies, this paper failed to find a direct significant impact for HCWPs on radical innovation. Rather, the impact was mediated by employee IWB. Additionally, this paper found that HCWPs are significant for KS and that KS is significant for employee IWB.

Originality/value

Distinctively, this paper considered the mediating effect of employee IWB on radical innovation. Extant research treated IWB as a consequence of organisational arrangements such as HRM practices; this paper considered IWB as a foundation and source for other significant organisational outcomes, namely radical innovation. Additionally, the paper considered employees' perspectives in studying the relationship between HRM, KS, IWB and radical innovation.

查看原文本刊更多论文

高承诺工作实践对激进创新的影响：以创新工作行为和知识共享为中介

目的本文以社会交换理论（SET）为基础，主要目的是实证研究高承诺工作实践（HCWPs）系统对激进创新的影响。此外，本文还研究了员工创新工作行为（IWB）和知识共享（KS）在 HCWPs 与激进创新之间关系中的中介作用。共有 408 名员工参与了研究。研究结果本研究发现，以人力资源管理（HRM）实践捆绑为形式的 HCWPs 对员工 IWB 和 KS 有显著影响。然而，与之前的研究类似，本文未能发现 HCWPs 对激进创新的直接显著影响。相反，这种影响是以员工 IWB 为中介的。此外，本文还发现 HCWPs 对 KS 有显著影响，而 KS 对员工 IWB 有显著影响。现有研究将 IWB 视为人力资源管理实践等组织安排的结果；本文则将 IWB 视为其他重要组织结果（即激进创新）的基础和来源。此外，在研究人力资源管理、KS、IWB 和激进创新之间的关系时，本文还考虑了员工的观点。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

International Journal of Productivity and Performance Management MANAGEMENT-

CiteScore

7.90

自引率

9.70%

发文量

期刊介绍： ■Organisational design and methods ■Performance management ■Performance measurement tools and techniques ■Process analysis, engineering and re-engineering ■Quality and business excellence management Articles can address these topics theoretically or empirically through either a descriptive or critical approach. The co-Editors support articles that significantly bring new knowledge to the area both for academics and practitioners. The material for publication in IJPPM should be written in a manner which makes it accessible to its entire wide-ranging readership. Submissions of highly technical or mathematically-oriented papers are discouraged.