Innovation-driven human resource management practices: A systematic review, integrative framework, and future research directions

IF 2.3 Q3 BUSINESS
Regina Lenart-Gansiniec, Barbara A. Sypniewska, Jin Chen
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引用次数: 1

Abstract

PURPOSE: It is increasingly emphasized that human resource management practices (HRMP), which refer to recruiting and selection, training and development, compensation and performance appraisal, are of great importance for creating innovation. However, the COVID-19 pandemic has shown that traditional HRMPs are already insufficient, which entails the need to rethink and reformulate them in the direction of more effective innovation while also allowing organizations to survive COVID-19-like crises. While there is an extensive literature on human resources management and innovation, there is still no consensus on innovation-driven HRMP. This study aims to identify and synthesize most significant and trustworthy research contributions of innovation-driven HRMP. In addition, to facilitate theory building in the field of HRMP, this article consolidates the existing knowledge into an integrative framework. This framework can be used by future researchers to identify gaps and ambiguities in the meaning of innovation-driven HRMP. METHODOLOGY: The article presents the results of a systematic literature review of 71 empirical research articles referring to innovation-driven HRMP from the Web of Science and Scopus databases. FINDINGS: The systematic literature review allowed us to identify innovation-driven HRMP, taking into account three levels of analysis: individual, group and organizational, with the latter level of analysis being dominant in previous publications. Recognition of innovation-driven HRMP, taking into account the levels in question, is included in an integrative framework, which is the theoretical basis for guiding future research. Our results confirmed the growing trend in the number of publications on the subject since 2010. Most researchers used a quantitative approach. Based on the first author’s affiliation, authors from Great Britain contributed the largest number of publications. Articles are published in various journals, but mainly in those on human resources management. The research took into account a variety of organizational contexts, predominantly in dynamic and complex industries. Our findings show that the current state of research on innovation-driven HRMP confirms the need for further research in this area. Based on this, we provided thematic gaps and potential questions for future research divided into three levels of innovation-driven HRMP. IMPLICATIONS: Our systematic literature review allowed us to propose implications for future researchers planning to conduct research in the field of innovation-driven HRMP. ORIGINALITY AND VALUE: Our systematic literature review focuses on identifying innovation-driven HRMP along with determining the current state of knowledge and future research directions in this area. In addition, we developed an integrative framework that aims at organizing existing literature but also at identifying promising future research directions into innovation-driven HRMP.
创新驱动型人力资源管理实践:系统回顾、整合框架及未来研究方向
目的:越来越多的人强调人力资源管理实践(HRMP),包括招聘和选择、培训和发展、薪酬和绩效考核,对于创造创新具有重要意义。然而,2019冠状病毒病大流行表明,传统的人力资源管理方案已经不足,这就需要重新思考和重新制定这些方案,以实现更有效的创新,同时使组织能够度过类似2019冠状病毒病的危机。虽然关于人力资源管理和创新的文献很多,但关于创新驱动的人力资源管理方案还没有达成共识。本研究旨在找出并综合创新驱动型人力资源管理最重要且最值得信赖的研究贡献。此外,为了促进人力资源管理领域的理论建设,本文将现有知识整合成一个整合的框架。未来的研究人员可以使用这个框架来识别创新驱动的人力资源管理方案含义中的差距和歧义。方法:本文对来自Web of Science和Scopus数据库的71篇关于创新驱动型人力资源管理的实证研究论文进行了系统的文献综述。研究结果:系统的文献回顾使我们能够确定创新驱动的HRMP,考虑到三个层次的分析:个人、群体和组织,后一个层次的分析在以前的出版物中占主导地位。对创新驱动型人力资源管理的认识,考虑到问题的水平,被纳入一个综合框架,这是指导未来研究的理论基础。我们的研究结果证实,自2010年以来,有关该主题的出版物数量呈增长趋势。大多数研究人员使用定量方法。根据第一作者的隶属关系,来自英国的作者贡献了最多的出版物。文章发表在各种期刊上,但主要是关于人力资源管理的。该研究考虑了各种组织背景,主要是在动态和复杂的行业。我们的研究结果表明,创新驱动型人力资源管理研究的现状证实了该领域进一步研究的必要性。在此基础上,我们将创新驱动的人力资源管理模式分为三个层次,提出了未来研究的主题缺口和潜在问题。启示:我们的系统文献综述使我们能够对未来计划在创新驱动的人力资源管理领域进行研究的研究人员提出启示。原创性和价值:我们的系统文献综述侧重于识别创新驱动的人力资源管理模式,并确定该领域的知识现状和未来研究方向。此外,我们开发了一个综合框架,旨在组织现有文献,同时也为创新驱动的HRMP确定有前途的未来研究方向。
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
CiteScore
4.70
自引率
5.60%
发文量
20
审稿时长
48 weeks
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