This study aims to understand the role of HRM on academic innovativeness. We will try to identify the adequate policy of HRM for the development of academic innovativeness.The most important is the way in which HRM will be treated as a composite construct of many practices, working in synergistic way, to generate a capacity of innovation or innovativeness according to our definition presented here.Our interest is oriented to the academic field due to importance of its role on social development. And our interest is oriented to the ability to innovate rather than innovation which still difficult to identify and measure. Academic innovativeness here is represented by five dimensions: behavior, product, process, market and strategic innovativeness.The analyze of the variance explained for our variables, provides empirical evidence that the academic innovativeness depends in majority on behavioral dimension and process. The HRM policy in this case is a distinct construction which depends on training and promotion. Added to this, some relations here must be revisited specially the link between behavior dimension of academic innovativeness and the policy of HRM as a construct.At the end of this research, we propose what we have called `the one best way` of academic innovativeness. Our theory model can be considered as user`s guide for academics to innovate based on HRM policy.
The Role of HRM Policy on Academic Innovativeness Case of Business School on Saudi Arabia
