Investigating the effect of Human Resource Practices on Job Crafting and Work Engagement towards Innovative Work Behavior in the Airline Industry

2021 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Khaled Nawaser ◽  
Farhana Abdullah ◽  
Haniruzila Hanifah ◽  
Ali Vafaei Zadeh
Keyword(s):  
Human Resource ◽  
Work Engagement ◽  
Airline Industry ◽  
Work Behavior ◽  
Job Crafting ◽  
Human Resource Practices ◽  
Innovative Work Behavior ◽  
Innovative Work

The mediating effect of meaningful work between human resource practices and innovative work behavior: a study of emerging market

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nishant Singh ◽  
Umesh Bamel ◽  
Veena Vohra
Keyword(s):  
Human Resource ◽  
Emerging Market ◽  
Meaningful Work ◽  
Mediating Effect ◽  
Work Behavior ◽  
Human Resource Practices ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Performance Based Evaluation

PurposeThis study is aimed at examining the mediating effect of meaningful work (MFW) between human resource practices (HRP) i.e. staffing, training, participation, performance-based evaluation, and reward with innovative work behavior (IWB) of Indian small and medium-sized enterprise (SME) employees.Design/methodology/approachThis is a cross-sectional study with data of 199 respondents collected from the Indian SME sector. The mediation path was analyzed using multiple hierarchical regression analysis and processes.FindingsResults of the study indicate that human resource practices, i.e. staffing, training and participatory decision making, are positively related to IWB; MFW mediates the relationships between these human resource practices and IWB. Interestingly, performance-based evaluation and reward are not found to be related positively to IWB in SMEs.Originality/valueThe study adds value to SME literature on how SMEs may promote innovation amongst their employees. In addition, the findings of the present study add to human resource management (HRM) literature regarding practices in Indian SMEs.

Relationship Between High-Involvement Human Resource Practices and Innovative Work Behavior

2017 ◽  
Vol 23 (8) ◽  
pp. 7505-7507 ◽  
Author(s):  
Ahmad Nizan Mat Noor ◽  
Shaiful Annuar Khalid ◽  
Mohamad Niza Md Nor ◽  
Zulaiha Ahmad ◽  
Nurwahida Fuad ◽  
...  
Keyword(s):  
Human Resource ◽  
Work Behavior ◽  
Human Resource Practices ◽  
High Involvement ◽  
Innovative Work Behavior ◽  
Innovative Work

Managing innovative work behavior: the role of human resource practices

2014 ◽  
Vol 43 (2) ◽  
pp. 184-208 ◽  
Author(s):  
Isabel Ma Prieto ◽  
Ma Pilar Pérez-Santana
Keyword(s):  
Work Environment ◽  
Human Resource ◽  
Work Behavior ◽  
Future Research ◽  
Human Resource Practices ◽  
Management Support ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work

Purpose – The purpose of this paper is to examine the role of high-involvement human resource practices in the innovative work behavior of employees, with the mediation of supportive work environment conditions. Design/methodology/approach – The study uses regression analysis to test the hypotheses in a sample of 198 Spanish firms. Findings – The results indicate that ability-enhancing and opportunity-enhancing human resource practices are positively related to innovative work behaviors with the mediation of two work environment variables: management support and coworkers support. This study discusses results and highlights limitations and future research directions. Originality/value – Previous researchers have identified employees as important sources of innovation, but systemic empirical research has not been fully applied to examine the relationship between human resource management (HRM) and employees' innovative work behavior.

scholarly journals Developmental Human Resource Configuration, Unique Human Capital, and Employee Innovative Work Behavior: A Multilevel Moderated Mediation Model

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110279
Author(s):  
Po-Chien Chang ◽  
Man-Jing Zhang ◽  
Ting Wu
Keyword(s):  
Human Capital ◽  
Human Resource ◽  
Social Exchange ◽  
Work Behavior ◽  
High Tech ◽  
Full Time ◽  
Resource Configuration ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Empowerment Climate

Drawing on social exchange theory (SET), the purposes of this research are to investigate the effect that developmental human resource configuration (DHRC) has on employee innovative work behavior (IWB) and to examine the role that an empowerment climate plays in the relationship. The study assumes that knowledge workers perform IWB if they perceive the application of DHRC and the empowerment climate to support autonomy, information sharing, and team accountability. The data were collected from 37 R&D managers and 370 full-time R&D engineers, constituting 37 different high-tech companies in Guangdong province, China. Results show that a positive relationship between DHRC and IWB was found and was partially mediated by unique human capital. Findings also demonstrate that empowerment climates strengthen this relationship. The implications of the findings and future directions for research are further discussed.

scholarly journals THE IMPACT OF PROACTIVE-PERSONALITY ON INNOVATIVE WORK BEHAVIOR AND WORK ENGAGEMENT IN THE UAE AVIATION INDUSTRY.

2019 ◽  
Vol 2 (1) ◽  
pp. 108-112
Author(s):  
Sultan Salem Alshamsi ◽  
Kamarul Zaman Bin Ahmad
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Proactive Personality ◽  
Work Behavior ◽  
Aviation Industry ◽  
Innovative Work Behavior ◽  
Significant Relationships ◽  
Innovative Work ◽  
The Impact ◽  
The Relationship

The objective of this research is to examine the relationship between Proactive Personality, innovative work behavior, and work engagement. The sample consists of 220 respondent managers in the Aviation Industry in the UAE. Results of Structural Equation Modelling using SmartPLS revealed that there are significant relationships between Proactive Personality and innovative work behavior, and between Innovative Work Behavior and Work Engagement.

Can human resource flexibility disentangle innovative work behavior among hospitality employees? The roles of harmonious passion and regulatory foci

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tuan Trong Luu
Keyword(s):  
Human Resource ◽  
Work Behavior ◽  
Equation Modeling ◽  
Innovative Behavior ◽  
Promotion Focus ◽  
Harmonious Passion ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Hospitality Organizations ◽  
Innovative Work

Purpose The ongoing improvement of hospitality services stems from innovative behavior among employees. This study aims to investigate how and when human resource (HR) flexibility promotes hospitality employees’ innovative work behavior. Design/methodology/approach The data were garnered from 438 employees and 67 managers from 19 hotels operating in Vietnam. Multilevel structural equation modeling was used to analyze the data. Findings The positive association was observed between HR flexibility and innovative work behavior. Harmonious passion functioned as a mediator for such a relationship. While promotion focus was found to positively interact with HR flexibility to predict employee harmonious passion, prevention focus demonstrated an attenuating effect on the association between HR flexibility and harmonious passion. Practical implications The findings suggest that hospitality organizations can promote innovative work behavior among employees through building skill and behavioral flexibility, as well as flexibility in HR practices. Hospitality organizations should also realize the role of harmonious passion as a mechanism that can channel HR flexibility into innovative work behavior and the interactive effect of promotion focus and HR flexibility on fostering harmonious passion and, in turn, innovative work behavior. Originality/value This inquiry advances the strand of research on the HR management-innovative behavior linkage by offering insights into how and when HR flexibility promotes innovative work behavior among hotel employees.

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