How New HRM Practices, Organizational Innovation, and Innovative Climate Affect the Innovation Performance in the IT Industry: A Moderated-Mediation Analysis

Considering the cutthroat competition in IT organizations, public and state-based organizations are trying to develop strategies to promote innovation in the organizations. However, due to monopolistic structure, employee rigidness, and lack of innovation climate, employees are reluctant to perform innovatively in such organizations. New HRM practices (NHRM) can enrich the talented, motivated, committed, and innovative staff to enhance innovation. However, empirical evidence to prove this relationship is insufficient. Therefore, this study aims to analyze the effect of NHRM practices on innovation performance with the mediating role of organizational innovation and the moderating role of the innovation climate. Data collected from semi-government IT-based organizations provide results that there is a significant positive relationship between NHRM practices and innovation performance. The mediating role of organizational innovation was also found. Moreover, the results of the moderated-mediation show that the mediating role of organizational innovation is also strong if the organizational climate is more innovative. These results provide managerial guidelines to promote NHRM practices to enhance innovation performance in the semi-government IT-based organizations of Pakistan.

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Strategic Management of HRM Practices and Innovation Performance in the High Tech Fiberglass Sector in Bahrain: Mediating Role of Organizational Innovation

Annals of Contemporary Developments in Management & HR ◽

10.33166/acdmhr.2020.03.006 ◽

2020 ◽

Vol 2 (3) ◽

pp. 43-55

Author(s):

Habil Slade Ogalo

Keyword(s):

Strategic Management ◽

Organizational Innovation ◽

Manufacturing Sector ◽

Positive Association ◽

Innovation Performance ◽

High Tech ◽

Significant Positive Association ◽

Mediating Role ◽

Hrm Practices

Growing use of fiberglass admixture in construction along with automotive industries has escalated demand of fiberglass among the firms and fueling them with the innovational strategy in order to be competitive. Fiberglass businesses being one of the high-tech sectors have to consider many domains. Although, due to the inflexibility of employees, the absence of innovative atmosphere and monopolistic composition, employees are unwilling to be innovative in organizations. The current study argued that strategic management of new HRM practices through enhancing more skillful, talented, committed, motivated can further innovation and innovational employees that helps in higher productivity of the organization. However, to demonstrate this connection is insufficient in terms of empirical evidence. Consequently, the main objective of this investigation to examine role of strategic management of New HRM practices on innovation performance followed by the mediation of organizational innovation. Data has collected from Bahrain’s manufacturing sector of fiberglass that came up with significant positive association between the endogenous and exogenous variables.

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The mediating role of autonomy in the effect of pro-innovation climate and supervisor supportiveness on innovative behavior of nurses

European Journal of Innovation Management ◽

10.1108/ejim-05-2018-0088 ◽

2019 ◽

Vol 22 (1) ◽

pp. 41-58 ◽

Cited By ~ 8

Author(s):

Betül Sönmez ◽

Aytolan Yıldırım

Keyword(s):

Organizational Climate ◽

Linear Regression Analysis ◽

Professional Autonomy ◽

Added Value ◽

Innovative Behavior ◽

Cross Sectional ◽

Content Type ◽

Mediating Role ◽

Innovation Climate

PurposeThe purpose of this paper is to test the mediating role of autonomy in the effect of a pro-innovation organizational climate and supervisor supportiveness (SS) on the innovative behavior (IB) of nurses.Design/methodology/approachThe sample of this cross-sectional, correlational study consisted of 332 nurses, who were selected, on the basis of the convenience sampling method, from among the nurses working at two public university hospitals in Istanbul. The data of the study were collected between February and May of 2015. Descriptive analysis and linear regression analysis were used for data analysis, and the bootstrapping method was applied to test the significance of the mediating role.FindingsThe model used for examining the mediating role of autonomy was found to be statistically significant, as it explained 36 percent of the variance of IB. When the significance of the mediating role was tested, its effect on both innovation climate and SS was observed to be significant.Originality/valueThe obtained results indicated that a pro-innovation organizational climate and SS functioned as premises for autonomy. In turn, the rise in autonomy level that served to innovative climate and SS increased the IB of the nurses through boosting their autonomy level. From these results, it can be argued that nurses with a high level of professional autonomy can create innovative outputs and provide added value through the IB they practice in providing patient care and general health services.

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Organizational structure and innovation performance

Career Development International ◽

10.1108/cdi-12-2016-0234 ◽

2017 ◽

Vol 22 (4) ◽

pp. 334-350 ◽

Cited By ~ 18

Author(s):

Alisher Tohirovich Dedahanov ◽

Changjoon Rhee ◽

Junghyun Yoon

Keyword(s):

Organizational Structure ◽

Structural Equation ◽

Organizational Innovation ◽

Innovation Performance ◽

Equation Modeling ◽

Innovative Behavior ◽

Content Type ◽

Mediating Role ◽

The Republic

Purpose The purpose of this paper is to investigate the mediating role of innovative behavior on the relationships between organizational structure, such as centralization, formalization, integration, and organizational innovation performance. Design/methodology/approach The authors collected data from 140 functional managers of manufacturing organizations in the Republic of Korea. The authors used structural equation modeling procedure to evaluate the validity of proposed hypotheses. Findings The results suggest that innovative behavior mediates the links among centralization, formalization, and organizational innovation performance. However, the findings indicate that innovative behavior does not mediate the relationship between integration and organizational innovation performance. Originality/value This work is the first to examine the mediating role of innovative behavior on the associations among centralization, integration, and organizational innovation performance.

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Notice of Retraction: Human Resource Practices and Organizational Innovation Performance in the PRC: The Mediating Role of Absorptive Capacity

2009 International Conference on Management and Service Science ◽

10.1109/icmss.2009.5302091 ◽

2009 ◽

Author(s):

Duanxu Wang ◽

Shuai Chen

Keyword(s):

Human Resource ◽

Absorptive Capacity ◽

Organizational Innovation ◽

Innovation Performance ◽

Human Resource Practices ◽

Mediating Role

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Knowledge sharing direction and innovation performance in organizations

European Journal of Innovation Management ◽

10.1108/ejim-09-2019-0244 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Cited By ~ 1

Author(s):

Shuliang Zhao ◽

Yanhong Jiang ◽

Xiaobao Peng ◽

Jin Hong

Keyword(s):

Knowledge Sharing ◽

Absorptive Capacity ◽

Organizational Innovation ◽

Innovation Performance ◽

Policy Implications ◽

Mediation Effect ◽

Content Type ◽

Mediating Role ◽

The Impact

PurposeBecause the mechanism of how knowledge sharing affects organizational innovation is still unclear, the study focuses on the relationship between knowledge sharing and organizational innovation performance, with a focus on mediating role of absorptive capacity and individual creativity.Design/methodology/approachOn the basis of the knowledge base view and organizational learning theory, the study propose a model to verify the impact of inbound and outbound knowledge sharing on organizational innovation performance based on previous research. It also analyzed how these effects were mediated by individual creativity and absorptive capacity. The study collected 166 samples to verify the theoretical model.FindingsResults corroborate that inbound knowledge sharing cannot directly promote organizational innovation performance, and absorptive capacity has a full mediation effect between inbound knowledge sharing and organizational innovation performance. Knowledge outbound sharing, individual creativity and absorptive capacity can improve innovation performance. In addition, absorptive capacity and individual creativity have direct and significant impacts on organizational innovation performance. Moreover, absorptive capacity plays a partial mediate role between individual creativity and innovation performance. Finally, this study discusses the policy implications of the study and describes possible future research directions.Originality/valueThe paper creatively divides knowledge sharing into inbound knowledge sharing and outbound knowledge sharing and verifies that knowledge sharing does not directly affect organizational innovation performance. The mediating role of absorptive capacity and individual creativity was analysis.

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Potential and Realized Absorptive Capacity in Colombian Firms: The Mediating Role of the Organizational Climate for Innovation

SAGE Open ◽

10.1177/21582440211052549 ◽

2021 ◽

Vol 11 (4) ◽

pp. 215824402110525

Author(s):

Francoise Contreras ◽

Ignacio Aldeanueva ◽

Juan C. Espinosa ◽

Ghulam Abid

Keyword(s):

Organizational Climate ◽

Absorptive Capacity ◽

Organizational Innovation ◽

Cross Sectional Study ◽

Cross Sectional ◽

Mediating Role ◽

Industrial Sectors ◽

Potential Capacity ◽

Realized Absorptive Capacity

The absorptive capacity is related to knowledge evaluation and acquisition (Potential Capacity), as well as to the transformation and exploitation of such knowledge (Realized Capacity). This research aims to analyze the absorptive capacity in Colombian companies and to investigate whether the Realized capacity can be predicted from the Potential capacity. Likewise, due to the importance of the context on the absorptive capacity development, the mediating role of the organizational climate for innovation was tested. Through a cross-sectional study, a total of 260 employees from different companies completed the Absorptive Capacity Scale and the Organizational Climate for Innovation Scale. The results showed that Potential absorptive capacity is needed for Realized absorptive capacity, additionally, organizational climate for innovation exerted a mediator role in this transition. These findings highlight that companies should have an organizational climate that allows them to acquire and transform knowledge in order to increase their innovativeness and be more competitive. Further studies should analyze the organizational innovation in relation to the proposed and tested model, while considering employees from different industrial sectors.

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