Moderating/Mediating Effects of HRM Practices in Organizational Justice on Innovative Work Behaviour among Hotel Industry of Pakistan: Case Study of Karachi

Purpose Although we know that HRM practices can have a huge impact on employees’ innovative work behaviour (IWB), we do not know exactly which practices make the difference and how they affect IWB. Thus, the purpose of this paper is to determine the best HRM practices for boosting IWB, to understand the theoretical reasons for this, and to discover mediators and moderators in the relationship between HRM practices and IWB. Design/methodology/approach Based on a systematic review of the literature, the authors carried out a content analysis on 27 peer-reviewed journal articles. Findings Working with the definitions and items provided in the articles, the authors were able to cluster HRM practices according to the ability-motivation-opportunity framework. The best HRM practices for enhancing IWB are training and development, reward, job security, autonomy, task composition, job demand, and feedback. Practical implications The results of this study provide practical information for HRM professionals aiming to develop an HRM system that generates innovative employee behaviours that might help build an innovative climate. Originality/value A framework is presented that aggregates the findings and clarifies which HRM practices influence IWB and how these relationships can be explained.

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The impacts of person-organisation fit and perceived organisational support on innovative work behaviour: the mediating effects of knowledge sharing behaviour

International Journal of Information Systems and Change Management ◽

10.1504/ijiscm.2015.075632 ◽

2015 ◽

Vol 7 (4) ◽

pp. 263 ◽

Cited By ~ 4

Author(s):

Bilal Afsar ◽

Yuosre Badir

Keyword(s):

Knowledge Sharing ◽

Mediating Effects ◽

Organisational Support ◽

Innovative Work ◽

Perceived Organisational Support ◽

Innovative Work Behaviour

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Workplace information literacy: a bridge to the development of innovative work behaviour

Journal of Documentation ◽

10.1108/jd-03-2021-0065 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Lyndsey Middleton ◽

Hazel Hall

Keyword(s):

Information Literacy ◽

Qualitative Data ◽

Information Science ◽

Content Type ◽

Mixed Methods Approach ◽

Innovative Work ◽

Innovative Work Behaviour ◽

And Training

PurposeOrganisational culture and leadership, employee skills and aptitudes, access to resources, and training are regularly cited as important determinants of the development of innovative work behaviour (IWB). The purpose of the work reported in this paper was to investigate a further set of possible determinants of the development of IWB: those that are information-related.Design/methodology/approachA mixed methods approach was adopted. Quantitative and qualitative data were collected by questionnaire, interview and focus groups in three large public sector case study organisations in Scotland, Finland and England.FindingsA set of information-related determinants of the development of IWB is evidenced, adding to the list of determinants that are already well documented. Notably workplace information literacy (IL) appears to furnish a bridge between determinants of the development of IWB and workplace learning.Originality/valueThat information-related determinants may be valuable to the development of IWB has not previously merited specific consideration, nor been recognised, in the wider IWB literature. The identification of these determinants in this research should encourage researchers and professionals beyond the domain of information science to pay serious attention to IL. This is particularly important in respect of the role of workplace IL in processes that lead to new knowledge creation and innovation.

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