SHRM and product innovation: testing the moderating effects of organizational culture and structure in Chinese firms

Wei, Liqun; Li, Jun; Herndon, Neil C.

doi:10.1080/09585192.2011.538965

Cited by 105 publications

(67 citation statements)

References 38 publications

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“…However, the process through which HRM influences innovation has not been well recognized. We investigated and found the support for the mediating impact of (Wei et al, 2011). By examining the HRM and innovation in Irish professional services firms, this study therefore enriches the research context and provides support for generalization of the findings on the HRM-firm innovation relationship.…”

Section: Scholarly Implicationsmentioning

confidence: 99%

“…For example, using a longitudinal database from thirty-five UK manufacturing organizations, Shipton et al (2005) found that HRM systems promote organizational innovation in products and production technology. Jiménez-Jiménez and Sanz-Valle Wei et al (2011) found that strategic HRM has a positive impact on firms' product innovation and this relationship is stronger for firms with a developmental culture. Besides these quantitative studies, Zanko et al (2008) conducted an in-depth case study on the failure of implementing new product development (concurrent engineering) by a Eurotech company.…”

Section: Hpws and The Firm Innovation Linkmentioning

confidence: 99%

“…Cabello-Medina et al, 2011), Belgium (e.g. De Winne andSels, 2010), and China (Wei et al, 2011). Based on the recent International Innovation Index 1 which measures the level of innovation of a country, Ireland was ranked in 5 th place, following Singapore, South Korea, Switzerland, and Iceland.…”

Section: Introductionmentioning

confidence: 99%

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How do high performance work systems influence organizational innovation in professional service firms?

et al. 2015

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Purpose – The purpose of this paper is to examine how a system of human resource management (HRM) practices, labelled high-performance work systems (HPWS), influences organizational innovation in professional service firms (PSFs). In this study, innovation in PSFs is seen as an indicator of firm performance and is calculated as the revenue per person generated from new clients and new services, respectively. Design/methodology/approach – Quantitative data were collected from 195 managing partners, HR managers or experienced Partners in 120 Irish accounting firms. Hierarchical regression analysis was used to test the hypotheses. Findings – The analysis results indicate strong support for the mediating role of employees’ innovative work behaviours in the relationship between HPWS and two types of PSFs’ innovation performance. Practical implications – Managers need to effectively adopt and implement innovation-based HRM practices to encourage and support employees’ creative thinking and innovation. Through the adoption and utilization of these practices managers can enhance the firm’s innovation and its performance. Originality/value – This study contributes to our understanding of the link between HRM and firm innovation by explicating a pathway between these variables. This study also generalizes consistent findings on the HRM-firm innovation relationship to a different context, i.e. PSFs.

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Section: Scholarly Implicationsmentioning

confidence: 99%

Section: Hpws and The Firm Innovation Linkmentioning

confidence: 99%

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How do high performance work systems influence organizational innovation in professional service firms?

et al. 2015

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“…For instance, Lau and Ngo (2004) established a positive impact of developmental culture on innovation. Wei et al (2011) found a positive impact of developmental culture on product innovation. Accordingly, the second hypothesis of the present study is formulated as follows:…”

Section: Developmental Culturementioning

confidence: 99%

Innovative Behavior: Relations with Developmental Culture, Psychological Empowerment, Distributive Justice and Organizational Learning Capacity

Gözükara¹,

Yıldırım²,

Yıldız³

2016

IBR

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Competitive advantage has a significant role in organizations' survival and the key path to achieve that advantage passes through innovation. Organizations need employees who do not just create new ideas but also implement them. These innovative behaviors may provide great contributions to both organizational performance and success. There are certain factors which motivate employees to exhibit such behaviors. Concordantly, the present study aims to discover how innovative behaviors of employees are related with developmental culture and psychological empowerment as well as distributive justice and organizational learning. The study sample included 276 participants from the aviation sector. The study data were collected through the survey method and data analysis was performed via SPPS and AMOS programs. The results showed that developmental culture and psychological empowerment had positive relationships with innovative behavior, whereas distributive justice and organizational learning capacity positively affected developmental culture.

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“…Los resultados empíricos de 223 empresas chinas indican que el sistema de RRHH tiene un impacto positivo en la innovación de productos y, además, esta relación es más fuerte para las empresas con una cultura orientada al desarrollo. De igual modo, el examen de las interacciones indica que en las empresas con una estructura más horizontal, la relación entre las PRH y la innovación es más fuerte con una cultura orientada al desarrollo (Wei et al, 2011).…”

Section: Otras Variables a Considerarunclassified

Prácticas de recursos humanos y su impacto en los resultados de innovación: una revisión teórica

Carda

Benavent

Giner

2013

cys

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Resumen: El presente artículo tiene como objetivo la realización de una revisión teórica con la finalidad de identificar las prácticas de Recursos Humanos más analizadas respecto a los resultados de innovación y, como resultado, poner de manifiesto otras variables no consideradas hasta la fecha pero que también tengan incidencia en dicha relación. Así pues, autonomía, participación, formación, sistemas de recompensas, trabajo en equipo, reclutamiento y selección, además del desarrollo de carrera profesional, afectarían positivamente los resultados de la innovación a través de la creatividad y la gestión del conocimiento. La estructura y cultura organizativa jugarían un papel moderador en esta relación. Por lo que la contribución básica reside en el planteamiento de un modelo teórico integrador de las variables que relacionan las prácticas de recursos humanos y los resultados de innovación así como de aquellas otras que resultan mediadoras y moderadoras entre ellas.Palabras claves: Prácticas de recursos humanos, resultados de innovación, variables mediadoras y moderadoras.

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SHRM and product innovation: testing the moderating effects of organizational culture and structure in Chinese firms

Cited by 105 publications

References 38 publications

How do high performance work systems influence organizational innovation in professional service firms?

How do high performance work systems influence organizational innovation in professional service firms?

Innovative Behavior: Relations with Developmental Culture, Psychological Empowerment, Distributive Justice and Organizational Learning Capacity

Prácticas de recursos humanos y su impacto en los resultados de innovación: una revisión teórica

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