SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation

Abstract

The primary objective of this research is to investigate the role of strategic human resource management practices in developing resilient organizational behavior. This research aims to test the mediating function of individual resilient behavior between strategic human resources management practices and resilient organizational behavior. Data was collected from 780 managerial level employees working in small and medium Chinese enterprises in Hubei Province through a self-administrated questionnaire. The Smart partial least square structural equation modeling technique was used for data analysis. The analysis showed a significant positive relationship among SHRM practices, employee resilient behavior, and resilient organizational behavior. Results also show that employee resilient behavior partially mediates the relationship between SHRM practices and resilient organizational behavior. Individual resilient behavior is needed when an organization is in crisis, restructuring, transformation, turbulent, and unfavorable conditions. Without individual resilient behavior, it is difficult for an organization to be resilient. Therefore, strategic human resource management practices are essential to develop an employee’s resilience. This research contributed to the body of knowledge by bringing new concepts together. The main contribution was testing the role of individual resilient behavior between strategic human resource management practices and resilient organizational behavior.

Analysis and Improvement of Work Competency on Work Productivity of Vehicle Testers

“…that increasing work productivity can help improve the quality of their working life by maintaining a better work-life balance and acquiring Knowledge and skills to help effectively manage work and life commitments.The findings support previous research on new perspectives to strengthen trust in organizational safety and improve safety behaviours(Liu et al, 2020). Adaptive behaviour forms resilient behaviour towards individuals, which is the basis for organizations to become more resilient, especially in crisis management, transformation, and volatile situations(Rehman et al, 2021). Adaptive behaviours can also trigger other behaviours among innovative ones.…”

Enhancing Organizational Resilience: The Transformative Influence of Strategic Human Resource Management Practices and Organizational Culture

“…Furthermore, the successful use of SEM in previous research in the field of OR highlights the validity and relevance of this analytical instrument for analyzing the complex dynamics of organizational systems [5,35]. These previous studies have demonstrated the effectiveness of SEM in managing organizational variability and complexity, confirming its suitability for studying the interactions between SHRM practices, OR, and OC [10,33,36].…”

“…Investments in strategic human resource management practices can generate significant benefits for the organization, contributing to building a stronger and more resilient organizational capacity [36]. Recruiting and developing talented employees, boosting their engagement and job satisfaction, fostering a culture of learning and innovation, and strategically aligning human resource practices with organizational objectives are ways through which organizations can bolster their market position and improve their adaptability to changes in the organizational environment.…”