HRM and innovative work behaviour: a systematic literature review

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    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. The aim of this paper is thus 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.

    Methodology – Based on a systematic review of the literature, we carried out a content analysis on 27 peer-reviewed journal articles.

    Findings – Working with the definitions and items provided in the articles, we 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 - A framework is presented that aggregates the findings and clarifies which HRM practices influence IWB and how these relationships can be explained.
    Original languageEnglish
    Pages (from-to)1228-1253
    JournalPersonnel review
    Issue number7
    Publication statusPublished - 22 Nov 2017


    • Innovative work behavior
    • HRM practices
    • AMO theory
    • Systematic Literature Review
    • Best practices for innovative work behavior
    • 22/4 OA procedure

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