HRM and innovative work behaviour: a systematic literature review

Research output: Contribution to journalArticleAcademicpeer-review

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Abstract

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
Volume46
Issue number7
DOIs
Publication statusPublished - 22 Nov 2017

Fingerprint

Practice Guidelines
Aptitude
HRM practices
Work behavior
Literature review
Climate
Reward
Motivation
Autonomy
Content analysis
Job security
Boosting
Employee behaviour
Training and development
Methodology
Moderator
Job demands
Systematic review
Mediator
Peers

Keywords

  • Innovative work behavior
  • HRM practices
  • AMO theory
  • Systematic Literature Review
  • Best practices for innovative work behavior

Cite this

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title = "HRM and innovative work behaviour: a systematic literature review",
abstract = "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.",
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HRM and innovative work behaviour : a systematic literature review. / Bos-Nehles, Anna Christina; Renkema, Maarten ; Janssen, Maike.

In: Personnel review, Vol. 46, No. 7, 22.11.2017, p. 1228-1253.

Research output: Contribution to journalArticleAcademicpeer-review

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AB - 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.

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