Perceptions of HRM and their effect on dimensions of innovative work behaviour: Evidence from a manufacturing firm

Andre Veenendaal, Tatiana Bondarouk

Research output: Contribution to journalArticleAcademicpeer-review

7 Citations (Scopus)
274 Downloads (Pure)

Abstract

Research has shown that employees’ innovative work behaviour is important for the competitive advantage of organizations. However, the question of how this innovative work behaviour can be stimulated remains unanswered. The purpose of this paper is to test empirically the effect of perceptions of four high-commitment HR practices on three dimensions of innovative work behaviour by production workers. Disentangling three dimensions of innovative work behaviour makes it conceptually possible to determine how perceived HRM can stimulate three different behavioural types linked to idea generation, idea championing, and idea application. The results of a survey among 328 workers in a Dutch manufacturing company show that four perceived HR practices (supportive supervision, training and development, information sharing, and compensation) have an effect on all three dimensions of innovative work behaviour. Overall, positively perceived supportive supervision was found to be the most beneficial practice for innovative work behaviour.
Original languageEnglish
Pages (from-to)138-160
JournalManagement revue
Volume26
Issue number2
DOIs
Publication statusPublished - 2015

Fingerprint

Work behavior
Manufacturing firms
Supervision
HR practices
Workers
Manufacturing companies
Idea generation
Information sharing
Training and development
Employees
Competitive advantage

Keywords

  • METIS-310716
  • IR-96083

Cite this

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abstract = "Research has shown that employees’ innovative work behaviour is important for the competitive advantage of organizations. However, the question of how this innovative work behaviour can be stimulated remains unanswered. The purpose of this paper is to test empirically the effect of perceptions of four high-commitment HR practices on three dimensions of innovative work behaviour by production workers. Disentangling three dimensions of innovative work behaviour makes it conceptually possible to determine how perceived HRM can stimulate three different behavioural types linked to idea generation, idea championing, and idea application. The results of a survey among 328 workers in a Dutch manufacturing company show that four perceived HR practices (supportive supervision, training and development, information sharing, and compensation) have an effect on all three dimensions of innovative work behaviour. Overall, positively perceived supportive supervision was found to be the most beneficial practice for innovative work behaviour.",
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Perceptions of HRM and their effect on dimensions of innovative work behaviour: Evidence from a manufacturing firm. / Veenendaal, Andre; Bondarouk, Tatiana.

In: Management revue, Vol. 26, No. 2, 2015, p. 138-160.

Research output: Contribution to journalArticleAcademicpeer-review

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