文献详情
How and when matter: Exploring the interaction effects of high-performance work systems, employee participation, and human capital on organizational innovation
文献类型：期刊
通讯作者：Fan, XQ (reprint author), Renmin Univ China, Sch Business, Dept Org & Human Resources, 59 Zhongguancun St, Beijing 100872, Peoples R China.
期刊名称：HUMAN RESOURCE MANAGEMENT
年：2019
卷：58
期：3
页码：253-268
ISSN：0090-4848
关键词：China; employee participation; high-performance work systems; human capital; organizational innovation
所属部门：商学院
摘要：Existing research on the relationship between high-performance work systems (HPWS) and organizational innovation has paid insufficient attention to the boundary effects of employee participation and human capital. Bridging the human resource management (HRM) and employment relations literature, this study contributes to the contingency view of HRM and China-specific research by investigating how human capital and employee participation, direct voice mechanism, and corporate governance participat ...More
Existing research on the relationship between high-performance work systems (HPWS) and organizational innovation has paid insufficient attention to the boundary effects of employee participation and human capital. Bridging the human resource management (HRM) and employment relations literature, this study contributes to the contingency view of HRM and China-specific research by investigating how human capital and employee participation, direct voice mechanism, and corporate governance participation jointly moderate the relationship between HPWS and organizational innovation. We test our three-way interaction model using a sample of 108 firms and 1,250 employees in China. The results suggest that HPWS are positively associated with organizational innovation when employees with relatively less human capital are coupled with more direct voice mechanism or less corporate governance participation. In contrast, HPWS are negatively related to organizational innovation when employees possessing greater human capital are coupled with more direct voice mechanism. The theoretical and managerial implications and future research directions are discussed. ...Hide

DOI：10.1002/hrm.21950
百度学术：How and when matter: Exploring the interaction effects of high-performance work systems, employee participation, and human capital on organizational innovation
语言：外文
被引频次：2
基金：National Natural Science Foundation of ChinaNational Natural Science Foundation of China [71372003]
作者其他论文



Internal Commitment or External Collaboration? The Impact of Human Resource Management Systems on Firm Innovation and Performance.Zhou, Yu;Hong, Ying;Liu, Jun.HUMAN RESOURCE MANAGEMENT.2013,52(2),263-288.
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When Western HRM constructs meet Chinese contexts: validating the pluralistic structures of human resource management systems in China.Zhou, Yu;Liu, Xiao-Yu;Hong, Ying.INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT.2012,23(19,SI),3983-4008.
Utilitarianism or romanticism: the effect of rewards on employees' innovative behaviour.Zhou, Yu;Zhang, Yingying;Montoro-Sanchez, Angeles.INTERNATIONAL JOURNAL OF MANPOWER.2011,32(1),81-98.
Management by values A theoretical proposal for strategic human resource management in China.Zhang, Yingying;Dolan, Simon;Zhou, Yu.CHINESE MANAGEMENT STUDIES.2009,3(4),272-294.