Abstract
The literature points to the positive role of Human Resource Management (HRM) best practices affecting organizational innovation. However, it is still insufficiently clear which mechanisms produce this outcome. In this study, we focus on Human Resource Strength (HRS) as a major variable in that process. More precisely, we examine whether Human Resource Strength (HRS) is a mediator or a moderator in the relationship between four high commitment HR practices and organizational innovation. We investigated a sample of 323 Romanian managers. Our findings indicate that HR strength has a double role as a moderator (training only) and full mediator (training and education and performance appraisal only) in the relationship between HR practices and organizational innovation. The discussion elaborates on the theoretical implications and indicates ideas for future research.
Published Version
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