Abstract
Purpose The relationship between human resource management practices (HRMP) and innovation has been described as a black box, where a lot still needs to be investigated. Thus, the aim of this paper is to investigate the nature of the link that exists between HRMP and innovation in both public and private organizations. To do so, theoretical underpinnings and existence of a mediating or a moderating mechanism is inspected. Design/methodology/approach Based on an empirical systematic review of research conducted between 2010 and 2018, content analysis has been conducted for 31 peer-reviewed articles in the English language. Findings Inspecting the nature of relations existed in the chosen articles, interesting findings are addressed relative to the nature of the human resource management systems (HRMS) used, practices encompassed and their different utility. HRMS has been shown to be associated with product innovation yet more evidence is needed for supporting process innovation. Practical implications The HRMS/HRMP and innovation relationship is inspected, important practices that would guide managers to induce innovation are highlighted. Usage of multiple HRMS and contingency in constructing such systems is indicated. Originality/value Contribution to comprehend the black box and areas for future research has been offered.
Highlights
Human resource management practices (HRMP) have been gaining an increased attention especially in the fields of economics of the organization, strategic management and human resource management (HRM) (Laursen and Foss, 2003)
The past two decades were characterized by noticeable progress in researching human resource management systems (HRMS) (Wei and Lau, 2010)
High-performance work systems (HPWS) in accordance with what have been mentioned earlier is defined as “a system of HRMP designed to enhance employees’ skills, commitment and productivity in such a way that employees HRM practices become a source of sustainable competitive advantage” (Pfeffer and Jeffrey, 1998)
Summary
Human resource management practices (HRMP) have been gaining an increased attention especially in the fields of economics of the organization, strategic management and human resource management (HRM) (Laursen and Foss, 2003). The past two decades were characterized by noticeable progress in researching human resource management systems (HRMS) (Wei and Lau, 2010). HRMS and innovation relationship in firms is growing as many researchers inspected this area (Vogus and Willbourne, 2003; Beugelsdijk, 2008; De Winne and Sels, 2010; Ma Prieto and Pilar Pérez-Santana, 2014; Chen et al, 2018). Published in International Journal of Disruptive Innovation in Government. The full terms of this license may be seen at http://creativecommons.org/licences/by/4.0/legalcode
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