Abstract
Today, employees’ innovative work behavior (IWB) is critical for companies’ success. At the same time, however, employees increasingly experience work-life conflict (WLC) which negatively influences performance at work. Human resource (HR) systems have the potential to both foster IWB and reduce WLC – enabling employees, in turn, to engage in IWB. We developed a model focusing on the relations between perceived HR system, WLC and IWB. Subsequently, we investigated the proposed links using variance-based structural equation modeling. We found that positive HR system perceptions significantly enhance IWB and decrease feelings of WLC. Contrary to our expectation we found a significant yet positive effect of WLC on IWB. Employees may respond to WLC in a constructive way by being innovative, improving their environment, and thereby making the work-life interface manageable. By promoting IWB, HR systems might also help employees to cope with residual – maybe unavoidable – levels of WLC. Our model provides an in...
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