Abstract
Our study proposes and tests a moderated mediation model. The objectives of our study are to assess: (a) thriving at work as a mediator between high-performance human resource practices (HPHRPs) and innovative behavior; (b) self-enhancement motive as a moderator between HPHRPs and thriving at work; and (c) self-enhancement motive as a moderator regarding the indirect positive effects of HPHRPs on innovative behavior via thriving at work. Data were collected from hotel managers and their frontline employees. The findings from partial least squares structural equation modeling reveal that thriving at work is a mediator between HPHRPs and innovative behavior, while self-enhancement motive strengthens the positive link between HPHRPs and thriving at work. Self-enhancement motive strengthens the indirect positive effects of HPHRPs on innovative behavior via thriving at work. Our study presents implications for managers and theoretical implications that focus on the test of unexplored moderating and moderated mediating effects mentioned above.
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