The Effect of Human Resources Flexibility on Innovative Work Behavior: Explaining the Mediating Role of Psychological Capital

Document Type : Research Paper

Authors

1 Assistant Professor, Faculty of Management at Kharazmi University, Tehran, Iran

2 Masters of Human Resource Management, Faculty of Management at Kharazmi University, tehran, iran.

Abstract

The aim of this study is to investigate the relationship between human resources flexibility and innovative work behaviors according to the Mediating role of psychological capital. The study is an applied one based on the purpose and descriptive correlational specifically based on structural equation modeling. Statistic population include 1103 staff employees of central departments of Keshavarzi Bank. Using stratified sampling and Krejcie and Morgan table, 278 people was selected as the sample. The data gathering tools were standard questionnaires consisting of 46 items. In order to measuring variables, human resource flexibility scale of Beltrán-Martín et.al (2008), innovative work behaviors scale of De Jong and Den Hartog (2010) and psychological capital scale of Luthans, Youssef and Avolio (2007) were used. In order to analyze data, structural equation modeling (SmartPLS) was applied. The results demonstrated that human resources flexibility a significant positive effect on innovative work behavior and also psychological capital has a mediating role in the relationship between human resources flexibility and innovative work behaviors.

Keywords

Main Subjects

References

خلیلی­پور، حاتم و خنیفر، حیسن (۱۳۹۶). بررسی ساختاری تأثیر عدالت رویه­ای و اشتیاق شغلی بر اشتراک‌گذاری دانش و رفتار کاری نوآورانه. فصلنامهمطالعاترفتارسازمانی، سال ششم، شماره ۴ )شماره پیاپی ۲۴): ۲۷-۵۱.
Abbas, M. & Raja, U. (2015). Impact of psychological capital on innovative performance and job stress, In 15th International Business Research Conference.
Agarwal, U.A., Datta, S., Blake-Beard, S. & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions: the mediating role of work engagement. Career Development International, Vol. 17, No. 3, pp. 208-230.
Avey, J. B., Reichard, R. I., Luthans, F. & Mhatre, K. H. (2011). Meta-analysis of the impact of positive psychological capital on employee attitudes, behaviors and performance. Human ResourceDevelopment Quarterly, Vol. 222, pp. 127-152.
Bandura, A. (1997). Personal efficacy in psychobiologic functioning. In G. V. Caprara (Ed.), Bandura: A leader in psychology (pp. 43-66). Milan, Italy: Franco Angeli.
Bandura, A. & Locke, E. A. (2003). Negative self-efficacy and goal effects revisited. Journal of appliedpsychology, Vol. 88, No.1.
Beltrán-Martín, I., Roca-Puig, V., Escrig-Tena, A. & Bou-Llusar, J. C. (2008). Human resource flexibility as a mediating variable between high performance work systems and performance. Journal of Management, Vol. 34, No. 5, pp.1009–44. 
Bhattacharya, m., Gibson, D. E. & Doty, D. H. (2005). The Effects of flexibility in Employee Skills, Employee Behaviors, and Human Resource Practices on firm Performance. Journal of Management, Vol. 31, No.4, pp. 622-640.
Bysted, R. (2013). Innovative employee behavior. the moderating effects of mental involvement and job satisfaction on contextual variables”. European Journal of InnovationManagement, Vol. 16, No. 3, pp. 268-284.
Carmeli, A., Meitar, R. & Weisberg, J. (2006). Self-leadership skills and innovative behavior at work. International Journal of Manpower, Vol. 27, No. 1, pp. 75-90.
Chen, Z.X. & Aryee, S. (2007). Delegation and employee work outcomes: an examination of the cultural context of mediating processes in China. Academy of Management Journal, Vol. 50, No. 1, pp. 226-238.
Coutu, D. L. (2002). How resilience works. Harvard Business Review, Vol. 80, No. 5, pp. 46–55.
De Jong, J. & Den Hartog, D. (2010). Measuring innovative work behavior. Creativity and Innovation Management, Vol.19, No.1, pp. 23-36.
Do, B-R., Yeh, P.W. & Madsen, J. (2016). Exploring the Relationship among Human Resource Flexibility, Organizational Innovation and Adaptability Culture. Chinese Management Studies, Vol.10, No.4, pp.657-674
Eenink, A. J. (2012). HR practices and Innovative Work behavior: The leader leads towards innovation (Bachelor’sthesis, University of Twente). Available on the internet at: http://essay.utwente.nl/61983/.
George, J.M. & Zhou, J. (2001). When openness to experience and conscientiousness are related to creative behavior: an interactional approach. Journal of Applied Psychology, Vol. 86, No. 3, pp. 513-524.
Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behavior. Journal of Occupational and Organizational Psychology, Vol. 73, No. 3, pp. 287-302.
Javed, A., Anas, M., Abas, M. & Khan, A.L. (2017). Flexible Human Resource Management and Firm Innovativeness: Mediating Role of Innovative Work Behavior. Journal of Human Resource Management, Vol. XX, No. 1, 31-41.
Jimenez-Jimenez, D. & Sanz-Valle, R. (2008). Could HRM support organizational innovation? The International Journal of Human Resource Management, Vol. 19, No.7, pp.1208-1221.
Jimenez-Jimenez, J. & Sanz-Valle, R. (2005). Innovation and human resource management fit: and empirical study. International Journal of Manpower, Vol. 26, No.4, pp. 364-381.
Ketkar, S. & Sett, P. (2010). Environmental dynamism, human resource flexibility, and firm performance: analysis of a multi-level causal model. The International Journal of Human Resource Management, Vol. 20, No. 5, pp.1009–1038.
Kumari, I. G. & Pardhan, R. K. (2014). Human Resource Flexibility and Organizational Effectiveness: Role of Organizational Citizenship Behavior and Employee Intent to Stay. International Journal of Business and Management Invention, Vol. 3, Issue. 11, PP.43-51.
Lepak, D. P., Takeuchi, R. & Snell, S. A. (2003). Employment flexibility and firm performance: examining the interaction effects of employment mode, environmental dynamism, and technological intensity. Journal of Management, Vol. 29, No. 5, pp. 681-703.
Luthans F., Avey, J. B., Avolio, B. J. & Petera, J. L. (2008). Experimental Analysis of a Web Based Training Intervention to Develop Positive Psychological Capital. Academy of Management. Learning and Education, Vol.7, No. 2, pp. 209-21.
Luthans, F., Youssef, C. M. & Avolio, B. J. (2007). Psychological Capital: Developing the Human Competitive Edge. Oxford University Press: Oxford.
Madsen, J. Roy, B. & We, D. P. (2016). Exploring the relationship among human resource flexibility. Organizational Chinese Management Studies, Vol. 10, Issue. 4, pp.657-674
Mura, M., Lettieri E., Radaelli, G. & Spiller N. (2013). Promoting professionals’ innovative behavior through knowledge sharing: the moderating role of social capital. Journal of Knowledge Management, Vol. 17, No. 4, pp. 527-544.
Ngo, H. Y. & Loi, R. (2008). Human resource flexibility, organizational culture and firm performance: An investigation of multinational firms in Hong Kong. The International Journal ofHuman ResourceManagement, Vol. 19, No. 9, 1654-1666.
Peterson, J. P., Luthans F., Avolio, B., Walumbwa F. O. & Zhang, Z. (2011). Psychological capital and employee performance: a latent growth modeling approach. Personnel Psychology, Vol. 64. No.2.
Prieto, M. P. & Perez-Santana, M. P. (2014). Managing innovative work behavior: the role of human resource practices. Personnel Review, Vol. 43, No.2, pp. 184-208.
Pukienė, A. (2016). Innovative work behavior- the role of human resource management and affective commitment, A Thesis Presented to the Faculty of ISM University Management and Economics in Partial Fulfillment of the Requirements for the Degree of Master of Innovation and Technology Management.
Ramamoorthy, N., Flood, P.C., Slattery, T. & Sardessai, R. (2005). “Determinants of innovative work behaviour: development and test of an integrated model”. Creativity and Innovation Management, Vol. 14, No. 2, pp. 142-150.
Rego, A., Sousa, F., Marques, C. & Cunha, M.P. (2012). Optimism predicting employees’ creativity: The mediating role of positive affect and the positivity ratio. European Journal of Work and Organizational Psychology, Vol. 21, 244–270.
Reuvers, M., Van Engel, M.L., Vinkenburg, C.J. & Wilson-Evered, E. (2008). Transformational leadership and innovative behaviour: exploring the relevance of gender differences. Creativity and Innovation Management, Vol. 17, No. 2, pp. 227-244.
Sanchez, A., Vela-Jimenez, M. J., Perez, M. & De Luis Carnicer, P. (2011). “The dynamics of labor flexibility: relationships between employment type and innovativeness”. Journal of Management Studies, Vol. 48, No.4.
Sanders, K., Moorkamp, M., Tprka, N., Groeneveld, S. & Goeneveld, C. (2010). How to support innovative behaviour? The role of LMX and satisfaction with HR practices. Technology and Investment, Vol.1, 59-68.
Shipton, H., West, M. A., Dawson, J., Birdi, K. & Patterson, M. (2006). HRM as a Predictor of Innovation. Human Resource Management Journal, Vol.16, No.1, pp. 3-27.
Synder C.R., Irwing L. & Anderson J. (1991). Hope and health: measuring the will and ways, [in:] Snyder C.R., Forsyth D.R. (eds.): Handbook of social and clinical psychology: the health perspective. Pergamon Press, Elmsford, NY.
Tierney P. & Farmer S.M. (2002). Creative self-efficacy: its potential antecedents and relationship to creative performance. Academy of Management Journal, Vol. 45, No. 6, 2002.
Trompenaars, F. (2007). Riding the Whirlwind. Connecting People and Organizations in a Culture of Innovation. The Infinite Ideas Company Limited, Oxford.
Van Den Berg, P.T. & Van Der Velde, M.E. (2005). Relationship of functional flexibility with individual and work factors. Journal of Business and Psychology, Vol. 20, No.1, pp. 111-129.
Wojtczuk-Turek, A. (2012). Innovative work behavior and psychological capital – analysis of relationships. Organizacja i Zarządzanie: kwartalnik naukowy,  No. 3, 71-88
Wojtczuk-Turek, A. & Turek, D. (2015). “Innovative behaviour in the workplace: The role of HR flexibility, individual flexibility and psychological capital. In the case of Poland”. European Journal of Innovation Management, Vol.18, No.3, pp. 397-419.
Wright, P. M. & Boswell, W. R.  (2002). Desegregating HRM: A review and synthesis of micro and macro. Human resource management research, Vol. 28, No. 3, pp. 247-276.
Wright, P.M. & Snell, S.A. (1998). Toward a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management. Academy of Management Review, No. 23, pp.756–772.
Youndt, M. A., Snell, S. A., Dean, J. W. & Lepak, D. P. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, No. 39, pp. 836-866.
Zimbardo, P. & Boyd, J. (2008). The time paradox: the new psychology of time that can change your life. Free Press, New York.
Organizational Behaviour Studies Quarterly
Volume 7, Issue 4 - Serial Number 28
serial no.28
February 2019
Pages 31-52

Files

Share

How to cite

Statistics