Could HRM support organizational innovation?

By Daniel Jiménez-Jiménez, Raquel Sanz-Valle. 2008

314 citations recorded by the source corpus.

Subfields: Management Science and Operations Research, Marketing, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/0f83d2e6905321653fc88f11d3cd30772e8314bc

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In Management Science and Operations Research

In Marketing

In Strategy and Management

Citations in the corpus

Relationships among organizational culture, knowledge acquisition, organizational learning, and organizational innovation in Taiwan's banking and insurance industries (2012, background): “In the innovation process, the creation of an innovative climate and related professional knowledge and capabilities are needed to support innovation activities (Muffatto 1998; Currie and Kerrin 2003; Dougherty 2004; Naveh, Meilich and Marcus 2006; Jiménez-Jiménez and Sanz-Valle 2008).”
A literature review on HRM and innovation – taking stock and future directions (2017, background): “…assumption is that an organization’s capacity to innovate resides in its employees’ capabilities and motivation, and that HRM is involved in the whole innovation process, because employees’ output is needed for the development and implementation of innovations (Jiménez-Jiménez & Sanz-Valle, 2008).”
Employee‐driven innovation: extending the license to foster innovation (2010, result): “This assumption has recently been supported by a sample of 173 firms in a study by Jiménez-Jiménez and Sanz-Valle (2008). Regarding the reward dimension of HRM, recent research has also confirmed the link between the introduction of innovation practices and incentive payment schemes (Mazzanti et al.”
Multiculturalism and innovative work behavior: The mediating role of cultural intelligence (2017, background): “Furthermore, the ability to innovate products and processes continuously is crucial and resides mainly with an organization’s employees (Jiménez-Jiménez & Sanz-Valle, 2008), who constitute organizational learning capability.”
HRM and innovative work behaviour: a systematic literature review (2017, background): “Although many studies have found support for a linkage between HRM and innovation (Laursen and Foss, 2003; Messersmith and Guthrie, 2010; Jiménez-Jiménez and Sanz-Valle, 2008; Mumford, 2000; Shipton et al., 2006) by the former influencing and shaping individuals’ attitudes, behaviours and…”
(How) Does the HR strategy support an innovation oriented business strategy? An investigation of institutional context and organizational practices in Indian firms (2010, background): “…links between human resource management (HRM) practices and innovation, which ultimately contribute to enhanced organizational performance (e.g., Jiménez-Jiménez & Sanz-Valle, 2008; Katou & Budhwar, 2006; Laursen & Foss, 2003; Seale & Ball, 2003; Selvarajan, Ramamoorthy, Flood, Guthrie,…”
Commitment-based HR practices, different types of innovation activities and firm innovation performance (2013, background): “Empirical studies in SHRM literature emphasize that HR practices with commitment orientation enhance firm performance through its effect on innovation activities (Jimenez-Jimenez and Sanz-Valle 2008 ).”