The impact of HR development on innovative performances in central and eastern European countries

Employee Relations - Tập 40 Số 5 - Trang 762-786 - 2018
Nemanja Berber1, Bojan Leković1
1Faculty of Economics in Subotica, University of Novi Sad, Subotica, Serbia

Tóm tắt

PurposeThe purpose of this paper is to research the impact of one of HRM activities, employees’ development, on the level of organizational innovative performances. HR development techniques that organizations use in order to develop employee’s knowledge, skills and abilities and their impact on the perceived level of organizational innovativeness was set in the focus of research, with the intent of determining which development techniques influence organizational innovative performance.Design/methodology/approachThe research is based on the data from CRANET project, which has been largely used in exploring the relation between HRM activities and other variables of organizational behavior and performances. Data for this study were collected from a sample of 1,384 organizations from 8 CEE countries (Croatia, Estonia, Hungary, Latvia, Lithuania, Slovakia, Slovenia and Serbia) for the period 2015–2016. The correlation was used to explore the relations between variables. Ordinal logistic regression was used in order to explore the relations between the employees’ development techniques, training importance and training effectiveness and the level of organizational innovativeness.FindingsThe regression model showed that there are a statistically significant relations between the effectiveness of training expressed by systematic evaluation of training practice, and the methods of employees’ training (use of projects to stimulate learning, on-the-job training, development centers, use of international work assignments and mentoring) with the level of innovation. The importance of training practice expressed by the ratio of the annual training budget in the total payroll costs did not show statistically significant relations with the level of innovation. Also, systematic estimation of the need for training of personnel has not shown statistically significant relations with the innovation rate of the organization.Research limitations/implicationsThe data are derived from single source respondents, and response rates between countries do vary. At the country level, every effort is made to represent the structure of the economy in the country and at the point in which the data are being collected.Practical implicationsTraining and international working assignments have a direct positive relation with the level of organizational performances, while teamwork and coaching and mentoring have not shown the same. Organizations and their HR managers should pay special attention to planning and implementation of HR development programs – coaching, mentoring and teamwork – in order to create space for organizational innovation enhancement.Originality/valuePrevious literature seeking to clarify the role of HRM and fostering organizational innovation has made its evident contribution based on theoretical papers. In order to improve the current situation in which empirical evidence is very rare, research on the significance of the employee development program and its impact on the organizational innovative performances is based on quantitative indicators of the conducted research. The relation of HRM and innovative performances in the CEE region was studied in only a few studies. In the previous period, this region has often been omitted in the field of HRM research. Therefore, an additional novelty can be derived from a research sample compiled from the CEE region countries in the conducted research.

Từ khóa


Tài liệu tham khảo

2015, Employee engagement, human resource management practices and competitive advantage: an integrated approach, Journal of Organizational Effectiveness: People and Performance, 2, 7, 10.1108/JOEPP-08-2014-0042

2009, Training and innovation, Journal of Human Capital, 3, 323, 10.1086/653713

2016, The practice of employees’ training in serbia based on cranet research, Economic Themes, 54, 535, 10.1515/ethemes-2016-0027

2017, Management compensation systems in central and Eastern Europe: a comparative analysis, The International Journal of Human Resource Management, 28, 1661, 10.1080/09585192.2016.1277364

2014, Relationship between corporate social responsibility and human resource management-as new management concepts—in Central and Eastern Europe, Engineering Economics, 25, 360

2013, Towards an open R&D system: internal R&D investment, external knowledge acquisition and innovative performance, Research Policy, 42, 117, 10.1016/j.respol.2012.04.017

2008, Strategic human resource practices and product innovation, Organization Studies, 29, 821, 10.1177/0170840608090530

Bianchi, C. and Steele, M. (2014), “Starting to coach for innovation”, in Bianchi, C. and Steele, M. (Eds), Coaching for Innovation – Tools and Techniques for Encouraging New Ideas in the Workplace, Palgrave Macmillan, London, pp. 32-50.

2004, Understanding HRM – firm performance linkages: the role of the ‘strength’ of the HRM system, Academy of Management Review, 29, 203

2016, Innovation and de facto standardization: the influence of dominant design on innovative performance, radical innovation, and process innovation, Technovation, 50-51, 79, 10.1016/j.technovation.2015.11.002

2010, The reality of human resource management in Central and Eastern Europe: a special issue to mark the 20th anniversary of Cranet (the Cranfield network on comparative human resource management), Baltic Journal of Management, 5, 145, 10.1108/17465261011045098

1999, If HR were really strategically proactive: present and future directions in HR’s contribution to competitive advantage, Human Resource Management, 38, 337, 10.1002/(SICI)1099-050X(199924)38:4<337::AID-HRM8>3.0.CO;2-5

2006, Determinants of individual engagement in knowledge sharing, International Journal of Human Resource Management, 17, 245, 10.1080/09585190500404614

1993, Management education in Eastern Europe: toward mutual understanding, Academy of Management Executive, 7, 63

2012, Who leaves, where to, and why? Employee mobility, entrepreneurship and effects on source firm performance, Strategic Management Journal, 33, 65, 10.1002/smj.943

2015, Business model innovation as lever of organizational sustainability, Journal of Technology Transfer, 40, 85, 10.1007/s10961-013-9330-y

2001, Bundling human capital with organizational context: the impact of international assignment experience on multinational firm performance and CEO pay, Academy of Management Journal, 44, 493, 10.2307/3069366

2013, Commitment-based HR practices, different types of innovation activities and firm innovation performance, The International Journal of Human Resource Management, 24, 208, 10.1080/09585192.2012.680601

2009, Human resources, human resource management, and the competitive advantage of firms: toward a more comprehensive model of causal linkages, Organization Science, 20, 253, 10.1287/orsc.1080.0375

2009, Strategic human resource practices and innovation performance: the mediating role of knowledge management capacity, Journal of Business Research, 62, 104, 10.1016/j.jbusres.2007.11.016

2017, The future of open innovation: the future of open innovation is more extensive, more collaborative, and more engaged with a wider variety of participants, Research-Technology Management, 60, 35, 10.1080/08956308.2017.1255054

2007, Change‐oriented organizational citizenship behavior: Effects of work environment characteristics and intervening psychological processes, Journal of Organizational Behavior, 28, 467, 10.1002/job.433

2016, Unpacking the black box: understanding the relationship between strategy, HRM practices, innovation and organizational performance, Human Resource Management Journal, 26, 112, 10.1111/1748-8583.12097

2007, Changing patterns of global staffing in the multinational enterprise: challenges to the conventional expatriate assignment and emerging alternatives, Journal of World Business, 42, 198, 10.1016/j.jwb.2007.02.005

1999, The invisible success factors in product innovation, Journal of Product Innovation Management, 16, 115, 10.1111/1540-5885.1620115

1991, Organizational innovation: a meta-analysis of effects of determinants and moderators, Academy of Management Journal, 34, 555, 10.2307/256406

2014, Teamwork: an essential for leading and launching innovation, Nursing Administration Quarterly, 38, 221, 10.1097/NAQ.0000000000000046

de Dreu, C. and de Vries, N. (1997), “Minority dissent in organizations”, in de Dreu, C. and van de Vliert, E. (Eds), Using Conflict in Organizations, Sage, London, pp. 72-86.

2010, Measuring innovative work behavior, Creativity and Innovation Management, 19, 23, 10.1111/j.1467-8691.2010.00547.x

2005, Innovation and HRM: towards an integrated framework, Creativity and Innovation Management, 14, 108, 10.1111/j.1467-8691.2005.00331.x

Denti, L. (2013), “Measuring innovation part 1: frequently used indicators”, available on: www.innovationmanagement.se/2013/02/15/measuring-innovation-part-1-frequently-used-indicators/ (accessed November 20, 2017).

2005, Developing career capital for global careers: the role of international assignments, Journal of World Business, 40, 399, 10.1016/j.jwb.2005.08.007

Dirani, K.M., Ardichvili, A., Cseh, M. and Zavyalova, E. (2015), “Human resource management in Russia, Central and Eastern Europe”, in Horwitz, F. and Budhwar, F. (Eds), Handbook of Human Resource Management in Emerging Markets, Edward Elgar, Cheltenham, pp. 357-371.

2018, The impact of training on innovation, ILR Review, 71, 64, 10.1177/0019793917701116

2008, International Human Resource Management – Managing People in a Multinational Context, 5th ed.

2013, International Human Resource Management, 6th ed.

1998, The discipline of innovation, Harvard Business Review, 76, 149

2013, Is pay for performance detrimental to innovation?, Management Science, 59, 1496, 10.1287/mnsc.1120.1683

1999, Mentoring: pros and cons for HRM, Asia Pacific Journal of Human Resources, 37, 94

2008, Behavioral indicators of ineffective managerialcoaching: a cross-national study, Journal of European Industrial Training, 32, 240, 10.1108/03090590810871360

2015, Teamwork and organizational innovation: the moderating role of the HRM context, Creativity and Innovation Management, 24, 261, 10.1111/caim.12100

2007, Globalisation of SMEs and implications for international human resource management research and practice, International Journal of Globalisation and Small Business, 2, 5, 10.1504/IJGSB.2007.014184

2013, Path-dependent evolution of compensation systems in Central and Eastern Europe: a case study of multinational corporation subsidiaries in the Czech Republic, Poland and Hungary, European Management Journal, 31, 373

2010, Teamwork for innovation: a content analysis of the highly read and highly cited literature on innovation, Advances in Developing Human Resources, 12, 115, 10.1177/1523422310365486

2015, How do high performance work systems influence organizational innovation in professional service firms?, Employee Relations, 37, 209, 10.1108/ER-10-2013-0155

2018, The project-oriented organization and its contribution to innovation, International Journal of Project Management, 36, 147, 10.1016/j.ijproman.2017.07.009

2011, Exploring a possible route through which training affects organizational performance: the case of a Greek bank, The International Journal of Human Resource Management, 22, 2892, 10.1080/09585192.2011.606113

2016, R&D, worker training and innovation: firm-level evidence, Industry and Innovation, 23, 694, 10.1080/13662716.2016.1206463

2003, Measuring innovative performance: is there an advantage in using multiple indicators?, Research Policy, 32, 1365, 10.1016/S0048-7333(02)00137-3

Hall, P. and Soskice, D. (2001), “An introduction to the varieties of capitalism”, in Hall, P. and Soskice, D. (Eds), Varieties of Capitalism: The Institutional Basis of Competitive Advantage, Oxford University Press, Oxford, pp. 1-70.

Hancké, B., Rhodes, M. and Thatcher, M. (Eds) (2007), Beyond Varieties of Capitalism: Conflict, Contradictions, and Complementarities in the European Economy, Oxford University Press, Oxword.

2001, Teamwork for innovation – the ‘troika’ of promotors, R&D Management, 31, 41, 10.1111/1467-9310.00195

1998, Innovation, creativity and success, Small Business Economics, 10, 263, 10.1023/A:1007968217565

Hoegl, M. (2008), “Teamwork and innovation”, paper presented at PMI® Research Conference: Defining the Future of Project Management, Project Management Institute, Warsaw, Newtown Square, PA.

2001, Teamwork quality and the success of innovative projects: a theoretical concept and empirical evidence, Organization Science, 12, 435, 10.1287/orsc.12.4.435.10635

2016, Holistic mentoring and coaching to sustain organizational change and innovation, Creighton Journal of Interdisciplinary Leadership, 2, 32, 10.17062/cjil.v2i1.34

2009, The mediating effect of knowledge management on social interaction and innovation performance, International Journal of Manpower, 30, 285, 10.1108/01437720910956772

2006, In-company training in Catalonia: organizational structure, funding, evaluation and economic impact, International Journal of Training & Development, 10, 140, 10.1111/j.1468-2419.2005.00249.x

2009, Team-level predictors of innovation at work: a comprehensive meta-analysis spanning three decades of research, The Journal of Applied Psychology, 94, 1128, 10.1037/a0015978

2010, Central and Eastern European capitalism: a critical perspective on the varieties of capitalism approach for its analysis, Emecon – Employment and Economy in Central and Eastern Europe, 1

2011, The impact of outside-in open innovation on innovation performance, European Journal of Innovation Management, 14, 496, 10.1108/14601061111174934

2005, Innovation and human resource management fit: an empirical study, International Journal of Manpower, 26, 364, 10.1108/01437720510609555

2008, Could HRM support organizational innovation?, The International Journal of Human Resource Management, 19, 1208, 10.1080/09585190802109952

2014, The relationship between learning transfer climates and innovation in public and private organizations in Korea, International Journal of Manpower, 35, 956, 10.1108/IJM-07-2012-0101

Kazlauskaite, R., Buciuniene, I., Poór, J., Zs, Karoliny, Alas, R., Kohont, A. and Szlávicz, Á. (2013), “Human resource management in the Central and Eastern European region”, in Parry, E., Stavrou, E. and Lazarova, M. (Eds), Global Trends in Human Resource Management, Palgrave Macmillan, Houndmills, pp. 103-121.

2017, Linking innovative human resource practices, employee attitudes and intention to leave in healthcare services, Employee Relations, 39, 34, 10.1108/ER-11-2015-0205

2016, Leaned teamwork fattens workplace innovation: the relationship between task complexity, team learning and team proactivity, European Journal of Work and Organizational Psychology, 25, 561, 10.1080/1359432X.2016.1183649

2003, New human resource management practices, complementarities and the impact on innovation performance, Cambridge Journal of Economics, 27, 243, 10.1093/cje/27.2.243

2010, Design thinking – a new mental model of value innovation, Strategy & Leadership, 38, 5, 10.1108/10878571011042050

2010, Looking at both sides of the social exchange coin: a social cognitive perspective on the joint effects of relationship quality and differentiation on creativity, Academy of Management Journal, 53, 1090, 10.5465/amj.2010.54533207

2015, Perspective: linking design thinking with innovation outcomes through cognitive bias reduction, Journal of Product Innovation Management, 32, 925, 10.1111/jpim.12163

2017, HRM and innovation: a multi‐level organisational learning perspective, Human Resource Management Journal, 27, 300, 10.1111/1748-8583.12127

2009, Knowledge as a mediator between HRM practices and innovative activity, Human Resource Management, 48, 485, 10.1002/hrm.20295

2001, Exploratory learning, innovative capacity, and managerial oversight, Academy of Management Journal, 44, 118, 10.2307/3069340

Maier, G.W., Hülsheger, U.R. and Anderson, N. (2015), “Innovation and creativity in project teams”, in Wastian, M., von Rosenstiel, L., West, M. and Braumandl, I. (Eds), Applied Psychology for Project Managers, Management for Professionals, Springer, Berlin and Heidelberg, pp. 233-247.

2006, The dark matter of innovation: design and innovative performance in Dutch manufacturing, Technology Analysis & Strategic Management, 18, 515, 10.1080/09537320601019628

Mate, D., Carpaneto, A., Tirassa, C., Brizio, A., Rezzonico, R., Brassesco, B., Surra, F., Rabellino, D. and Tirassa, M. (2010), “Opening the black box: how staff training and development may affect the innovation of enterprises”, conference paper, The International Society for Professional Innovation Management (ISPIM), available at: http://cogprints.org/6862/1/2010-Innovation-ISPIM.pdf (accessed November 20, 2017).

2017, Innovation training: making innovation a core competency a study of large companies shows that, although managers see human capital as central to innovation success, most aren’t providing innovation training, Research – Technology Management, 60, 36, 10.1080/08956308.2017.1276387

2015, Non-traditional international assignments, knowledge and innovation: an exploratory study of women’s experiences, Prometheus, 33, 277, 10.1080/08109028.2015.1122952

2005, Influence of support leadership and teamwork cohesion on organizational learning, innovation and performance: an empirical examination, Technovation, 25, 1159, 10.1016/j.technovation.2004.05.002

2017, Mentoring top leadership promotes organizational innovativeness through psychological safety and is moderated by cognitive adaptability, Frontiers in Psychology, 8, 1, 10.3389/fpsyg.2017.00318

Morley, J.M., Poór, J., Heraty, N., Alas, R. and Pocztowski, A. (2016), “Developments in human resource management in Central and Eastern Europe in comparative perspective”, in Dickmann, M., Brewster, C. and Sparrow, P. (Eds), International Human Resource Management: Contemporary Human Resource Issues in Europe, Routledge, London, pp. 73-99.

Morley, M.J., Heraty, N. and Michailova, S. (Eds) (2009), Managing Human Resources in Central & Eastern Europe, Routledge, London.

Morley, M.J., Minbaeva, D. and Michailova, S. (2012), “The transition states of Central and Eastern Europe and the former soviet union”, in Brewster, C. and Mayrhofer, W. (Eds), Handbook of Research on Comparative Human Resource Management, Edward Elgar Publishing Limited, Cheltenham, pp. 550-575.

2016, Training practices and organisational performance: a comparative analysis of domestic and international market oriented organisations in Central & Eastern Europe, Journal of East European Management Studies, 21, 406, 10.5771/0949-6181-2016-4-406

2014, Innovation management processes, their internal organizational elements and contextual factors: an investigation in Brazil, Journal of Engineering and Technology Management, 33, 63, 10.1016/j.jengtecman.2014.02.004

2012, Education, on-the-job training, and innovation in transition economies, Eastern European Economics, 50, 28, 10.2753/EEE0012-8775500602

2013, Innovation and business success: the mediating role of customer participation, Journal of Business Research, 66, 1134, 10.1016/j.jbusres.2012.03.009

2014, The relationship between training and firm performance: a literature review, Research & Practice in Human Resource Management, 18, 36

1991, From socialism to capitalism: the effects of Hungarian human resource practices, Academy of Management Executive, 5, 75

Pundziene, A. and Buciuniene, I. (2009), “Managing human resources in Lithuania”, in Morley, M.J., Heraty, N. and Michailova, S. (Eds), Managing Human Resources in Central and Eastern Europe, Routledge, Oxon, pp. 55-89.

2010, The impact of cross-cultural training for expatriates in a Chinese firm, Career Development International, 15, 296, 10.1108/13620431011053758

2013, Innovation consulting services within the context of the formation of a new model of marketing innovation, World Applied Sciences Journal, 25, 956

2007, Human capital and SME internationalization: a structural equation modeling study, Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l’Administration, 24, 15, 10.1002/cjas.3

2010, Business model innovation and sources of value creation in low‐income markets, European Management Review, 7, 138, 10.1057/emr.2010.16

SAP Community (2014), “Innovation rate”, available at: https://wiki.scn.sap.com/wiki/display/KPI/Innovation+Rate (accessed November 20, 2017).

2016, How do MNC R&D laboratory roles affect employee international assignments?, Management International Review, 56, 759, 10.1007/s11575-016-0293-8

2013, Relabeling or new approach: theoretical insights regarding personnel management and human resource management, Engineering Economics, 24, 234

2017, A literature review on HRM and innovation – taking stock and future directions, The International Journal of Human Resource Management, 28, 913, 10.1080/09585192.2016.1143862

2005, Managing people to promote innovation, Creativity and Innovation Management, 14, 118

2017, HRM and innovation: looking across levels, Human Resource Management Journal, 27, 246, 10.1111/1748-8583.12102

2006, HRM as a predictor of innovation, Human Resource Management Journal, 16, 3, 10.1111/j.1748-8583.2006.00002.x

SHRM (2017), “Managing international assignments”, available at: www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/cms_010358.aspx (accessed November 22, 2017).

Slavić, A. and Berber, N. (2014), “The impact of training on organizational outcomes in the CEE region – focus on Hungary, Serbia, Slovenia and Slovakia”, in Michelberger, P. (Ed.), Management, Enterprise and Benchmarking – In the 21st Century, Obuda University, Budapest, pp. 155-168.

2016, The evolution of HRM in Serbia: the analysis based on two successive Cranet researches, 281

2014, Performance management in international human resource management: evidence from the CEE region, Serbian Journal of Management, 9, 45, 10.5937/sjm9-4678

2010, The key differences regarding HR between Western and Eastern European companies

1997, Redefining the field of European human resource management: a battle between national mindsets and forces of business transition?, Human Resource Management, 36, 201, 10.1002/(SICI)1099-050X(199722)36:2<201::AID-HRM3>3.0.CO;2-0

2011, The Coaching Manual: The Definitive Guide to The Process, Principles and Skills of Personal Coaching, 3rd ed.

2014, A closer look at cross‐functional R&D cooperation for innovativeness: innovation‐oriented leadership and human resource practices as driving forces, Journal of Product Innovation Management, 31, 924, 10.1111/jpim.12132

2012, Effects of team knowledge management on the creativity and financial performance of organizational teams, Organizational Behavior and Human Decision Processes, 118, 4, 10.1016/j.obhdp.2012.01.001

2014, Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations, Journal of Organizationalo Behaviour, 35, 393, 10.1002/job.1897

2012, Teams are changing: are research and practice evolving fast enough?, Industrial and Organizational Psychology, 5, 2, 10.1111/j.1754-9434.2011.01396.x

2007, A review and critique of research on training and organizational-level outcomes, Human Resource Management Review, 17, 251, 10.1016/j.hrmr.2007.07.004

2003, Improving the creativity of organizational work groups, Academy of Management Executive, 17, 96

1998, Co-operative and goal approaches to conflict: accomplishments and challenges, Applied Psychology: An International Review, 47, 285, 10.1111/j.1464-0597.1998.tb00025.x

1997, The invention of work councils in Hungary, European Journal of Industrial Relations, 3, 161, 10.1177/095968019732003

2012, Innovation Management and New Product Development

2015, How far do cultural differences explain the differences between nations? Implications for HRM, The International Journal of Human Resource Management, 26, 151, 10.1080/09585192.2014.937969

2014, Innovation in 2014: BCG Perspectives

2011, How leader–member exchange influenceseffective behaviors: social exchange and internal–external efficacy perspective, Personnel Psychology, 64, 739, 10.1111/j.1744-6570.2011.01224.x

2009, The longitudinal effect of HRM effectiveness and dynamic innovation performance on organizational performance in Taiwan, The International Journal of Human Resource Management, 20, 1790, 10.1080/09585190903087214

2013, R&D employees’ innovative behaviors in Taiwan: HRM and managerial coaching as moderators, Asia Pacific Journal of Human Resources, 51, 491

West, M.A. and Richter, A. (2008), “Climates and cultures for innovation at work”, in Zhou, J. and Shalley, C.E. (Eds), Handbook of Organizational Creativity, Erlbaum, Hillsdale, NJ, pp. 211-236.

1994, Human resources and sustained competitive advantage: a resource-based perspective, The International Journal of Human Resource Management, 5, 301, 10.1080/09585199400000020

2014, Does servant leadership foster creativity and innovation? A multi-level mediation study of identification and prototypicality, Journal of Business Research, 67, 1395, 10.1016/j.jbusres.2013.08.013

2006, Open Business Model: How to Thrive in the New Innovation Landscape

Dimension data matrix (2015), “The base culture data for six dimensions of culture”, available at: http://geerthofstede.com/research-and-vsm/dimension-data-matrix/ (accessed November 20, 2017).

2007, Relational archetypes, organizational learning, and value creation: extending the human resource architecture, Academy of Management Review, 32, 236, 10.5465/amr.2007.23464060

2018, Human resource practices and innovation in the hotel industry: the mediating role of human capital, Tourism and Hospitality Research, 18, 72, 10.1177/1467358415624137

2006, Menadžment ljudskih potencijala: Postizanje konkurentske prednosti

2015, The competences of HR managers and their impact on the organizational success of MNCs’ subsidiaries in the CEE region, Central European Business Review, 4, 5

2008, HRM and knowledge management, Employee Relations, 30, 553, 10.1108/01425450810888303

2010, Entrepreneur training for creativity and innovation, Journal of European Industrial Training, 34, 270, 10.1108/03090591011031755

Thông tin
Thông tin xuất bản

Employee Relations

Tập 40 Số 5

762-786

Thông tin tác giả