PL EN


2014 | 9(933) | 9-31
Article title

The Importance of HRM in Creating Employee Innovativeness – The Mediating Role of Person-Organisation/Job Fit and Job Characteristics

Title variants
PL
Rola praktyk HRM w kreowaniu innowacyjności pracowników – pośrednicząca rola dopasowania człowiek–organizacja/praca i charakterystyka pracy
Languages of publication
EN
Abstracts
EN
The purpose of the study presented in this article is to describe and explain the relationship between HRM practices and innovative behaviours initiated and performed by employees. In the model I propose, I use a “person-organisation fit” as a mediator of the relationship between HRM and creative activity in the workplace, and the influence the former has on the latter. The analysis also accounts for a variable which corresponds to person-organisation fit, and is defined as “job characteristics”. The research confirmed that a significant statistical relationship exists between innovative work behaviours and all of the variables examined: HRM practices, person-organisation fit and job characteristics/job demands. On the basis of the analysis with the use of structural equation model, it may be stated that the following factors influence innovative behaviours: 1) HRM practices (which have an indirect influence through person-organisation fit) and 2) person-organisation fit and job characteristics/job demands (which have a direct influence). The model explains the direct influence of HRM on person-organisation fit and job characteristics. The research shows that the “person-organisation fit” construct, as a variable explaining individual innovative effectiveness in the workplace, provides a useful perspective which may facilitate not only understanding of factors which determine the occurrence of organisational innovative activity, but also stimulate creative behaviours via HRM activities. This is because HRM practices play the key role both in adjusting competences to job characteristics and demands, and in creating attitudes which support employee innovative commitment. The combination of variables presented in the research model helps to explain the significance of chosen determinants of behaviours which are essential from the perspective of company effectiveness and competitiveness on the market. The research focuses on both individual aspects of innovative behaviors (resources which are needed to perform a creative task) and their organisational aspects (person-job/organisation fit). The scope of the analysis also covers the strategic role HR departments play.
PL
Celem artykułu jest opis i wyjaśnienie związków pomiędzy działaniami z obszaru zarządzania zasobami ludzkimi (HRM) a podejmowaniem przez pracowników zachowań innowacyjnych. W propozycji modelu wyjaśniającego wpływ HRM na aktywność twórczą w miejscu pracy wykorzystano konstrukt „dopasowanie człowiek–organizacja” jako mediator tej relacji. W analizie uwzględniono także zmienną korespondującą z dopasowaniem do pracy, określoną jako „charakterystyka pracy”. Badania potwierdziły istotne statystycznie związki pomiędzy zachowaniami innowacyjnymi a wszystkimi badanymi zmiennymi: działaniami z zakresu HRM, dopasowaniem do pracy i organizacji oraz charakterystyką pracy. Na podstawie przeprowadzonej analizy z wykorzystaniem modelowania strukturalnego można stwierdzić wpływ na zachowania innowacyjne następujących czynników: 1) praktyk HRM (wpływ pośredni – poprzez dopasowanie człowiek–organizacja) oraz 2) dopasowania i charakterystyki pracy (wpływ bezpośredni). Jednocześnie model wyjaśnia zidentyfikowany bezpośredni wpływ HRM na dopasowanie człowiek–organizacja i charakterystykę pracy. Badania ukazały, że konstrukt dopasowanie człowiek–organizacja jako zmienna wyjaśniająca efektywność innowacyjną jednostki w miejscu pracy stanowi użyteczną perspektywę nie tylko dla zrozumienia czynników determinujących występowanie w organizacji aktywności innowacyjnej, ale także dla stymulowania zachowań twórczych poprzez działania w obszarze HRM. Działania z zakresu HRM odgrywają bowiem istotną rolę zarówno w dopasowywaniu kompetencji do wymogów stanowiska pracy, jak i w budowaniu postaw sprzyjających zaangażowaniu innowacyjnemu pracowników. Prezentowany w modelu badawczym zestaw zmiennych pozwala wyjaśnić znaczenie wybranych determinant zachowań kluczowych z perspektywy efektywności i konkurencyjności firmy na rynku. Badania koncentrują się bowiem na aspektach podmiotowych zachowań innowacyjnych (zasoby do wykonywania zadań twórczych), jak również organizacyjnych (dopasowanie do pracy i organizacji), włączając w zakres analiz rolę strategiczną działu HR.
Contributors
  • Szkoła Główna Handlowa w Warszawie, Katedra Rozwoju Kapitału Ludzkiego, al. Niepodległości 162, 02-554 Warszawa, Poland, awojtc@sgh.waw.pl
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Document Type
Publication order reference
Identifiers
YADDA identifier
bwmeta1.element.desklight-4803dd8f-b4be-46ca-9d4d-cd91e13373b8
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