The role of high performance human resource practices as an antecedent to organizational innovation: an empirical investigation

Abstract

Purpose

Among the various human resource practices (HRPs), high performance human resource practice (HPHRP) is gaining substantial importance both from academia as well as industry. Although HPHRP and its work related outcomes have been studied in the previous literature, none have tried to unveil the mediating and moderating factors which strengthen the relationship of HPHRP and organizational innovation (OI). The purpose of this paper is to observe the effect of HPHRP on OI in Indian information technology-information technology enabled services (IT-ITES) sector, where employee competency (EC) is proposed as a mediator and climate for innovation (CI) as a moderator.

Design/methodology/approach

The methodology used for data collection was through survey questionnaires. For a good model fit and empirical validation of the proposed model confirmatory factor analysis was done and SPSS macro, PROCESS was used for further analysis.

Findings

Results showed that HPHRP has an influence on OI wherein ECs mediate the relationship between HPHRP and OI, additionally CI positively mitigates the interaction between HPHRP and ECs.

Originality/value

The present study is the first of its kind which has empirically examined the mediation/moderation interactions between HPHRPs, ECs, CI and OI in Indian IT-ITES sector. The present research has also responded to the calls of previous research by identifying as to how HRPs create a context for innovative performances.

Citation

Noopur and Dhar, R.L. (2021), "The role of high performance human resource practices as an antecedent to organizational innovation: an empirical investigation", Employee Relations, Vol. 43 No. 1, pp. 279-295. https://doi.org/10.1108/ER-07-2017-0152