Impacts of knowledge-based HRM, knowledge sharing and perceived organizational supports on innovation performance: a moderated-mediation analysis

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-09-22 DOI:10.1108/ebhrm-04-2023-0083
Phong Ba Le, Sy Van Ha
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Abstract

Purpose Given the important role of knowledge resource for firms to pursuit innovation, this paper aims to investigate the influence of knowledge-based human resource management (HRM) practices on innovation performance through the mediating roles of tacit and explicit knowledge sharing (KS). This study also explores the potential moderating role of perceived organizational supports (POSs) in fostering the KS–innovation relationship of firms in the developing and emerging markets. Design/methodology/approach The relationship among the latent variables is empirically examined through 289 employees from 118 manufacturing and service firms. Confirmatory factor analysis and structural equation modeling were performed to validate the constructs and estimate the regression coefficients of relationships. Findings The empirical findings of this study support the mediating role of KS behaviors in the relationship between knowledge-based HRM practices and innovation performance. It highlights the important role of POSs in stimulating the influence of KS behaviors on innovation performance. Research limitations/implications Future research should investigate the impact of knowledge-based HRM practices on specific forms of innovation via the mediating effects of knowledge management processes to bring better understanding on the importance of knowledge resources in pursuing innovation competence. Originality/value The paper significantly contributes to enhancing understanding of the antecedent role of knowledge-based HRM practices in fostering KS behaviors and innovation performance under the moderating effects of POSs. Generally, it advances the body of comprehension of knowledge-based resources and innovation theory.
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知识型人力资源管理、知识共享和组织支持感知对创新绩效的影响:一个有调节的中介分析
鉴于知识资源对企业创新的重要作用,本文旨在通过隐性知识共享和显性知识共享的中介作用,探讨知识型人力资源管理实践对企业创新绩效的影响。本研究亦探讨了组织支持感(POSs)在促进发展中市场和新兴市场企业的ks -创新关系中的潜在调节作用。设计/方法/方法通过118家制造和服务企业的289名员工对潜在变量之间的关系进行了实证检验。采用验证性因子分析和结构方程模型来验证结构和估计关系的回归系数。本研究的实证结果支持KS行为在知识型人力资源管理实践与创新绩效之间的中介作用。突出了POSs在激发KS行为对创新绩效影响方面的重要作用。未来的研究应该通过知识管理过程的中介作用来研究基于知识的人力资源管理实践对特定形式创新的影响,从而更好地理解知识资源在追求创新能力中的重要性。在POSs的调节作用下,本文有助于增强对知识型人力资源管理实践在促进KS行为和创新绩效中的前因性作用的理解。总体上提出了对知识资源和创新理论的理解体系。
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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