The Influence Of Strategic Human Resource Management On Contextual Ambidextrous Innovation

In the increasingly complex and volatile environment, enterprises maintain long-term success by simultaneously pursuing exploratory innovations and exploitative innovations.The context ambidexterity, establishing context to encourage each staff simultaneously engaging in both kinds of innovations. Context ambidexterity and HRM domain research related.Human resource management practices can build and support organizational resources and capabilities based on employee. Consequently HRM can influence attitude and behavior of individuals who are part of organizational innovation systems. Although many studies support the positive relationship between HRM and innovation, the current studies did not clearly divide innovation into explorative one and exploitative one, and thus can not fully understand the role of human resource management in creation of ambidextrous context. Therefore, it is very important to examine the relationship between HRM and innovation from the viewpoint of ambidexterity, which can better understand how HRM develop and leverage organizational resources and capabilitiesBased on theoretical and practical considerations, the paper focuses on the way strategic human resource management practices facilitate context Ambidextrous Innovation, attempting to analysis how human resources management to create ambidextrous context from human resource configuration theory. Paper mainly includes three research questions:(1)Contextual ambidextrous innovation meaning what? How many dimensions can the ambidextrous innovation divide into? The relationship of knowledge stock and contextual ambidextrous innovation?(2) How strategic human resource management internal fit coordinate different innovation? This includes several sub-problems, first, the theory of strategic human resource management practices fit influence ambidextrous innovation; next, Next is human resources management practice influence ambidextrous innovation mechanism; Last, under organizational change environment, the condition by which human resource management practices fit to support ambidextrous innovation.(3) characteristics of business ownership has what kind of influence to human resources management (?) practice and ambidextrous innovation’s relations?Follow the line of analysis, the paper is organized as follows:Section1provides an introduction of practical background, research issues, related notion, research framework, research methods and innovation points. Section2present related literature review and comments. Section3The third chapter is the knowledge-based perspective of innovative research, defines the concept and dimensions of ambidextrous innovation, and relationship with knowledge stock(intellectual capital). Section4is the analysis of strategic human resource management practices internal fit, proposes the supplementary fit and complementary fit model of human resource management practices, analyze the relationship between the two fit model and its mechanism of organizational performance. Section5research the influence of strategic human resource management practices on ambidextrous innovation, analysis the principle, mechanisms and affecting factors. Section6is the empirical study, examined related supposition of human resources management practice and ambidextrous innovation. Section7analyzed boundary condition of human resources management practice fit and ambidextrous innovation. Section8is the conclusion, recommendations and future research prospects.this paper synthesizes the theories from management, economies, sociology and other relating disciplines, on the basis of applying some interdisciplinary methodology such as game theory, intellectual capital, mathematical model research strategic human resource management practices affect ambidextrous innovation, this paper form systematic proposition hypothesis and theoretical framework, in order to verify the effectives of theoretical derivation, this paper also conduct empirical research through use of SPSS17.0software, carrying out of correlation analysis, factor analysis, hierarchical regression analysis and analysis methods to verify the validity of the theoretical framework.The innovation points of this paper are listed below:(1) The main contribution of this paper is a framework that suggests exactly how human, social, and organizational capital can be aligned in ways that supplement and complement one another to facilitate ambidextrous innovation. On the one hand, refined interpolation is a form of ambidextrous innovation that results from an architecture comprised of specialist human capital supplemented by cooperative social capital, and complemented by organic organizational capital. On the other hand, disciplined extrapolation is a form of ambidextrous innovation that results from an architecture comprised of generalist human capital, supplemented by entrepreneurial social capital, and complemented by mechanistic organizational capital. While there are other possible combinations, these two architectures suggest how human capital and social capital can reinforce one another to facilitate learning in one direction (exploration or exploitation), while organizational capital serves as a countervailing force to ensure learning in the other direction.(2)Ambidextrous innovation does not just happen on its own, and these combinations of human, social, and organizational capital may not be naturally occurring. The notion of an architecture suggests that the combinations and the capabilities must be purposely designed and managed over time. To support this, we noted the instrumental role that HR systems can play in supporting ambidextrous learning. Specifically we discussed the impact of the development system on human capital, the impact of the employee relations system on social capital, and the impact of the performance/control system on organizational capital.(3)Propose the supplementary fit and complementary fit models in human resource management, illustrates the nature of human resource management practices fit to support ambidextrous innovation. Traditional strategic human resource management about internal fit emphasizing reinforce each other, this actually not realize the complexity of the internal fit.This paper analyzes the basic principle of internal fit of human resource management practices to support ambidextrous innovation. Second, from the ambidextrous innovation view, human resource management includes supplementary fit and complementary fit. Specifically, human capital development practices and employee relations practices are supplementary fit supporting one innovation-oriented, in addition, both practices and performance system are complementary fit supporting another innovation-oriented realize the ambidextrous innovation.Finally, we constructs a sub-game perfect Nash equilibrium model to analyze the interal fit of human resource management practices to support ambidextrous innovation.(4)Through multi-angle empirical analysis the relationship between strategic human resource management practices and context ambidexterity. First examine the direct impact of strategic human resource management practices to context ambidexterity, and the intermediary role of intellectual capital, final inspection the moderate role of ownership characteristics and the internal fit. The empirical results show that the strategic human resource management practices significantly influence context ambidexterity innovation, intellectual capital partially mediated the human resource management practices and context ambidexterity, the internal fit has a positive impact of strategic human resource management practices between the context ambidexterity. The empirical results for this area of research provides evidence of the Chinese context, from different perspectives to deepen and strengthen such research.