Research On The Impact Of Human Resource Management Practices On Organizational Innovation

Innovation is the eternal theme,and the main motivity of the national development.In the national developing strategy,innovation is still a high frequency word,which frequently appears in government work reports and international conferences.The organization undoubtedly plays a huge role in the promotion of innovation level in our country.In recent years,scholars have started to research organizational innovation.Finding the affecting factors,which is significant for cultivating organizational independent R&D technology,enhancing organization's innovation ability,and improving our country's total innovation level.Existing studies show that organizational innovation will be affected by human resource management practices.This is because training,performance appraisals,participation and internal career opportunities through affecting employees' attitude and ability,standardizing their work behavior to motivate them to generate more creative ideas.They also provide supporting environment for employees,which makes new ideas implemented successfully within an organization and finally realizes organizational innovation.In addition,organizational innovation is also affected by knowledge absorptive capacity.Keeping open to absorb knowledge,promoting digestion,transformation and utilization of knowledge,and realizing accumulation and integration of innovative knowledge,which are beneficial to generate new ideas and turn them into practice,and then convert them to organizational innovation.In this study,we explore the mechanism of human resource management practices on organizational innovation.We put forward that human resource management practices affect organizational innovation directly,and knowledge absorptive capacity is the key intermediary variable.This study firstly reviews relative literature of human resource management,knowledge absorptive capacity and organizational innovation,and based on literature,we analyze their relationship in reasonable way,then we construct theoretical framework,put forward the corresponding assumptions and determine the appropriate variable scales.We collect survey data by conducting questionnaire,and the data of pilot survey are used to test reliability and validity of original scales in order to decide the final formal questionnaire.In empirical analysis,we aim to test study assumptions.Through the empirical analysis,this study indicates:(1)Human resource management practice has a positive influence on organizational innovation.Training,performance appraisals and internal career opportunities have an impact on production and implementation of creative ideas,participation has an impact on production of creative ideas.(2)Human resource management practice has a positive influence on knowledge absorptive capacity.Training,performance appraisals and internal career opportunities have an impact on potential absorptive capacity and realized absorptive capacity,participation has an impact on realized absorptive capacity.(3)Knowledge absorptive capacity has a positive influence on organizational innovation.Potential absorptive capacity and realized absorptive capacity have an impact on production and implementation of creative ideas.(4)Knowledge absorptive capacity is the key intermediary variable between human resource management practices and organizational innovation.Based on the research results,this study from the perspective of human resource management practices and knowledge absorptive capacity,put forward suggestions of promoting organizational innovation,in order to provide reasonable path of enhancing the level of organizational innovation and better implementing innovation strategy.