| With the continuous upgrading and widespread application of digital technologies,such as mobile Internet,big data,artificial intelligence and Internet of Things,the characteristics of the times,such as brittle,anxious,nonlinear and incomprehensible,have become increasingly prominent.Under the background of BANI era,enterprises are faced with many uncertain factors.In order to cope with the uncertain challenges,enterprises need to strengthen their internal management and innovation capabilities.And the internal division of labor and collaboration should pay more attention to agility,flexibility and adaptability.How to make human resource management(HRM)further match the change of internal and external environment has become a pressing issue for organizations to address.The traditional HRM emphasizes command and control,which is difficult to meet the dynamic demand.Organizations need HRM which is more "flexible" so that employees in the new era can quickly adapt to the dynamic external environment and internal organizational structure.Flexibility-oriented HRM has won widespread attention from both scholars and managers for its flexibility and quick response.As an important channel for information exchange between organizations and employees,HRM system is a key means to tap the potential of human resources and stimulate employees’ innovation.Since the concept of flexibility-oriented HRM was put forward,studies have confirmed that it has a positive impact on organizational innovation,but few studies have paid attention to employee innovation which is the basis of organizational innovation.Therefore,exploring whether/how/when flexibility-oriented HRM affects employees’ innovative behavior is beneficial for organizations to enhance employees’innovative behavior and continuously strengthen organizational innovation capability to cope with uncertainty and gain competitive advantage.Based on person-environment fit theory,this study introduces person-job fit as mediator to discuss the mechanism of flexibility-oriented HRM on employees’ innovative behavior.In addition,work unit structure,an important situational factor within an organization,can not only affect the effectiveness of organizational policies,but also have an important impact on behavior of employees.Therefore,this study takes work unit structure as a moderator to explore its moderating effect for the effectiveness of flexibility-oriented HRM.Using questionnaire survey,this study investigates 86 teams from enterprises in China through two waves of data collection.Statistical software such as SPSS26.0 and Mplus7.0 are used to analyze the data of 86 team leaders and 409 team members.The results of the study find that:(1)Flexibility-oriented HRM(including resource-flexibility-oriented HRM and coordination-flexibility-oriented HRM)positively affects employee innovative behavior;(2)Person-job fit mediate the relationship between resource-flexibility-oriented HRM and employee innovative ’behavior,and between coordination-flexibility-oriented HRM and employee innovative behavior;(3)Work unit structure can moderate the positive relationship between resource-flexibility-oriented HRM and person-job fit,and between coordination-flexibility-oriented HRM and employee innovative behavior,that is,compared with the mechanistic work unit structure,in the organic work unit structure,resource-flexibility-oriented HRM and coordination-flexibility-oriented HRM have stronger positive impact on person-job fit.This study has three theoretical implications:firstly,from the perspective of matching,this study reveals the internal mechanism of flexibility-oriented HRM affecting employee innovative behavior,and deepens the understanding of the relationship between flexibility-oriented HRM and employee innovation behavior.Secondly,the introduction of work unit structure as a context factor at team level enriches the research on the boundary condition of flexibility-oriented HRM affecting employee innovative behavior.Thirdly,the application of person-environment fit theory to flexibility-oriented HRM expands the boundaries of the theory’s application.In terms of practical implications,firstly,this study verified the positive effect of flexibility-oriented HRM on employee innovative behavior,and provided inspiration and suggestions for organizations to build and promote flexibility-oriented HRM,so as to stimulate employee innovative behavior.Secondly,the organization should attach importance to,evaluate and manage the employee’ person-iob fit.It should not only develop employees’ knowledge,skills and abilities,but also pay attention to the satisfaction of employees’ needs,so that employees can quickly enter the ranks of"willing to do" on the basis of "can do".Thirdly,organizational managers should pay more attention to and adjust work unit structure of the organization,create an organic work unit structure,in order to give full play to the positive effect of flexibility-oriented HRM on employee innovative behavior. |
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