This study investigates the impact of High-Performance Work Systems(HPWS)on radical and incremental innovation in the services industry.Insights from the Social Exchange Theory(SET)and Ability-Motivation-Opportunity(A...This study investigates the impact of High-Performance Work Systems(HPWS)on radical and incremental innovation in the services industry.Insights from the Social Exchange Theory(SET)and Ability-Motivation-Opportunity(AMO)Framework have been used to assess the role of social capital(SC)as a mediator between HPWS,radical innovation(RI),and incremental innovation(II).By using a simple random sampling technique,328 responses were received from respondents in Pakistan's banking sector firms.For data analysis,structural equation modeling was applied.The results of the study show that HPWS is a significant driver of II,but not RI,in banking sector firms.Moreover,SC plays the role of mediator in the HPWS-innovation link.Outcomes of the study extend the understanding of the“black-box”(i.e.,the transmission mechanism between systems of human resources(HR)practices and innovation).It also contributes to understanding HPWS,SC,II,and RI in the context of Pakistan's banking sector.This study expands on earlier research in the areas of HPWS,SC,and Innovation.It supports the view that internal SC enables RI and II.Prior studies indicated that HPWS drives innovations,yet there has been no clear explanation about the mechanism of this effect.By providing empirical evidence on the mediating role of SC,this study expands on existing literature.Empirical validation of an association between HPWS RI,and II contributes to theory by supporting the tenets of the AMO Framework.Unlike prior research that focused on short-term financial outcomes,this study used RI and II as alternate indicators of organizational performance.Our study expanded the literature into the services sector.Furthermore,we contributed to the methodology by conceptualizing HPWS as a high-order formative construct,resulting in significant model parsimony.Insights from our study are relevant to managers because it shows that HPWS implementation not only helps banks to attract,develop,and retain talent but also facilitates the development of SC,which is critical for enabling the innovation capability of the firm.Top managers need to consider internal SC in the design of HPWS because carefully designed HPWS drives SC.This enables idiosyncratic relationships among members of the organization.Thus,the firm gets a competitive advantage that is harder to be copied by competitors.First,data were collected from a single industry.It will be useful to know the effects of multiple industries in future research.Second,this study did not differentiate between different dimensions of SC,i.e.,structural,cognitive,and relational.It will be interesting to see how these dimensions relate to HPWS and innovation in future research.展开更多
以30%H_(2)O_(2)为氧化剂,HPW/SBA-15为催化剂,绿色催化环己酮氧化合成己二酸。考察了H_(2)O_(2)的用量、反应时间、反应温度和催化剂的用量对合成己二酸收率的影响。其最佳反应条件为:每2.5 mL环己酮,在15 mL的H_(2)O_(2),0.5 g 10%HPW...以30%H_(2)O_(2)为氧化剂,HPW/SBA-15为催化剂,绿色催化环己酮氧化合成己二酸。考察了H_(2)O_(2)的用量、反应时间、反应温度和催化剂的用量对合成己二酸收率的影响。其最佳反应条件为:每2.5 mL环己酮,在15 mL的H_(2)O_(2),0.5 g 10%HPW/SBA-15,100℃条件下回流反应90 min,产率高达84.3%。实验表明,该方法具有反应条件温和、时间短、产率高、后处理简单、安全环保等优点,符合大学基础有机化学绿色化实验教学的要求和目标。展开更多
Research topic of study is to explore system approach in strategic HRM field. Assumption of study is that, strategic HRM may be applied in organizations by HR system set. In USA literature HPWS represents HR system th...Research topic of study is to explore system approach in strategic HRM field. Assumption of study is that, strategic HRM may be applied in organizations by HR system set. In USA literature HPWS represents HR system thinking. This study explores HR system thinking in human resource management. Second assumption of study is that, HR manager must have system approach in HRM. HRM practices are applied through individual in HRM; however, HRM practices are applied through interrelation in SHRM to have more impact on performance. HR system is bundle, according to MacDuffie＇s study （1995）. In addition, Huselid （1997） suggests application of HPWS in HR system. Study adopts case study methodology. Methods are career management system and performance management system. Research question is how a firm sets an HR system and strategic HRM in its organizational structure. Main conclusion is that HR systems might be applied in organizations through interrelated HRM practices. To achieve this purpose, HR manager must have HR system thinking in application of HRM.展开更多
文摘This study investigates the impact of High-Performance Work Systems(HPWS)on radical and incremental innovation in the services industry.Insights from the Social Exchange Theory(SET)and Ability-Motivation-Opportunity(AMO)Framework have been used to assess the role of social capital(SC)as a mediator between HPWS,radical innovation(RI),and incremental innovation(II).By using a simple random sampling technique,328 responses were received from respondents in Pakistan's banking sector firms.For data analysis,structural equation modeling was applied.The results of the study show that HPWS is a significant driver of II,but not RI,in banking sector firms.Moreover,SC plays the role of mediator in the HPWS-innovation link.Outcomes of the study extend the understanding of the“black-box”(i.e.,the transmission mechanism between systems of human resources(HR)practices and innovation).It also contributes to understanding HPWS,SC,II,and RI in the context of Pakistan's banking sector.This study expands on earlier research in the areas of HPWS,SC,and Innovation.It supports the view that internal SC enables RI and II.Prior studies indicated that HPWS drives innovations,yet there has been no clear explanation about the mechanism of this effect.By providing empirical evidence on the mediating role of SC,this study expands on existing literature.Empirical validation of an association between HPWS RI,and II contributes to theory by supporting the tenets of the AMO Framework.Unlike prior research that focused on short-term financial outcomes,this study used RI and II as alternate indicators of organizational performance.Our study expanded the literature into the services sector.Furthermore,we contributed to the methodology by conceptualizing HPWS as a high-order formative construct,resulting in significant model parsimony.Insights from our study are relevant to managers because it shows that HPWS implementation not only helps banks to attract,develop,and retain talent but also facilitates the development of SC,which is critical for enabling the innovation capability of the firm.Top managers need to consider internal SC in the design of HPWS because carefully designed HPWS drives SC.This enables idiosyncratic relationships among members of the organization.Thus,the firm gets a competitive advantage that is harder to be copied by competitors.First,data were collected from a single industry.It will be useful to know the effects of multiple industries in future research.Second,this study did not differentiate between different dimensions of SC,i.e.,structural,cognitive,and relational.It will be interesting to see how these dimensions relate to HPWS and innovation in future research.
文摘Research topic of study is to explore system approach in strategic HRM field. Assumption of study is that, strategic HRM may be applied in organizations by HR system set. In USA literature HPWS represents HR system thinking. This study explores HR system thinking in human resource management. Second assumption of study is that, HR manager must have system approach in HRM. HRM practices are applied through individual in HRM; however, HRM practices are applied through interrelation in SHRM to have more impact on performance. HR system is bundle, according to MacDuffie＇s study （1995）. In addition, Huselid （1997） suggests application of HPWS in HR system. Study adopts case study methodology. Methods are career management system and performance management system. Research question is how a firm sets an HR system and strategic HRM in its organizational structure. Main conclusion is that HR systems might be applied in organizations through interrelated HRM practices. To achieve this purpose, HR manager must have HR system thinking in application of HRM.
