Innovative human resource management
Measurement, determinants and outcomes
International Journal of Innovation Science , Volume 12 - Issue 3 p. 287- 302
Purpose – External factors such as global competition and new technologies, require organizations to be
innovative. Such organizational innovations also ask for innovative human resource management (HRM).
However, in the current literature, it is not completely clear what innovative HRM means, as it is
conceptualized in different ways. This study aims to provide clarity about innovative HRM by suggesting a
new measurement scale; formulating hypotheses about some core determinants of innovative HRM; and
investigating how innovative HRM relates to organizational innovation.
Design/methodology/approach – Using a sample of 719 Dutch organizations it was possible to investigate the properties of the inventory and examining several determinants of innovative HRM and how it relates to organizational innovation.
Findings – The innovative HRM scale is internally consistent and differs from other HRM indicators. It is explained by external developments, organizational size and stability of the organization. Finally, innovative HRM is a predictor of organizational innovation.
Originality/value – The measure that was developed in this paper is new to the literature. Innovative HRM has not beenmeasured in a similar way to date. Besides that, the innovative HRM Survey is a novel data set.
|Innovation performance, Measurement, External developments, Innovative HRM|
|International Journal of Innovation Science|
|Organisation||Department of Sociology|
Koster, F, & Benda, L. (2020). Innovative human resource management. International Journal of Innovation Science, 12(3), 287–302. doi:10.1108/IJIS-03-2020-0027