The impact of Labour Relations on Innovative Output: An Exploration of Firm-level Data in the Netherlands
A growing literature on determinants of innovative per- formance focuses on factors such as market structure, firm size, (regional and international) knowledge spill- overs, R&D collaboration, conditions for appropriation of innovation benefits, and others. This paper contrib- utes to an aspect that is still sparsely explored: The im- pact of labour relations and Human Resource Manage- ment (HRM) practices on a firm’s innovative behaviour. Our empirical findings identify that active HRM policies, including job rotation, performance pay, and high qualification levels of personnel contribute positively to innovative performance.
|ZheJiang University, Hangzhou, China|
|Organisation||Erasmus Research Institute of Management|
Zhou, H, Kleinknecht, A, & Dekker, R. (2007). The impact of Labour Relations on Innovative Output: An Exploration of Firm-level Data in the Netherlands. ZheJiang University, Hangzhou, China. Retrieved from http://hdl.handle.net/1765/16523