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
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