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Autor
Lenart-Gansiniec Regina (Jagiellonian University in Kraków), Sypniewska Barbara A. (University of Economics and Human Sciences in Warsaw), Chen Jin (Tsinghua University, China)
Tytuł
Innovation-Driven Human Resource Management Practices: a Systematic Review, Integrative Framework, and Future Research Directions
Źródło
Journal of Entrepreneurship, Management and Innovation (JEMI), 2023, vol. 19, nr 2, s. 7-56, tab., rys., bibliogr. s. 41-56
Tytuł własny numeru
Weathering the Storm: Innovation-Driven Human Resource Management Practices
Słowa kluczowe
Zarządzanie zasobami ludzkimi, Innowacyjność, Innowacje, Systematyczny przegląd literatury
Human Resources Management (HRM), Innovative character, Innovations, Systematic literature review
Uwagi
Klasyfikacja JEL: M12, O15, O31
streszcz., summ.
Abstrakt
CEL: Coraz częściej podkreśla się, że duże znaczenie dla tworzenia innowacji mają praktyki zarządzania zasobami ludzkimi (HRMP), które odnoszą się do rekrutacji i selekcji, szkolenia i podnoszenia kompetencji, wynagrodzenia oraz oceny. Jednak pandemia COVID-19 pokazała, że tradycyjne HRMP już są niewystarczające, co pociąga za sobą potrzebę ich ponownego przemyślenia i przeformułowania w kierunku bardziej skutecznych dla tworzenia innowacji, ale także pozwalającym organizacjom przetrwać kryzysy na skalę COVID-19. Chociaż istnieje obszerna literatura w zakresie zarządzania zasobami ludzkimi i innowacji, nadal nie ma zgody co do praktyk zarządzania zasobami ludzkimi napędzających innowacje. Niniejsze badanie ma na celu identyfikację oraz syntezę najbardziej znaczące i godne zaufania wkłady w badania praktyk zarządzania zasobami ludzkimi napędzających innowacje. Dodatkowo, aby ułatwić budowanie teorii w zakresie HRMP niniejszy artykuł konsoliduje istniejący stan wiedzy w ramy integracyjne. Ramy te mogą być wykorzystywane przez przyszłych badaczy do identyfikacji luk i niejasności w rozumieniu praktyk zarządzania zasobami ludzkimi napędzających innowacje. METODYKA: Artykuł prezentuje wyniki systematycznego przeglądu literatury 71 empirycznych artykułowych. Literatura przedmiotu została wyłoniona w oparciu o przeszukiwania zagranicznych baz danych, takich jak: Scopus i Web of Science. WYNIKI: Przeprowadzony przez nas systematyczny przegląd literatury pozwolił na identyfikację praktyk zarządzania zasobami ludzkimi napędzających innowacje z uwzględnieniem trzech poziomów analizy: indywidualnym, grupowym oraz organizacyjnym, przy czym ten ostatni poziom analizy jest dominujący w dotychczasowych publikacjach. Rozpoznane praktyki zarządzania zasobami ludzkimi napędzające innowacje z uwzględnieniem poziomów ujęliśmy w integracyjne ramy, które stanowią podstawę teoretyczną do kierowania przyszłymi badaniami. Nasze wyniki potwierdziły rosnący trend liczby publikacji w prezentowanej tematyce począwszy od 2010 r. Większość badaczy wykorzystywała podejście ilościowe. Na podstawie afiliacji pierwszego autora, najwięcej publikacji dostarczyli autorzy z Wielkiej Brytanii. Artykuły są publikowane w różnych czasopismach, przeważnie jednak o tematyce zarządzania zasobami ludzkimi. Badania uwzględniały różnorodne konteksty organizacyjne, przeważnie w dynamicznych i złożonych branżach. Nasze ustalenia potwierdzają, że obecny stan badań nad praktykami zarządzania zasobami ludzkimi napędzającymi innowacje wskazują na konieczność prowadzenia dalszych badań w tym zakresie. W oparciu o to dostarczyliśmy luki poznawcze oraz potencjalne przyszłe pytania badacze z podziałem na trzy poziomy praktyk zarządzania zasobami ludzkimi napędzające innowacje. IMPLIKACJE: Przeprowadzony przez nas systematyczny przegląd literatury pozwolił na zaproponowanie implikacji dla przyszłych badaczy planujących prowadzenie badań w zakresie praktyk zarządzania zasobami ludzkimi napędzających innowacje. ORYGINALNOŚĆ I WARTOŚĆ: Nasz systematyczny przegląd literatury koncentruje się na identyfikacji praktyk zarządzania zasobami ludzkimi napędzających innowacje, ustaleniu obecnego stanu wiedzy oraz przyszłych kierunków badań w tym zakresie. Dodatkowo opracowaliśmy ramy integracyjne, których celem jest uporządkowanie istniejącej literatury, ale także zidentyfikowanie obiecujących przyszłych kierunków badań nad praktykami zarządzania zasobami ludzkimi napędzającymi innowacje. (abstrakt oryginalny)

PURPOSE: It is increasingly emphasized that human resource management practices (HRMP), which refer to recruiting and selection, training and development, compensation and performance appraisal, are of great importance for creating innovation. However, the COVID-19 pandemic has shown that traditional HRMPs are already insufficient, which entails the need to rethink and reformulate them in the direction of more effective innovation while also allowing organizations to survive COVID-19-like crises. While there is an extensive literature on human resources management and innovation, there is still no consensus on innovation-driven HRMP. This study aims to identify and synthesize most significant and trustworthy research contributions of innovation-driven HRMP. In addition, to facilitate theory building in the field of HRMP, this article consolidates the existing knowledge into an integrative framework. This framework can be used by future researchers to identify gaps and ambiguities in the meaning of innovation-driven HRMP. METHODOLOGY: The article presents the results of a systematic literature review of 71 empirical research articles referring to innovation-driven HRMP from the Web of Science and Scopus databases. FINDINGS: The systematic literature review allowed us to identify innovation-driven HRMP, taking into account three levels of analysis: individual, group and organizational, with the latter level of analysis being dominant in previous publications. Recognition of innovation-driven HRMP, taking into account the levels in question, is included in an integrative framework, which is the theoretical basis for guiding future research. Our results confirmed the growing trend in the number of publications on the subject since 2010. Most researchers used a quantitative approach. Based on the first author's affiliation, authors from Great Britain contributed the largest number of publications. Articles are published in various journals, but mainly in those on human resources management. The research took into account a variety of organizational contexts, predominantly in dynamic and complex industries. Our findings show that the current state of research on innovation-driven HRMP confirms the need for further research in this area. Based on this, we provided thematic gaps and potential questions for future research divided into three levels of innovation-driven HRMP. IMPLICATIONS: Our systematic literature review allowed us to propose implications for future researchers planning to conduct research in the field of innovation-driven HRMP. ORIGINALITY AND VALUE: Our systematic literature review focuses on identifying innovation-driven HRMP along with determining the current state of knowledge and future research directions in this area. In addition, we developed an integrative framework that aims at organizing existing literature but also at identifying promising future research directions into innovation-driven HRMP. (original abstract)
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Cytowane przez
Pokaż
ISSN
2299-7075
Język
eng
URI / DOI
http://dx.doi.org/10.7341/20231921
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