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Mediating links between HRM bundle and individual innovative behavior

Published online by Cambridge University Press:  28 November 2016

Fang Liu ,
Irene Hau-Siu Chow ,
Yuanyuan Gong  and
Hao Wang
Fang Liu*
Affiliation:
School of Business, Guangzhou University, Guangdong, China
Irene Hau-Siu Chow
Affiliation:
Department of Marketing & Management, Hang Seng Management College, Shatin, NT, Hong Kong
Yuanyuan Gong
Affiliation:
Business School, Nanjing University, Jiangsu, China
Hao Wang
Affiliation:
College of Economics and Management, South China Agricultural University, Guangdong, China
*
Corresponding author: l_fang@foxmail.com
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Abstract

Using multi-level analysis, the present study proposes that psychological empowerment and perceived organizational support serve as mediators of the effects of human resource management (HRM) bundle on individual innovative behavior. We tested the model using data from 705 employees of 162 firms in China. The results revealed that both psychological empowerment and perceived organizational support partially mediate the relationship between HRM bundle and individual innovative behavior. This study contributes to the understanding of how HRM bundle impact on individual innovative behavior.

Keywords

HRM bundlepsychological empowermentperceived organizational supportindividual innovative behaviormediating links
Type
Research Article
Information
Journal of Management & Organization , Volume 25 , Issue 1 , January 2019 , pp. 157 - 172
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2016 

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