Sustainable HRM as a driver for innovative work behavior

Master thesis (2023)

Authors

S. van der Wielen Technology, Policy and Management

Contributors

Nikolaos Pahos Economics of Technology and Innovation - TPM (mentor)
G. de Vries Organisation & Governance - TPM (graduation committee member)
Faculty
Technology, Policy and Management, Technology, Policy and Management
Copyright: © 2023 Stef van der Wielen
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Published Date

21-09-2023

Language

English

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Faculty

Technology, Policy and Management

Abstract

This research explores the relationship between sustainable Human Resource Management (HRM) practices and innovative work behavior, considering work engagement as a mediator. The study addresses a significant knowledge gap regarding how sustainable HRM practices impact innovative work behavior and work engagement within organizations. While prior research has examined these concepts separately, their interplay and mechanisms remain unclear. Furthermore, this study seeks to provide insights on whether sustainable HRM practices can drive innovative work behavior, which is valuable for HR managers and organizational leaders striving to foster innovation and sustainable practices.

The research employs a quantitative approach, using a structured questionnaire to collect data from employees currently working under contracts in the Netherlands. The sample includes 88 usable responses from diverse industries in the Netherlands. Measures used encompass the three dimensions of sustainable HRM (respect-oriented, openness-oriented, and continuity-oriented), innovative work behavior facets (idea exploration, idea generation, idea championing, and idea implementation), and work engagement dimensions (vigor, dedication, and absorption).

The analysis of the gathered data reveals no significant direct relationship between sustainable HRM dimensions and innovative work behavior. However, there is a statistical significance proving a link between sustainable HRM dimensions and work engagement. However, work engagement does not mediate the link between sustainable HRM and innovative work behavior, as there is no relationship found between work engagement and innovative work behavior.

The results advocate for continued integration of sustainable HRM practices by HR departments, despite the lack of direct relationship with innovative work behavior. The reason for this, is that this study proves that sustainable HRM practices demonstrate a positive link with work engagement, which contributes to employee well-being and organizational success.

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