University of Twente Student Theses

Login

The influence of HR-practices on innovative behaviour and the moderating effect of line manager behaviour

Labrenz, Sören (2014) The influence of HR-practices on innovative behaviour and the moderating effect of line manager behaviour.

[img] PDF
509kB
Abstract:Purpose – This study aims at explaining the effect of HR-practices on innovative behaviour and examining how line manager behaviour moderates this relationship. Findings – The review reveals that HR-practices (teamwork, performance management, rewards, training & development, delegation of responsibilities) can improve employees’ innovative behaviour when designed properly. Moreover, line managers can increase the effect of HR-practices on innovative behaviour by maintaining a high quality relationship with their subordinates. However, line manager behaviour that is expressed in a low quality relationship will impede the effect of HR-practices on innovative behaviour. This means, the effect of HR-practices on innovative behaviour is dependent on line manager behaviour. Practical implications – The importance of line manager behaviour is highlighted as the effect of HR-practices is dependent on line manager behaviour. Line manager behaviour is not only important in this context, as implementer of HRM they always have to be taken into account when investigating the outcome of HRM. Furthermore, organisations have the responsibility to provide a framework which allows high-quality relationships to grow. Thereby, companies can optimise the effectiveness of their HR-practices, ultimately leading to innovative employee behaviour.
Item Type:Essay (Bachelor)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:International Business Administration BSc (50952)
Link to this item:http://purl.utwente.nl/essays/65245
Export this item as:BibTeX
EndNote
HTML Citation
Reference Manager

 

Repository Staff Only: item control page