The influence of a perceived innovation-focused HRM system on employees’ innovative work behavior and the moderating effect of line manager behavior

In today’s business, organizations rely not only on innovation in order to compete effectively, but also on employee’s competences and skills and therefore on the implementation of the “right” HRM practices by line managers. The importance of HRM in regard to innovation is emphasized in recent literature as HRM is seen as antecedent of innovation. In order for organization to be innovative, they rely on employees’ creativity, capabilities and resources. In line with this, the following research focuses on the impact of a newly developed innovation-­‐focused HRM system on employees’ innovative work behavior and the moderating role of line manager behavior. The innovation-­‐focused HRM system covers HRM practices such as Recruitment and Selection, Training and Development, Teamwork and Job design, Performance Management and Compensation with the focus on innovation as ultimate goal which distinguish it form traditional HRM systems.