Human Resource Management Practice and Innovative Work Behaviour: The Mediating Role of Work Engagement
DOI:
https://doi.org/10.31674/ijrtbt.2024.v08i01.001Abstract
Hotel employees' innovative behaviour and work engagement are critical to the quality of hospitality services. Although research has established that human resource management benefits individuals, teams, and organizations, it needs to be clarified whether it could promote innovative behaviour and work engagement among hotel employees. This study aimed to investigate the effect of human resource management practices on innovative behaviour among hotel employees and examine work engagement's mediating role in this relationship. Questionnaires from five four-star hotels were given to 152 respondents in order to collect data. The PLS-SEM model was used to evaluate the data. The result showed that human resource management practice significantly and positively affects innovative work behaviour and engagement. Similarly, work engagement substantially positively impacts the innovative work behaviour of hotel employees. The research also demonstrates that work engagement significantly mediated the association between human resource management practice perception and innovative work behaviour.
Keywords:
Hotel Employee, Human Resource Management Practice, Innovative Work Behaviour, Work EngagementDownloads
References
Abstein, A., & Spieth, P. (2014). Exploring HRM Meta-Features That Foster Employees’ Innovative Work Behaviour in Times of Increasing Work-Life Conflict. Creativity and Innovation Management, 23(2), 211–225. https://doi.org/10.1111/caim.12053
Afsar, B., Badir, Y. F., & Saeed, B. B. (2014). Transformational Leadership and Innovative Work Behavior. Industrial Management & Data Systems, 114(8), 1270-1300.https://doi.org/10.1108/IMDS-05-2014-0152
Akram, T., Lei, S., Haider, M. J., & Hussain, S. T. (2018). Exploring The Impact of Knowledge Sharing on the Innovative Work Behavior of Employees: A Study in China. International Business Research, 11(3), 186-194. https://doi.org/10.5539/ibr.v11n3p186
Alferaih, A., Sarwar, S., & Eid, A. (2018), Talent Turnover and Retention Research: The Case of Tourism Sector Organisations in Saudi Arabia, Evidence-based HRM, 6(2), 166-186. https://doi.org/10.1108/EBHRM-06-2017-0035
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The Link Between Perceived Human Resource Management Practices, Engagement and Employee Behaviour: A Moderated Mediation Model. The International Journal of Human Resourc e Management, 24(2), 330-351. https://doi.org/10.1080/09585192.2012.679950
Alias, N. E., Nor, N. M., & Hassan, R. (2016). The Relationships Between Talent Management Practices, Employee Engagement, and Employee Retention in the Information and Technology (IT) Organizations in Selangor. Proceedings of the 1st AAGBS International Conference on Business Management 2014 (AiCoBM 2014), 101–115. https://doi.org/10.1007/978-981-287-426-9_9
Al-Refaie, A. (2015a). Effects of Human Resource Management on Hotel Performance Using Structural Equation Modelling. Computers in Human Behavior, 43, 293–303. https://doi.org/10.1016/j.chb.2014.11.016
Al-Refaie, A. (2015b). Effects of Human Resource Management on Hotel Performance Using Structural Equation Modelling. Computers in Human Behavior, 43, 293–303. https://doi.org/10.1016/j.chb.2014.11.016
Baig, L. D., Azeem, M. F., & Paracha, A. (2022). Cultivating Innovative Work Behavior of Nurses Through Diversity Climate: The Mediating Role of Job Crafting. SAGE Open Nursing, 8. 23779608221095432. https://doi.org/10.1177/23779608221095432
Bos-Nehles, A., Bondarouk, T., & Nijenhuis, K. (2017). Innovative Work Behaviour in Knowledge-Intensive Public Sector Organizations: The Case of Supervisors in the Netherlands Fire Services. International Journal of Human Resource Management, 28(2), 379–398. https://doi.org/10.1080/09585192.2016.1244894
Bos-Nehles, A. C., & Veenendaal, A. A. R. (2019). Perceptions of HR Practices And Innovative Work Behavior: The Moderating Effect of an Innovative Climate. International Journal of Human Resource Management, 30(18), 2661–2683. https://doi.org/10.1080/09585192.2017.1380680
Chacko, S., & Conway, N. (2019). Employee Experiences of HRM Through Daily Affective Events and Their Effects on Perceived Event-Signalled HRM System Strength, Expectancy Perceptions, and Daily Work Engagement. Human Resource Management Journal, 29(3), 433–450. https://doi.org/10.1111/1748-8583.12236
Chang, P. C., Zhang, M. J., & Wu, T. (2021). Developmental Human Resource Configuration, Unique Human Capital, and Employee Innovative Work Behavior: A Multilevel Moderated Mediation Model. SAGE Open, 11(2) 21582440211027964. https://doi.org/10.1177/21582440211027964
Coetzee, M., & van Dyk, J. (2018). Workplace Bullying and Turnover Intention: Exploring Work Engagement as a Potential Mediator. Psychological Reports, 121(2), 375–392. https://doi.org/10.1177/0033294117725073
De Jong, J., & Den Hartog, D. (2010). Measuring Innovative Work Behaviour. Creativity and Innovation Management, 19(1), 23–36. https://doi.org/10.1111/j.1467-8691.2010.00547.x
De Spiegelaere, S., Van Gyes, G., De Witte, H., Niesen, W., & Van Hootegem, G. (2014). On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement. Creativity and Innovation Management, 23(3), 318–330. https://doi.org/10.1111/caim.12079
De Spiegelaere, S., Van Gyes, G., & Van Hootegem, G. (2016). Not All Autonomy is the Same. Different Dimensions of Job Autonomy and Their Relation to Work Engagement & Innovative Work Behavior. Human Factors and Ergonomics in Manufacturing, 26(4), 515–527. https://doi.org/10.1002/hfm.20666
Dhar, R. L. (2015). The Effects of High Performance Human Resource Practices On Service Innovative Behaviour. International Journal of Hospitality Management, 51, 67–75. https://doi.org/10.1016/j.ijhm.2015.09.002
Eldor, L. (2016). Work Engagement: Toward a General Theoretical Enriching Model. Human Resource Development Review, 15(3), 317–339. https://doi.org/10.1177/1534484316655666
Fornell, C., & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables And Measurement Error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.1177/002224378101800104
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed, A Silver Bullet. Journal of Marketing Theory and Practice, 19(2), 139–152. https://doi.org/10.2753/MTP1069-6679190202
Hecklau, F., Galeitzke, M., Flachs, S., & Kohl, H. (2016). Holistic Approach for Human Resource Management in Industry 4.0. Procedia CIRP, 54, 1–6. https://doi.org/10.1016/j.procir.2016.05.102
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How Does Human Resource Management Influence Organizational Outcomes? A Meta-Analytic Investigation of Mediating Mechanisms. Academy of Management Journal, 55(6), 1264–1294. https://doi.org/10.5465/amj.2011.0088
Jose, G., & Mampilly, S. R. (2021). It Is Not A Case Of “one size fits all”: The Need For Customized HRM Practices for Employee Engagement. Development and Learning in Organizations: An International Journal, 35(6), 14-17. https://doi.org/10.1108/DLO-01-2021-0021
Katou, A. A., & Budhwar, P. (2015). Human Resource Management and Organisational Productivity: A Systems Approach Based Empirical Analysis. Journal of Organizational Effectiveness, 2(3), 244–266. https://doi.org/10.1108/JOEPP-06-2015-0021
Khan, M. A., Ismail, F. B., Hussain, A., & Alghazali, B. (2020). The Interplay of Leadership Styles, Innovative Work Behavior, Organizational Culture, and Organizational Citizenship Behavior. SAGE Open, 10(1), 2158244019898264. https://doi.org/10.1177/2158244019898264
Kissi, E., Ikuabe, M. O., Aigbavboa, C. O., Smith, E. D., & Babon-Ayeng, P. (2023). Mediating Role of Work Engagement in The Relationship Between Supervisor Support and Turnover Intention Among Construction Workers. Engineering, Construction and Architectural Management, 31(13), 102-120. https://doi.org/10.1108/ECAM-06-2023-0556
Kock, N. (2015). Common Method Bias In PLS-SEM: A Full Collinearity Assessment Approach. International Journal of E-Collaboration (ijec), 11(4), 1–10. https://doi.org/10.4018/ijec.2015100101
Koroglu, Ş., & Ozmen, O. (2022). The Mediating Effect of Work Engagement on Innovative Work Behavior and the Role of Psychological Well-Being in the Job Demands-Resources (JD-R) Model. Asia-Pacific Journal of Business Administration, 14(1), 124–144. https://doi.org/10.1108/APJBA-09-2020-0326
Mensah, L. E., Shukla, S., & Iqbal, H. F. (2023). Green Human Resource Management Practices and Employee Innovative Behaviour: Reflection from Ghana. IIMBG Journal of Sustainable Business and Innovation, 1(1), 58–74. https://doi.org/10.1108/ijsbi-02-2023-0002
Miller, L., & Miller, A. F. (2020). Innovative Work Behavior Through High-Quality Leadership. International Journal of Innovation Science, 12(2), 219–236. https://doi.org/10.1108/IJIS-04-2019-0042
Mohamed, L. M. (2016). Assessing the Effects of Transformational Leadership: A Study on Egyptian Hotel Employees. Journal of Hospitality and Tourism Management, 27, 49–59. https://doi.org/10.1016/j.jhtm.2016.04.001
Nyathi, M., & Kekwaletswe, R. (2023). Realizing Employee and Organizational Performance Gains Through Electronic Human Resource Management Use in Developing Countries. African Journal of Economic and Management Studies, 14(1), 121–134. https://doi.org/10.1108/AJEMS-11-2021-0489
Prieto, I. M., & Pérez-Santana, M. P. (2014). Managing Innovative Work Behavior: The Role of Human Resource Practices. Personnel Review, 43(2), 184–208. https://doi.org/10.1108/PR-11-2012-0199
Rao Jada, U., Mukhopadhyay, S., & Titiyal, R. (2019). Empowering Leadership and Innovative Work Behavior: A Moderated Mediation Examination. Journal of Knowledge Management, 23(5), 915–930. https://doi.org/10.1108/JKM-08-2018-0533
Renkema, M., de Leede, J., & Van Zyl, L. E. (2021). High-Involvement HRM and Innovative Behaviour: The Mediating Roles of Nursing Staff’s Autonomy and Affective Commitment. Journal of Nursing Management, 29(8), 2499–2514. https://doi.org/10.1111/jonm.13390
Rumawas, W. (2021). Talent Management Practices on Employee Turnover Intention. Jurnal Manajemen Teori Dan Terapan, 14(3), 248-263. https://doi.org/10.20473/jmtt.v14i3.29433
Sanz-Valle, R., & Jiménez-Jiménez, D. (2018). HRM and Product Innovation: Does Innovative Work Behaviour Mediate That Relationship? Management Decision, 56(6), 1417–1429. https://doi.org/10.1108/MD-04-2017-0404
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The Measurement of Work Engagement With A Short Questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Shipton, H., Sparrow, P., Budhwar, P., & Brown, A. (2017). HRM and Innovation: Looking Across Levels. Human Resource Management Journal, 27(2), 246–263. https://doi.org/10.1111/1748-8583.12102
Singh, N., Bamel, U., & Vohra, V. (2021). The Mediating Effect of Meaningful Work Between Human Resource Practices and Innovative Work Behavior: A Study of Emerging Market. Employee Relations: The International Journal, 43(2), 459–478. https://doi.org/10.1108/ER-04-2020-0150
Stinglhamber, F., & Vandenberghe, C. (2003). Organizations and Supervisors as Sources of Support and Targets of Commitment: A Longitudinal Study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational, and Organizational Psychology and Behavior, 24(3), 251–270. https://doi.org/10.1002/job.192
Tajeddini, K., Budur, T., Gamage, T. C., Demir, A., Zaim, H., & Topal, R. (2023). Impact of Diversity Management on Innovative Work Behavior: Mediating Role of Human Resource Management and Affective Commitment. Journal of Management Development, 42(1), 29–53. https://doi.org/10.1108/JMD-06-2022-0154
Wei, Y. C., Han, T. S., & Hsu, I. C. (2010). High-Performance HR Practices and OCB: A Cross-Level Investigation of a Causal Path. International Journal of Human Resource Management, 21(10), 1631–1648. https://doi.org/10.1080/09585192.2010.500487
Yang, K., Zhou, L., Wang, Z., Lin, C., & Luo, Z. (2019). Humble Leadership and Innovative Behaviour among Chinese Nurses: The Mediating Role of Work Engagement. Journal of Nursing Management, 27(8), 1801–1808. https://doi.org/10.1111/jonm.12879
Yasir, M., & Majid, A. (2020). High-Involvement HRM Practices and Innovative Work Behavior Among Production-Line Workers: Mediating Role of Employee’s Functional Flexibility. Employee Relations, The International Journal, 42(4), 883–902. https://doi.org/10.1108/ER-02-2018-0061
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 International Journal on Recent Trends in Business and Tourism (IJRTBT)
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
