HRM and product innovation: does innovative work behaviour mediate that relationship?

Abstract

Purpose: The purpose of this paper is to empirically analyse the mediator effect of innovative work behaviour (IWB) between the firm´s human resource management system and product innovation. Design/methodology/approach: Data are collected from 225 Spanish manufacture companies. Hypotheses are tested using structured equation modelling. The structural model was estimated through partial least squares modelling. Findings: The results provide strong evidence about the effect of the system of human resource management practices on both, employee´s IWB and product innovation. Furthermore, findings support the idea that employee´s IWB mediates the relationship between human resource management and product innovation. Research limitations/implications: Although the study counts with the limitations of cross-sectional studies, its findings suggest that employees´ IWB fosters product´s innovation and that the adoption of a high-performance work system is positively associated to such behaviour. Practical implications: This paper shows that companies seeking to foster product innovation should pay attention to their employees´ behaviour. In particular, they should 2 promote that employees engage in innovative behaviours, and that adopting highperformance human resource management practices can help in this line. Originality/value: Although a number of studies suggest that innovative work behaviour is a key determinant of innovation and a mediator in the link between human resource management and innovation, there is not empirical research examining these relationships. This paper covers this gap detected in the literature and provides evidence supporting them.