Abstract:
Innovativeness is becoming increasingly significant in driving organizational competitiveness and relevance; however, studies advancing the impact of innovation-based human resource management are sparse. In this study, we examine the relationship between innovation-based human resource system (IBHRS), employee proactivity, innovative work behavior, and employee performance, as well as the individual and parallel mediating role of both employee proactivity and innovative work behavior on the relationship between IBHRS and employee performance. Empirical results based on data collected from 247 dyads of passenger-contact employees and their managers in Nigerian airports indicate that IBRHS positively affects employee proactivity and innovative work behavior. In addition, we found that employee proactivity and innovative work behavior fully mediate the relationship, and the significant difference in the mediating effects suggests that innovative work behavior is a more significant mediator of the two. Theoretical contributions and practical implications were discussed based on these findings. Innovative work behavior in aviation industryAlthough research on the impact of innovation-based human resource management is scarce, it is critical for organizational competitiveness. The purpose of this research is to investigate the relationship between innovation-based human resource systems (IBHRS), employee proactivity, innovative work behavior, and employee performance. It also investigates the function of employee proactivity and inventive work behavior in moderating the IBHRS-employee performance link. Empirical findings from 247 dyads of Nigerian airport employees and managers reveal that IBHRS favorably promotes employee proactivity and innovative work behavior. Employee proactivity and innovative work behavior both fully moderate the connection, with the latter being the more important mediator.
