To read the full version of this content please select one of the options below:

Effects of developmental HR practices on management innovation: a scenario experiment study

Jie Huang (School of Economics and Management, Southwest Jiaotong University, Chengdu, China)
Chunyong Tang (School of Economics and Management, Southwest Jiaotong University, Chengdu, China)
Ting Deng (School of Economics and Management, Southwest Jiaotong University, Chengdu, China)

Chinese Management Studies

ISSN: 1750-614X

Article publication date: 19 July 2021

Issue publication date: 16 September 2021

Downloads
79

Abstract

Purpose

This research aims to examine the influence of developmental human resources (HR) practices on management innovation. Drawing on social exchange theory, this paper analyzes the mediating role of responsibility for change and the moderating role of resource availability.

Design/methodology/approach

The authors conducted a scenario experiment using a sample of 329 part-time MBA students from various Chinese companies in Southwest China, using analysis of variance and regression to examine the hypotheses.

Findings

The results find a positive relationship between developmental HR practices and management innovation and responsibility for change mediates this relationship. Moreover, it examines the moderating role of resource availability. Resource availability positively moderates the correlation between responsibility for change and management innovation and moderates the mediation effect of responsibility for change on the correlation between developmental HR practices and management innovation.

Practical implications

Organizations should enhance the actual use of developmental HR practices to ensure the provision of appropriate training and development opportunities for all levels of employees in a fair and equal environment. It is better to take up an individual approach when offering these practices. Organizations should provide enough resources for employees, such as financial, spatial and temporal, and ensure the fair distribution of these resources. Organizations should cultivate the responsibility for change of middle-senior managers who can serve as role models for subordinates.

Originality/value

This study broadens the research on developmental HR practices, confirming that it has a positive impact on management innovation. It also provides more insight into the “black box” of developmental HR practices affecting management innovation, namely, the mediating effect of responsibility for change. This study shows that resources are critical to understanding how developmental HR practices can contribute to management innovation through responsibility for change. Using social exchange theory, the research deduces the conditional indirect effect of the model and uses a scenario experiment method to conclude causality.

Keywords

Acknowledgements

This study was funded by grants from National Natural Science Foundation of China (Grant No. 71832007; 71572157).

Citation

Huang, J., Tang, C. and Deng, T. (2021), "Effects of developmental HR practices on management innovation: a scenario experiment study", Chinese Management Studies, Vol. 15 No. 4, pp. 901-918. https://doi.org/10.1108/CMS-09-2020-0412

Publisher

:

Emerald Publishing Limited

Copyright © 2021, Emerald Publishing Limited