Impact of High-Commitment Human Resources Management Practice on Radical Innovation

doi:10.12068/j.issn.1005-3026.2022.08.019

Abstract

Abstract: Based on the survey data of top managers from 362 companies at three time points， the impact mechanism of the high-commitment human resources management practice on radical innovation is investigated from the perspective of process-based and content-based human resources management integration. It is found that: 1)the high-commitment human resources management practice is significantly related to external knowledge acquisition; 2)the external knowledge acquisition mediates the impact of high-commitment human resources management practice on radical innovation; 3)the strength of the human resources management practice moderates the relationship between high-commitment human resources management practice and external knowledge acquisition. When the strength of the human resources management practice is stronger， the relationship between high-commitment human resources management practice and external knowledge acquisition is higher; 4)the strength of the human resources management practice moderates the mediating effect of external knowledge acquisition on the relationship between high-commitment human resources management practice and radical innovation.

Key words: high-commitment human resources management practice; strength of the human resources management practice; radical innovation; external knowledge acquisition

CLC Number:

YAN Jia-qi， JIA Jian-feng， ZHAO Ruo-nan， LIAN Yue-feng. Impact of High-Commitment Human Resources Management Practice on Radical Innovation[J]. Journal of Northeastern University(Natural Science), 2022, 43(8): 1209-1216.

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