Internal Commitment or External Collaboration? The Impact of Human Resource Management Systems on Firm Innovation and Performance
研究对比了承诺导向和协作导向两种人力资源管理系统对企业创新和绩效的影响，发现两者均能促进创新，但同时采用会面临双元性挑战。
Abstract Complementing previous research that showed a positive effect of general human resource management (HRM) systems on general firm performance, this article undertakes an integrative approach to compare the main effects and examine the interaction effects of two particular HRM systems on influencing firm innovation and performance. Using data from 179 organizations in China, we found that both the commitment‐oriented system, which emphasized internal cohesiveness, and the collaboration‐oriented system, which was intended to build external connections, contributed to firm innovation and, subsequently, bottom‐line performance. We also found an attenuated interaction between the two HRM systems in predicting firm innovation. We employed a mediated‐moderation path model to extricate the relationships. Results suggested that organizations that implemented both HRM systems to promote innovation might face ambidexterity challenges. Ideas for future research and practical implications are discussed.