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Human resource management contribution to innovation in small and medium‐sized enterprises: A mixed methods approach
Author(s) -
Curado Carla
Publication year - 2018
Publication title -
creativity and innovation management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.148
H-Index - 60
eISSN - 1467-8691
pISSN - 0963-1690
DOI - 10.1111/caim.12251
Subject(s) - business , knowledge management , normative , knowledge sharing , industrial organization , human resource management , hierarchy , empirical research , qualitative comparative analysis , marketing , human resources , economics , management , computer science , market economy , philosophy , epistemology , machine learning
This article addresses the contribution of human resource management systems (HRMS) and three social resources (trust, knowledge sharing and organizational commitment) to innovation in small and medium‐sized enterprises (SMEs). The study adopts a mixed methods approach by combining quantitative and qualitative methods. Results show that causal configurations leading to innovation in SME are fewer (4) than causal configurations leading to the absence of innovation (6). However, pathways to innovation in SMEs are less demanding than trails leading to the absence of innovation; such results should encourage managers. Results seem to suggest that diminished levels of trust, as well as poor knowledge sharing among individuals, and the existence of normative commitment may prevent innovation, which should alert SME managers. Implications for theory regard the hierarchy of determinants leading to innovation: HRMS beat commitment. Empirical consequences arise: managers aiming to innovate should pay close attention to the implementation of HRMS.