How do HRM practices relate to innovation performance in information technology firms
Autor(a) principal: | |
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Data de Publicação: | 2020 |
Outros Autores: | , |
Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10400.22/19246 |
Resumo: | This paper investigates the relation between Human Resources Management (HRM) and innovation/performance in four firms operating in the Information Technology sector. A qualitative multiple case study methodology was used, and data collection included a documentary information analysis, and semi-structured interviews were held with HRM and innovation-related functions. The main results revealed that HRM practices are related to the best innovation and performance outputs. Moreover, some sector-specific HRM practices-Innovation/performance relations were found, with which prepositions are proposed. There is a high level of recruitment and selection, as well as compensation (salary, benefits and non-financial pay) practices due to the increasing need for these professionals in the labor market. Considering the generalization of compensation and benefits practices in the IT sector, it seems that the production of patents/utility models in organisations is more related to the investment in training and development, then to compensations and benefits practices. Few HRM practices that focus on promoting autonomy and self-management have a positive effect on innovation and can be at least as effective as a wider number of corporate HRM practices. This study contributes to the HRM relation to innovation performance literature, by its qualitative and longitudinal nature, the use of objective innovation and performance measures, and the prepositions specific to the IT sector that are suggested for future validation. |
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How do HRM practices relate to innovation performance in information technology firmsHuman resources management practicesInformation technology sectorInnovationPerformanceThis paper investigates the relation between Human Resources Management (HRM) and innovation/performance in four firms operating in the Information Technology sector. A qualitative multiple case study methodology was used, and data collection included a documentary information analysis, and semi-structured interviews were held with HRM and innovation-related functions. The main results revealed that HRM practices are related to the best innovation and performance outputs. Moreover, some sector-specific HRM practices-Innovation/performance relations were found, with which prepositions are proposed. There is a high level of recruitment and selection, as well as compensation (salary, benefits and non-financial pay) practices due to the increasing need for these professionals in the labor market. Considering the generalization of compensation and benefits practices in the IT sector, it seems that the production of patents/utility models in organisations is more related to the investment in training and development, then to compensations and benefits practices. Few HRM practices that focus on promoting autonomy and self-management have a positive effect on innovation and can be at least as effective as a wider number of corporate HRM practices. This study contributes to the HRM relation to innovation performance literature, by its qualitative and longitudinal nature, the use of objective innovation and performance measures, and the prepositions specific to the IT sector that are suggested for future validation.IBIMARepositório Científico do Instituto Politécnico do PortoLousã, EvaRodrigues, Ana C.PINTO, Eulália Matos2021-12-30T18:44:08Z20202020-01-01T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttp://hdl.handle.net/10400.22/19246engEva Petiz LOUSÃ, Ana Cláudia RODRIGUES and Eulália Matos PINTO (2020)," How Do HRM Practices Relate To Innovation Performance In Information Technology Firms ", IBIMA Business Review, Vol. 2020 (2020), Article ID 306950, DOI: 10.5171/2020.3069501947-378810.5171/2020.306950info:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-03-13T13:13:14Zoai:recipp.ipp.pt:10400.22/19246Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T17:39:17.795765Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
How do HRM practices relate to innovation performance in information technology firms |
title |
How do HRM practices relate to innovation performance in information technology firms |
spellingShingle |
How do HRM practices relate to innovation performance in information technology firms Lousã, Eva Human resources management practices Information technology sector Innovation Performance |
title_short |
How do HRM practices relate to innovation performance in information technology firms |
title_full |
How do HRM practices relate to innovation performance in information technology firms |
title_fullStr |
How do HRM practices relate to innovation performance in information technology firms |
title_full_unstemmed |
How do HRM practices relate to innovation performance in information technology firms |
title_sort |
How do HRM practices relate to innovation performance in information technology firms |
author |
Lousã, Eva |
author_facet |
Lousã, Eva Rodrigues, Ana C. PINTO, Eulália Matos |
author_role |
author |
author2 |
Rodrigues, Ana C. PINTO, Eulália Matos |
author2_role |
author author |
dc.contributor.none.fl_str_mv |
Repositório Científico do Instituto Politécnico do Porto |
dc.contributor.author.fl_str_mv |
Lousã, Eva Rodrigues, Ana C. PINTO, Eulália Matos |
dc.subject.por.fl_str_mv |
Human resources management practices Information technology sector Innovation Performance |
topic |
Human resources management practices Information technology sector Innovation Performance |
description |
This paper investigates the relation between Human Resources Management (HRM) and innovation/performance in four firms operating in the Information Technology sector. A qualitative multiple case study methodology was used, and data collection included a documentary information analysis, and semi-structured interviews were held with HRM and innovation-related functions. The main results revealed that HRM practices are related to the best innovation and performance outputs. Moreover, some sector-specific HRM practices-Innovation/performance relations were found, with which prepositions are proposed. There is a high level of recruitment and selection, as well as compensation (salary, benefits and non-financial pay) practices due to the increasing need for these professionals in the labor market. Considering the generalization of compensation and benefits practices in the IT sector, it seems that the production of patents/utility models in organisations is more related to the investment in training and development, then to compensations and benefits practices. Few HRM practices that focus on promoting autonomy and self-management have a positive effect on innovation and can be at least as effective as a wider number of corporate HRM practices. This study contributes to the HRM relation to innovation performance literature, by its qualitative and longitudinal nature, the use of objective innovation and performance measures, and the prepositions specific to the IT sector that are suggested for future validation. |
publishDate |
2020 |
dc.date.none.fl_str_mv |
2020 2020-01-01T00:00:00Z 2021-12-30T18:44:08Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10400.22/19246 |
url |
http://hdl.handle.net/10400.22/19246 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
Eva Petiz LOUSÃ, Ana Cláudia RODRIGUES and Eulália Matos PINTO (2020)," How Do HRM Practices Relate To Innovation Performance In Information Technology Firms ", IBIMA Business Review, Vol. 2020 (2020), Article ID 306950, DOI: 10.5171/2020.306950 1947-3788 10.5171/2020.306950 |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
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application/pdf |
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IBIMA |
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IBIMA |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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