ISSN: 2222-6990
Open access
The prime objective of the study is to explain the phenomenon of organizational innovation influenced by human resource practices. The moderating role of managerial ties is explained between relationship of human resources practices and organizational innovation. Human resource management is critical for business success strategically and important for organizational knowledge, skills, abilities and behavior of employees that have potential to influence performance of firm. Researchers have found that organizational success and innovative capabilities most likely to be initiated by the level of technology adoption and implementation for organizational process change and success. Technological advancements assist organizations to change operational and managerial processes for meeting objectives of firms to be innovative and successful. The current study focuses on human resources assets as predictors of organizational innovation capability and success in higher education sector of Pakistan. The study expresses the concept and dimensions of organizational innovation and its’ predictors including HR practices relevant in HES. The data was collected from 205 employees of different campuses of HES through questionnaire and analyzed by Smart PLS. The study found positive significant relation between HR practices and organizational innovation, further findings of the study useful for HES employees to initiate best HR practices at their firm to adopt technological advancements to be innovative and to gain competitive edge in highly competitive environment. The moderating role of managerial affiliation and aspect did not moderate the relations in present study.
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In-Text Citation: (Hussain, Imam, Hussain, & Javed, 2019)
To Cite this Article: Hussain, M., Imam, S., Hussain, S., & Javed, T. (2019). Determining the Influence of HR practices on Organizational Innovation A Case of Higher Education Sector of Punjab, Pakistan. International Journal of Academic Research in Business and Social Sciences, 9(9), 495–513.
Copyright: © 2019 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
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