SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation
Abstract
:1. Introduction
1.1. Objective of This Study
1.2. Research Questions
2. Literature Review and Hypothesis Development
2.1. Strategic Human Resource Management Practices
2.2. Employee Resilient Behavior
2.3. Organizational Resilient Behavior
3. Materials and Methods
4. Results
4.1. Measurement Model
4.1.1. Convergent Validity
4.1.2. Discriminant Validity
4.2. Structural Model
5. Discussion
6. Conclusions
6.1. Contribution of Research
6.2. Implications
6.3. Limitations and Future Study
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Variables | N = 780 |
---|---|
Gender | |
Female | 44.8% |
Male | 55.2% |
Marital Status | |
Single | 43.7% |
Married | 56.3% |
Education | |
Undergraduate | 4% |
Graduate | 68.4% |
Postgraduate | 27.6% |
Designation | |
Manager | 44.8% |
Senior Manager | 36.4% |
Head of Department/Unit | 16.3% |
CEO/Owner | 2.5% |
Work Experience | |
Less than a Year | 7.4% |
1–10 years | 22.8% |
10–20 Years | 37.3% |
Above 20 years | 32.5% |
Monthly Income | |
Less than RMB 5000 | 5.4% |
RMB5000–RMB7000 | 22.2% |
RMB7000–RMB9000 | 33.4% |
RMB9000–RMB12000 | 26.6% |
Above RMB15000 | 12.4% |
Cronbach’s Alpha | Average Variance Extracted (AVE) | |
---|---|---|
Employee Resilience | 0.784 | 0.546 |
Organizational Resilience | 0.746 | 0.578 |
Strategic Human Resource Management Practices | 0.817 | 0.507 |
Fornell-Larcker Criterion | Heterotrait-Monotrait Ratio (HTMT) | ||||
---|---|---|---|---|---|
1 | 2 | 3 | 1 | 2 | |
Employee Reselience | 0.688 | ||||
Organizational Reselience | 0.763 | 0.760 | 0.893 | ||
Strategic Human Resource Management Practices | 0.755 | 0.639 | 0.712 | 0.845 | 0.697 |
Dimensions | VIF |
---|---|
Adoption Ability | 1.131 |
Cooperative Awearness | 1.453 |
Employee Perception | 2.342 |
Employeement Security | 1.981 |
Internal Career Opportunities | 1.455 |
ER1 | 1.409 |
ER2 | 1.243 |
ER3 | 1.214 |
ER4 | 1.144 |
ER5 | 1.070 |
ER6 | 2.249 |
ER7 | 3.475 |
ER8 | 2.948 |
Profit Sharing | 1.518 |
Result Oriented Appraisal | 1.776 |
Shared Vision | 2.120 |
Training | 2.374 |
Willingness to Learn | 2.059 |
R Square | F Square | Q Square | ||
---|---|---|---|---|
Employee Resilience | 0.570 | 0.448 | 0.191 | |
Organizational Resilience | 0.592 | 0.33 | ||
Strategic Human Resource Management Practices | 1.324 | 0.023 |
Coefficient | T Statistics | p Values | 2.5% | 97.5% | Hypothesis | Result | |
---|---|---|---|---|---|---|---|
ER->OR | 0.652 | 11.866 | 0.000 | 0.543 | 0.767 | H3 | Accepted |
SHRMp->ER | 0.755 | 28.160 | 0.000 | 0.704 | 0.806 | H1 | Accepted |
SHRMp->OR | 0.147 | 2.430 | 0.015 | 0.020 | 0.263 | H2 | Accepted |
Coefficient | T Statistics | p Values | 2.5% | 97.5% | Hypothesis | Result | ||
---|---|---|---|---|---|---|---|---|
Direct | SHRMp->OR | 0.147 | 2.430 | 0.015 | 0.020 | 0.263 | H1 | Accepted |
Indirect | SHRMp->ER->OR | 0.492 | 9.924 | 0.000 | 0.403 | 0.598 | H4 | Partially accepted |
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Rehman, K.U.; Mata, M.N.; Martins, J.M.; Mariam, S.; Rita, J.X.; Correia, A.B. SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation. J. Open Innov. Technol. Mark. Complex. 2021, 7, 159. https://doi.org/10.3390/joitmc7020159
Rehman KU, Mata MN, Martins JM, Mariam S, Rita JX, Correia AB. SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation. Journal of Open Innovation: Technology, Market, and Complexity. 2021; 7(2):159. https://doi.org/10.3390/joitmc7020159
Chicago/Turabian StyleRehman, Khaliq Ur, Mário Nuno Mata, José Moleiro Martins, Sabita Mariam, João Xavier Rita, and Anabela Batista Correia. 2021. "SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation" Journal of Open Innovation: Technology, Market, and Complexity 7, no. 2: 159. https://doi.org/10.3390/joitmc7020159