Innovative Work Behaviour: The Impact of Comprehensive HR System Perceptions and the Role of Work–Life Conflict

Abstract

Human resource (HR) systems have the potential to both foster innovative work behaviour (IWB) and reduce work–life conflict (WLC)—enabling employees to engage in IWB. We investigate the proposed relationships between comprehensive HR systems, WLC and IWB using variance-based structural equation modelling. We found that HR systems that are perceived as comprehensive significantly enhance IWB and decrease feelings of WLC. Contrary to our expectation, we found a significant yet positive effect of WLC on IWB. Employees may respond to WLC constructively by being innovative, improving their environment and making the work–life interface manageable. By promoting IWB, HR systems might also help employees to deal with residual—and, perhaps, unavoidable—levels of WLC.

Keywords::

• Innovative work behaviour
• perceptions of HR systems
• work–life conflict
• employee–organisation relationship
• structural equation modelling

Keywords::

• M00
• M10
• M12
• M19