1,526
Views
13
CrossRef citations to date
0
Altmetric
Articles

HRM systems, employee proactivity and capability in the SME context

&
Pages 3298-3323 | Received 11 Dec 2019, Accepted 12 Mar 2021, Published online: 29 Mar 2021

References

  • Amabile, T. M. (1988). A model of creativity and innovation in organizations. In B. M. Staw & L. L. Cummings (Eds.), Research in Organizational Behavior, 10, 123–167. Greenwich, CT: JAI Press.
  • Andersén, J. (2019). Resource orchestration of firm-specific human capital and firm performance – the role of collaborative human resource management and entrepreneurial orientation. The International Journal of Human Resource Management, 1–33. https://doi.org/10.1080/09585192.2019.1579250
  • Andreeva, T., Sergeeva, A. (2016). The more the better… or is it? The contradictory effects of HR practices on knowledge-sharing motivation and behavior. Human Resource Management Journal, 26(2), 151–171. https://doi.org/10.1111/1748-8583.12100
  • Ansolabehere, S., & Rivers, D. (2013). Cooperative survey research. Annual Review of Political Science, 16(1), 307–329. https://doi.org/10.1146/annurev-polisci-022811-160625
  • Aryee, S., Walumbwa, F. O., Seidu, E. Y., & Otaye, L. E. (2016). Developing and leveraging human capital resource to promote service quality: Testing a theory of performance. Journal of Management, 42(2), 480–499. https://doi.org/10.1177/0149206312471394
  • Baik, K., Kim, K. Y., & Patel, P. C. (2019). The internal ecosystem of high performance work system and employee service-providing capability: A contingency approach for servitizing firms. Journal of Business Research, 104, 402–410. https://doi.org/10.1016/j.jbusres.2019.02.028
  • Bammens, Y. P. (2016). Employees’ innovative behavior in social context: A closer examination of the role of organizational care. Journal of Product Innovation Management, 33(3), 244–259. https://doi.org/10.1111/jpim.12267
  • Bandura, A. (1997). Self-efficacy: The exercise of control. Freeman.
  • Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99–120. https://doi.org/10.1177/014920639101700108
  • Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103–118. https://doi.org/10.1002/job.4030140202
  • Becker, B. E., Huselid, M. A., Pickus, P. S., & Spratt, M. F. (1997). HR as a source of shareholder value: Research and recommendations. Human Resource Management, 36(1), 39–47. https://doi.org/10.1002/(SICI)1099-050X(199721)36:1<39::AID-HRM8>3.0.CO;2-X
  • Beltrán-Martín, I., Bou-Llusar, J. C., Roca-Puig, V., & Escrig-Tena, A. B. (2017). The relationship between high performance work systems and employee proactive behavior: Role breadth self-efficacy and flexible role orientation as mediating mechanisms. Human Resource Management Journal, 27(3), 403–422. https://doi.org/10.1111/1748-8583.12145
  • Blau, P. M. (1964). Exchange and power. John Wiley & Sons.
  • Boselie, P. (2010). High performance work practices in the health care sector: A Dutch case study. International Journal of Manpower, 31(1), 42–58. https://doi.org/10.1108/01437721011031685
  • Bryson, A., & White, M. (2019). HRM and small-firm employee motivation: Before and after the great recession. ILR Review, 72(3), 749–773. https://doi.org/10.1177/0019793918774524
  • Budhwar, P. S., Varma, A., & Patel, C. (2016). Convergence-divergence of HRM in the Asia-Pacific: Context-specific analysis and future research agenda. Human Resource Management Review, 26(4), 311–326. https://doi.org/10.1016/j.hrmr.2016.04.004
  • Cardon, M. S., & Stevens, C. E. (2004). Managing human resources in small organizations: What do we know?Human Resource Management Review, 14(3), 295–323. https://doi.org/10.1016/j.hrmr.2004.06.001
  • Chadwick, C., & Li, P. (2018). HR systems, HR departments, and perceived establishment labor productivity. Human Resource Management, 57(6), 1415–1428. https://doi.org/10.1002/hrm.21914
  • Chin, W. W., & Newsted, P. R. (1999). Structural equation modeling analysis with small samples using partial least squares. Statistical Strategies for Small Sample Research, 1, 307–341.
  • Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435–462. https://doi.org/10.1177/014920630002600304
  • De Meulenaere, K., Boone, C., & Buyl, T. (2016). Unraveling the impact of workforce age diversity on labor productivity: The moderating role of firm size and job security. Journal of Organizational Behavior, 37(2), 193–212. https://doi.org/10.1002/job.2036
  • Den Hartog, D. N., Boon, C., Verburg, R. M., & Croon, M. A. (2013). HRM, communication, satisfaction, and perceived performance: A cross-level test. Journal of Management, 39(6), 1637–1665. https://doi.org/10.1177/0149206312440118
  • Diamantopoulos, A., & Siguaw, J. A. (2006). Formative versus reflective indicators in organizational measure development: A comparison and empirical illustration. British Journal of Management, 17(4), 263–282. https://doi.org/10.1111/j.1467-8551.2006.00500.x
  • Ettlie, J. E., & Rosenthal, S. R. (2011). Service versus manufacturing innovation. Journal of Product Innovation Management, 28(2), 285–299.
  • Engelen, A., Weinekötter, L., Saeed, S., & Enke, S. (2018). The effect of corporate support programs on employees’ innovative behavior: A cross-cultural study. Journal of Product Innovation Management, 35(2), 230–253. https://doi.org/10.1111/jpim.12386
  • Evans, W. R., & Davis, W. D. (2005). High-performance work systems and organizational performance: The mediating role of internal social structure. Journal of Management, 31(5), 758–775. https://doi.org/10.1177/0149206305279370
  • Evermann, J., & Tate, M. (2016). Assessing the predictive performance of structural equation model estimators. Journal of Business Research, 69(10), 4565–4582. https://doi.org/10.1016/j.jbusres.2016.03.050
  • Farndale, E., Raghuram, S., Gully, S., Liu, X., Phillips, J. M., & Vidović, M. (2017). A vision of international HRM research. The International Journal of Human Resource Management, 28(12), 1625–1639. https://doi.org/10.1080/09585192.2017.1308416
  • Fornell, C., & Bookstein, F. L. (1982). Two structural equation models: LISREL and PLS applied to consumer exit-voice theory. Journal of Marketing Research, 19(4), 440–452. https://doi.org/10.1177/002224378201900406
  • Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104
  • Forth, J., & Bryson, A. (2019). Management practices and SME performance. Scottish Journal of Political Economy, 66(4), 527–558.
  • Gilman, M., Raby, S., & Pyman, A. (2015). The contours of employee voice in SMEs: The importance of context. Human Resource Management Journal, 25(4), 563–579. https://doi.org/10.1111/1748-8583.12086
  • Giannikis, S., Grougiou, V., & Kapoutsis, I. (2019). The effects of entrepreneurial orientation on job stressors and the moderating role of high-performance work systems: Employee perspectives form two industries. The International Journal of Human Resource Management, 1–28. https://doi.org/10.1080/09585192.2019.1629983
  • Gong, Y., Cheung, S. Y., Wang, M., & Huang, J. C. (2012). Unfolding the proactive process for creativity: Integration of the employee proactivity, information exchange, and psychological safety perspectives. Journal of Management, 38(5), 1611–1633. https://doi.org/10.1177/0149206310380250
  • Gong, Y., Zhou, J., & Chang, S. (2013). Core knowledge employee creativity and firm performance: The moderating role of riskiness orientation, firm size, and realized absorptive capacity. Personnel Psychology, 66(2), 443–482. https://doi.org/10.1111/peps.12024
  • Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3–34. https://doi.org/10.1016/j.riob.2008.04.002
  • Griffin, M., Neal, A., & Parker, S. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Management Journal, 50(2), 327–347. https://doi.org/10.5465/amj.2007.24634438
  • Haenlein, M., & Kaplan, A. M. (2004). A beginner’s guide to partial least squares analysis. Understanding Statistics, 3(4), 283–297. https://doi.org/10.1207/s15328031us0304_4
  • Hahn, V. C., Frese, M., Binnewies, C., & Schmitt, A. (2012). Happy and proactive? The role of hedonic and eudaimonic well–being in business owners’ personal initiative. Entrepreneurship Theory and Practice, 36(1), 97–114. https://doi.org/10.1111/j.1540-6520.2011.00490.x
  • Hair, J. F., Hollingsworth, C. L., Randolph, A. B., & Chong, A. Y. L. (2017). An updated and expanded assessment of PLS-SEM in information systems research. Industrial Management & Data Systems, 117(3), 442–458. https://doi.org/10.1108/IMDS-04-2016-0130
  • Hair, J. F., Howard, M. C., & Nitzl, C. (2020). Assessing measurement model quality in PLS-SEM using confirmatory composite analysis. Journal of Business Research, 109, 101–110. https://doi.org/10.1016/j.jbusres.2019.11.069
  • Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM). (2nd ed.). Sage.
  • Hair, J. F., Sarstedt, M., Ringle, C. M., & Mena, J. A. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the Academy of Marketing Science, 40(3), 414–433. https://doi.org/10.1007/s11747-011-0261-6
  • Harney, B., & Alkhalaf, H. (2021). A quarter-century review of HRM in small and medium-sized enterprises: Capturing what we know, exploring where we need to go. Human Resource Management, 60(1), 5–29. https://doi.org/10.1002/hrm.22010
  • Harrison, A. W., Rainer, R. K., Jr., Hochwarter, W. A., & Thompson, K. R. (1997). Testing the self-efficacy-performance linkage of social-cognitive theory. The Journal of Social Psychology, 137(1), 79–87. https://doi.org/10.1080/00224549709595415
  • Heavey, C., Simsek, Z., & Fox, B. C. (2015). Managerial social networks and ambidexterity of SMEs: The moderating role of a proactive commitment to innovation. Human Resource Management, 54(S1), s201–s221. https://doi.org/10.1002/hrm.21703
  • Heffernan, M., & Dundon, T. (2016). Cross-level effects of high-performance work systems (HPWS) and employee well-being: The mediating effect of organisational justice. Human Resource Management Journal, 26(2), 211–231. https://doi.org/10.1111/1748-8583.12095
  • Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
  • Ho, H., & Kuvaas, B. (2020). Human resource management systems, employee well-being, and firm performance form mutual gains and critical perspectives: The well-being paradox. Human Resource Management, 59(3), 235–253. https://doi.org/10.1002/hrm.21990
  • Jennings, J. E., Jennings, P. D., & Greenwood, R. (2009). Novelty and new firm performance: The case of employment systems in knowledge intensive service organizations. Journal of Business Venturing, 24(4), 338–359. https://doi.org/10.1016/j.jbusvent.2008.03.003
  • Jeong, I., & Shin, S. J. (2019). High-performance work practices and organizational creativity during organizational change: A collective learning perspective. Journal of Management, 45(3), 909–925. https://doi.org/10.1177/0149206316685156
  • Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 1264–1294. https://doi.org/10.5465/amj.2011.0088
  • Jiang, Z., Hu, X., & Wang, Z. (2018). Career adaptability and plateaus: The moderating effects of tenure and job efficacy. Journal of Vocational Behavior, 104, 59–71. https://doi.org/10.1016/j.jvb.2017.10.006
  • Kaman, V., McCarthy, A. M., Gulbro, R. D., & Tucker, M. L. (2001). Bureaucratic and high commitment human resource practices in small service firms. People and Strategy, 24(1), 33–44.
  • Kang, J. H., Matusik, J., Kim, T.-Y., & Phillips, J. M. (2016). Interactive effects of multiple organizational climates on employee innovative behavior in entrepreneurial firms: A cross-level investigation. Journal of Business Venturing, 31(6), 628–642. https://doi.org/10.1016/j.jbusvent.2016.08.002
  • Karatepe, O. M., Yavas, U., Babakus, E., & Avci, T. (2006). Does gender moderate the effects of role stress in frontline service jobs?Journal of Business Research, 59(10-11), 1087–1093. https://doi.org/10.1016/j.jbusres.2006.08.004
  • Katou, A. A., & Budhwar, P. S. (2010). Causal relationship between HRM policies and organizational performance: Evidence from the Greek manufacturing sector. European Management Journal, 28(1), 25–39. https://doi.org/10.1016/j.emj.2009.06.001
  • Kauppila, O. P., Bizzi, L., & Obstfeld, D. (2018). Connecting and creating: Tertius iungens, individual creativity, and strategic decision processes. Strategic Management Journal, 39(3), 697–719. https://doi.org/10.1002/smj.2728
  • Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of Management, 39(2), 366–391. https://doi.org/10.1177/0149206310365901
  • Khoreva, V., & Wechtler, H. (2018). HR practices and employee performance: The mediating role of well-being. Employee Relations, 40(2), 227–243. https://doi.org/10.1108/ER-08-2017-0191
  • Kimball, S. H. (2019). Survey data collection; online panel efficacy. A comparative study of Amazon MTurk and Research Now SSI/Survey Monkey/Opinion Access. Journal of Business Diversity, 19(2), 16–45.
  • Klaas, B. S., Semadeni, M., Klimchak, M., & Ward, A. K. (2012). High performance work system implementation in small and medium enterprises: A knowledge-creation perspective. Human Resource Management, 51(4), 487–510. https://doi.org/10.1002/hrm.21485
  • Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of e-Collaboration, 11(4), 1–10. https://doi.org/10.4018/ijec.2015100101
  • Kroon, B., Van De Voorde, K., & Timmers, J. (2013). High performance work practices in small firms: A resource-poverty and strategic decision-making perspective. Small Business Economics, 41(1), 71–91. https://doi.org/10.1007/s11187-012-9425-0
  • Lai, Y., Saridakis, G., Blackburn, R., & Johnstone, S. (2016). Are the HR responses of small firms different from large firms in times of recession?Journal of Business Venturing, 31(1), 113–131. https://doi.org/10.1016/j.jbusvent.2015.04.005
  • Lee, H. W., Pak, J., Kim, S., & Li, L. Z. (2019). Effects of human resource management systems on employee proactivity and group innovation. Journal of Management, 45(2), 819–846. https://doi.org/10.1177/0149206316680029
  • Lepak, D. P., Liao, H., Chung, Y., & Harden, E. E. (2006). A conceptual review of human resource management systems in strategic human resource management research. In J. J. Martocchio (Ed.), Research in Personnel and Human Resource Management, 25, 217–271.
  • Lin, L. S., Chen, S. J., Huang, P. C., & Lu, C. M. (2014). High-commitment human resource practices in a Taiwanese service industry: Differentiating effects of demographic and functional diversity. Asia Pacific Journal of Human Resources, 52(4), 443–459. https://doi.org/10.1111/1744-7941.12043
  • Macky, K., & Boxall, P. (2008). High-involvement work processes, work intensification and employee well-being: A study of New Zealand worker experiences. Asia Pacific Journal of Human Resources, 46(1), 38–55. https://doi.org/10.1177/1038411107086542.
  • Martinaityte, I., Sacramento, C., & Aryee, S. (2019). Delighting the customer: Creativity-oriented high-performance work systems, frontline employee creative performance, and customer satisfaction. Journal of Management, 45(2), 728–751. https://doi.org/10.1177/0149206316672532
  • McClean, E., & Collins, C. J. (2019). Expanding the concept of fit in strategic human resource management: An examination of the relationship between human resource practices and charismatic leadership on organizational outcomes. Human Resource Management, 58(2), 187–202. https://doi.org/10.1002/hrm.21945
  • Messersmith, J. G., & Guthrie, J. M. (2010). High-performance work systems in emergent organisations: Implications for firm performance. Human Resource Management, 49(2), 241–264. https://doi.org/10.1002/hrm.20342
  • Mom, T. J., Chang, Y. Y., Cholakova, M., & Jansen, J. J. (2019). A multilevel integrated framework of firm HR practices, individual ambidexterity, and organizational ambidexterity. Journal of Management, 45(7), 3009–3034. https://doi.org/10.1177/0149206318776775
  • Neneh, B. N. (2019). From entrepreneurial alertness to entrepreneurial behavior: The role of trait competitiveness and proactive personality. Personality and Individual Differences, 138, 273–279. https://doi.org/10.1016/j.paid.2018.10.020
  • Ogunyomi, P., & Bruning, N. S. (2016). Human resource management and organizational performance of small and medium enterprises (SMEs) in Nigeria. The International Journal of Human Resource Management, 27(6), 612–634.
  • Pak, K., Kooij, D. T. A. M., De Lange, A. H., & Van Veldhoven, M. J. P. M. (2019). Human resource management and the ability, motivation and opportunity to continue working: A review of quantitative studies. Human Resource Management Review, 29(3), 336–352. https://doi.org/10.1016/j.hrmr.2018.07.002
  • Parker, S. K. (1998). Enhancing role breadth self-efficacy: The roles of job enrichment and other organizational interventions. The Journal of Applied Psychology, 83(6), 835–852. https://doi.org/10.1037/0021-9010.83.6.835
  • Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36(4), 827–856. https://doi.org/10.1177/0149206310363732
  • Parker, S. K., & Collins, C. G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of Management, 35, 633–662.
  • Parker, S. K., Johnson, A., Collins, C., & Nguyen, H. (2013). Making the most of structural support: Moderating influence of employees’ clarity and negative affect. Academy of Management Journal, 56(3), 867–892. https://doi.org/10.5465/amj.2010.0927
  • Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636–652. https://doi.org/10.1037/0021-9010.91.3.636
  • Patel, P. C., & Cardon, M. S. (2010). Adopting HRM practices and their effectiveness in small firms facing product-market competition. Human Resource Management, 49(2), 265–290. https://doi.org/10.1002/hrm.20346
  • Patel, P. C., & Conklin, B. (2012). Perceived labor productivity in small firms – The effects of high–performance work systems and group culture through employee retention. Entrepreneurship Theory and Practice, 36(2), 205–235. https://doi.org/10.1111/j.1540-6520.2010.00404.x
  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. The Journal of Applied Psychology, 88(5), 879–903.
  • Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531–544. https://doi.org/10.1177/014920638601200408
  • Posthuma, R. A., Campion, M. C., Masimova, M., & Campion, M. A. (2013). A high performance work practices taxonomy: Integrating the literature and directing future research. Journal of Management, 39(5), 1184–1220. https://doi.org/10.1177/0149206313478184
  • Raffiee, J., & Coff, R. (2016). Micro-foundations of firm-specific human capital: When do employees perceive their skills to be firm-specific?Academy of Management Journal, 59(3), 766–790. https://doi.org/10.5465/amj.2014.0286
  • Rauch, A., & Hatak, I. (2016). A meta-analysis of different HR-enhancing practices and performance of small and medium sized firms. Journal of Business Venturing, 31(5), 485–504. https://doi.org/10.1016/j.jbusvent.2016.05.005
  • Ringle, C. M., Sarstedt, M., Mitchell, R., & Gudergan, S. P. (2020). Partial least squares structural equation modeling in HRM research. The International Journal of Human Resource Management, 31(12), 1617–1643. https://doi.org/10.1080/09585192.2017.1416655
  • Schilpzand, P., Houston, L., & Cho, J. (2018). Not too tired to be proactive: Daily empowering leadership spurs next-morning employee proactivity as moderated by nightly sleep quality. Academy of Management Journal, 61(6), 2367–2387. https://doi.org/10.5465/amj.2016.0936
  • Schmelter, R., Mauer, R., Börsch, C., & Brettel, M. (2010). Boosting corporate entrepreneurship through HRM practices: Evidence from German SMEs. Human Resource Management, 49(4), 715–741. https://doi.org/10.1002/hrm.20366
  • Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37, 580–607.
  • Stock, M., de Jong, A., & Zacharias, N. A. (2017). Frontline employees’ innovative service behavior as key to customer loyalty: Insights into FLEs’ resource gain spiral. Journal of Product Innovation Management, 34(2), 223–245. https://doi.org/10.1111/jpim.12338
  • Stock, R. M. (2015). Is boreout a threat to frontline employees’ innovative work behavior?Journal of Product Innovation Management, 32(4), 574–592. https://doi.org/10.1111/jpim.12239
  • Stoffers, J. M. M., Van der Heijden, B. I. J. M., & Jacobs, E. A. G. M. (2020). Employability and innovative work behavior I small and medium-sized enterprises. The International Journal of Human Resource Management, 31(11), 1439–1466. https://doi.org/10.1080/09585192.2017.1407953
  • Storey, D. J., Saridakis, G., Sen-Gupta, S., Edwards, P. K., & Blackburn, R. A. (2010). Linking HR formality with employee job quality: The role of firm and workplace size. Human Resource Management, 49(2), 305–329. https://doi.org/10.1002/hrm.20347
  • Strauss, K., & Parker, S. K. (2018). Intervening to enhance proactivity in organizations: Improving the present or changing the future. Journal of Management, 44(3), 1250–1278. https://doi.org/10.1177/0149206315602531
  • Subramanian, D., & Zimmermann, B. (2020). Voice in French corporate training: A critical issue in developing employee capability. Economic and Industrial Democracy, 41(2), 296–322. https://doi.org/10.1177/0143831X17704311
  • Wright, P. M., Nyberg, A. J., & Ployhart, R. E. (2018). A research revolution in SHRM: New challenges and new research directions. In M. R. Buckley, A. R. Wheeler, & J. R. B. Halbesleben (Eds.), Research in personnel and human resources management. (pp. 141–161). Emerald Publishing Limited. https://doi.org/10.1108/S0742-730120180000036004.
  • Zobel, A.-K. (2017). Benefiting from open innovation: A multidimensional model of absorptive capacity. Journal of Product Innovation Management, 34(3), 269–288. https://doi.org/10.1111/jpim.12361

Reprints and Corporate Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

To request a reprint or corporate permissions for this article, please click on the relevant link below:

Academic Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

Obtain permissions instantly via Rightslink by clicking on the button below:

If you are unable to obtain permissions via Rightslink, please complete and submit this Permissions form. For more information, please visit our Permissions help page.