Sustainable and flexible human resource management for innovative organizations
| Autor | Saeed Aibaghi Esfahani - Hamid Rezaii - Niloofar Koochmeshki - Saeed Sharifi Parsa |
| Cargo | Assistant professor at the Faculty of industrial engineering and management, Shahrood University of Technology - BA in Electrical Engineering with specialty in control systems and is a MA student in Shahrood University of technology - BA in electrical engineering with specialty in Telecommunication system and is a MA student in Shahrood ... |
| Páginas | 195-215 |
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ABSTRACT
In response to the changes in economies and technology in recent decades, research in organizational
theories have been focused toward innovative and entrepreneurial organizations. A research issue in
this evolving research endeavor is adaptation of human resource management and the establishment
of a sustainable human resource management. This paper investigates the main characteristics of a
sustainable HRM in innovative organizations. The aim is to identify sustainable HRM as a key toward
competing in turbulent markets. The problem statement is to find the relationship between psychological
capital, HR flexibility and sustainable HRM in innovative organizations. Three main variables of HR flexibility,
HR sustainability and psychological capital form the theoretical model of this study; and four hypotheses
are developed based on this model. Findings do not reject any of four hypotheses, so it is concluded that
psychological capital and HR flexibility has positive and meaningful effect on sustainable HRM; and in
addition, psychological capital has positive and meaningful effect on sustainable HRM. Moreover, flexibility
has moderate role in relationship between psychological capital and sustainable HRM.
KEYWORDS
Innovative Organization; Sustainability; Psychological Capital; Flexibility; Human resource management.
RESUMEN
En respuesta a los cambios en las economías y la tecnología en las décadas recientes, la investigación
en las teorías organizacionales ha estado enfocada en las empresas innovadoras y emprendedoras. Un
tema de exploración en estos esfuerzos por una investigación cambiante se trata de la adaptación de la
gestión del recurso humano (GRH) y el establecimiento de una gestión sostenible del recurso humano
(GRH sostenible). Este artículo investiga las principales características de la GRH en las organizaciones
innovadoras. El objetivo es identificar la GRH sostenible como clave para competir en mercados turbulen-
tos. El problema planteado radica en encontrar la relación entre el capital psicológico y la flexibilidad en
los recursos humanos y la GRH sostenible en organizaciones innovadoras. Tres importantes variables de
la flexibilidad de los recursos humanos, la sostenibilidad de los recursos humanos y el capital psicológico
forman el modelo teórico de este estudio; y se desarrollan cuatro hipótesis basadas en este modelo.
SUSTAINABLE AND FLEXIBLE HUMAN RESOURCE
MANAGEMENT FOR INNOVATIVE ORGANIZATIONS
LA GESTIÓN SOSTENIBLE Y FLEXIBLE DEL RECURSO HUMANO EN LAS ORGANIZACIONES INNOVADORAS
SAEED AIBAGHI ESFAHANI
HAMID REZAII
NILOOFAR KOOCHMESHKI
SAEED SHARIFI PARSA
JEL: D, M, O
Received: 31/10/2016
Modified: 30/11/2016
Accepted: 22/12/2016
DOI: 10.17230/ad-minister.30.10
www.eafit.edu.co/ad-minister
Creative Commons (CC BY-NC- SA)
1 Assistant professor at the Faculty of industrial engineering and management, Shahrood University
of Technology. He earned his PhD and MA in human resource management from University of Tehran
and has published many articles in HRM journals and participated in several national and international
conferences. His main areas of interest are: startups, sustainability, Innovative organizations. Institu-
tional Email address: s.aibaghi@shahroodut.ac.ir
2 BA in Electrical Engineering with specialty in control systems and is a MA student in Shahrood Uni-
versity of technology. His interests include sustainability in human resource management, Innovative or-
ganizations, society human resource management. Institutional Email address: h.rezaii@shahroodut.ac.ir
3 BA in electrical engineering with specialty in Telecommunication system and is a MA student in
Shahrood University of technology. Her interests include sustainability in HRM, Innovative organiza-
tions. Institutional Email address: niloofar.koochmeshki@shahroodut.ac.ir
4 BA in chemistry enginnering and is a MA student in Shahrood University of technology. His interests
include sustainability in human resource management, Innovative organizations. Institutional Email
address: Saeed.sharifi94@sharoodut.ac.ir
AD-minister Nº. 30 january-june 2017 pp. 195 - 215 · ISSN 1692-0279 · eISSN 2256-4322
Saeed Aibaghi Esfahani · Hamid Rezaii · Niloofar Koochmeshki · Saeed Sharifi Parsa
Sustainable and flexible human resource management for innovative organizations
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Los hallazgos no rechazan ninguna de las cuatro hipótesis, por lo cual se concluye que el capital psicológico y la
flexibilidad en los recursos humanos tienen un efecto positivo y significativo en la GRH sostenible, y adicional-
mente, el capital psicológico tiene un efecto positivo y significativo en la GRH sostenible. Además, la flexibilidad
desempeña un rol moderado en la relación entre capital psicológico y la GRH sostenible.
PALABRAS CLAVE
Organización innovadora; Sostenibilidad; Capital psicológico; Flexibilidad; Gestión del Recurso Humano.
INTRODUCTION
The concept of sustainability has evolved over the past three decades (Kramar, 2014)
and has been an essential theme for business (Le Roux and Pretorius, 2016). But the
full potential of the concept for HRM is yet to be revealed (Ehnert, 2009; Ehnert,
2012). This concept is related to treat with human resources (Ehnert et al., 2016) and
for a long time has been one of the important subjects in the field of management.
Innovation, from the other hand, is a fundamental factor success of firms and
organizations (Fraj et al, 2015; Mahmoud, et al, 2016). Innovation is a fundamental
factor in the creation of new ventures (Khajeheian, 2013) and it allows existing
companies to survive in competitive markets (Khajeheian, 2016; Khajeheian and
Tadayoni, 2016). The more innovative a product/service is, the more complexity and
the less risk of imitation by rivals there will be (Emami and Dimov, 2016). And to
be innovative, “the organizations have to understand the importance of investing in
human resources; training talent and professionals to think and act innovatively; to
pose positive psychological capabilities; and to present a highest sense of authenticity
in order to contribute to the achievement of the organizational objectives” (Toor et
al, 2009). Zarraga-Rodriguez and Alvarez (2015) and van Kerkho and Szlezak (2016)
Implied on success of innovative organizations. McGuirk et al (2015) showed the
importance of innovative HRM on success and performace of small firms. Fay et al
(2015) showed the moderating role of HRM on innovative organizations. For this
purpose, innovative organizations must develop positive psychological capacities
among their employees, both leaders and followers (Toor et al, 2009). George and
Zakkariya (2015) implied on the importance of flexibility in the innovativeness of
organizations when markets are sutured. Findings of Kiron et al (2012) showed that
67% of respondents among 2800 managers and executives, believe that sustainability
is a critical issue for organizations’ competitive advantage in competitive markets
and 70% of them treat the issue of sustainability as a key factor of their management.
Considering the abovementioned findings, this research investigates how human
resource management in innovative organizations may benefit from psychological
capital and the flexibility of human resources.
LITERATURE REVIEW
Sustainability has been a “hot topic” (Wilkinson, 2005) and “a mantra of the 21st
Century” (Dyllick & Hockerts, 2002) and this term has been used as a synonym
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