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How do HRM practices relate to innovation performance in information technology firms

2020Journal article Open access
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dc.contributor.authorLousã, Eva
dc.contributor.authorRodrigues, Ana C.
dc.contributor.authorPINTO, Eulália Matos
dc.date.accessioned2021-12-30T18:44:08Z
dc.date.available2021-12-30T18:44:08Z
dc.date.issued2020
dc.description.abstractThis paper investigates the relation between Human Resources Management (HRM) and innovation/performance in four firms operating in the Information Technology sector. A qualitative multiple case study methodology was used, and data collection included a documentary information analysis, and semi-structured interviews were held with HRM and innovation-related functions. The main results revealed that HRM practices are related to the best innovation and performance outputs. Moreover, some sector-specific HRM practices-Innovation/performance relations were found, with which prepositions are proposed. There is a high level of recruitment and selection, as well as compensation (salary, benefits and non-financial pay) practices due to the increasing need for these professionals in the labor market. Considering the generalization of compensation and benefits practices in the IT sector, it seems that the production of patents/utility models in organisations is more related to the investment in training and development, then to compensations and benefits practices. Few HRM practices that focus on promoting autonomy and self-management have a positive effect on innovation and can be at least as effective as a wider number of corporate HRM practices. This study contributes to the HRM relation to innovation performance literature, by its qualitative and longitudinal nature, the use of objective innovation and performance measures, and the prepositions specific to the IT sector that are suggested for future validation.pt_PT
dc.description.versioninfo:eu-repo/semantics/publishedVersionpt_PT
dc.identifier.citationEva Petiz LOUSÃ, Ana Cláudia RODRIGUES and Eulália Matos PINTO (2020)," How Do HRM Practices Relate To Innovation Performance In Information Technology Firms ", IBIMA Business Review, Vol. 2020 (2020), Article ID 306950, DOI: 10.5171/2020.306950pt_PT
dc.identifier.doi10.5171/2020.306950pt_PT
dc.identifier.issn1947-3788
dc.identifier.urihttp://hdl.handle.net/10400.22/19246
dc.language.isoengpt_PT
dc.peerreviewedyespt_PT
dc.publisherIBIMApt_PT
dc.relation.publisherversionhttps://ibimapublishing.com/articles/IBIMABR/2020/306950/pt_PT
dc.rights.urihttp://creativecommons.org/licenses/by-nc/4.0/pt_PT
dc.subjectHuman resources management practicespt_PT
dc.subjectInformation technology sectorpt_PT
dc.subjectInnovationpt_PT
dc.subjectPerformancept_PT
dc.titleHow do HRM practices relate to innovation performance in information technology firmspt_PT
dc.typejournal article
dspace.entity.typePublication
oaire.citation.endPage17pt_PT
oaire.citation.startPage1pt_PT
oaire.citation.titleIBIMA Business Reviewpt_PT
oaire.citation.volume2020pt_PT
person.familyNameLousã
person.familyNameRodrigues
person.givenNameEva
person.givenNameAna C.
person.identifier.ciencia-id2012-4CE1-2015
person.identifier.ciencia-id9A13-EB92-244B
person.identifier.orcid0000-0001-8212-8638
person.identifier.orcid0000-0002-6238-1385
person.identifier.ridS-1815-2018
person.identifier.scopus-author-id57202514598
person.identifier.scopus-author-id36460064900
rcaap.rightsopenAccesspt_PT
rcaap.typearticlept_PT
relation.isAuthorOfPublicationdfab5b41-46bf-46dd-a56e-5f54916905bf
relation.isAuthorOfPublication562b1de7-80dd-4a2d-b2e9-6f14eed2538b
relation.isAuthorOfPublication.latestForDiscovery562b1de7-80dd-4a2d-b2e9-6f14eed2538b

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