Evaluation of the impact of strategic human resource management subsystems on improving innovation capability

Amani, S.; Mosakhani, M.; Daneshfard, K.

doi:10.22034/IJHCUM.2022.04.10

Document Type : ORIGINAL RESEARCH ARTICLE

Authors

Faculty of Humanities and Social Sciences, Science and Research Branch, Islamic Azad University, Tehran, Iran

https://doi.org/10.22034/IJHCUM.2022.04.10

Abstract

BACKGROUND AND OBJECTIVS: Today, creative and innovative manpower is one of the most important assets and capital of organizations. Although strategic human resource management can be effective in enhancing employee innovation capability, not many research examined the impact of this type of management subsystems on innovation. Therefore, the purpose of current study is to evaluate the impact of strategic HRM subsystems on improving innovation capability in Municipality of Tehran.
METHODS: The present study is mixed in terms of applied-developmental purpose and among the researches. In the qualitative stage of the research, the theme analysis method was used and the purposeful participants were selected and interviewed, which included 13 university professors and 19 managers of Municipality of Tehran. Based on the results of the qualitative stage, the strategies of 7 strategic HRM subsystems were identified and a research model was designed. In a quantitative step, in order to validate the model, the structural equation modeling method and smartPLS software were used. For this purpose, while conducting the validity and reliability of the researcher-made questionnaire, 169 managers and experts in Municipality of Tehran who were randomly selected were interviewed.
FINDINGS: According to the study, the relationship between strategic HRM subsystems and innovation capability is positive and significant. Also, the results showed that the coefficient of determination for the strategic HRM variable is 0.611, which means that 61.1% of the changes in the innovation capability variable can be predicted with strategic HRM strategies and its subsystems. Moreover, among human resource subsystems, "talent management system and succession management" and "service compensation and reward system" have the greatest impact on innovation capability.
CONCLUSION: The results showed that strategic human resource management subsystems are effective on innovation capability in Municipality of Tehran, and the results of this study can be utilized and generalized in municipal organizations and public non-governmental organizations that have an almost similar organizational structure.

Keywords

Main Subjects

Human capital in urban management

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Municipality of Tehran

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International Journal of Human Capital in Urban Management

Evaluation of the impact of strategic human resource management subsystems on improving innovation capability

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Volume 7, Issue 4 - Serial Number 28
October 2022
Pages 571-584

Evaluation of the impact of strategic human resource management subsystems on improving innovation capability

References

References

Send comment about this article

Volume 7, Issue 4 - Serial Number 28October 2022Pages 571-584

Volume 7, Issue 4 - Serial Number 28
October 2022
Pages 571-584