Organizational knowledge and collaborative human resource practices as determinants of innovation |
| |
| Authors: | Email author" target="_blank">Julia?NievesEmail author Agustín?Quintana Javier?Osorio |
| |
| Institution: | 1.Institute of Tourism and Sustainable Development (TIDES), University of Las Palmas de Gran Canaria,Las Palmas de Gran Canaria,Spain;2.Faculty of Economics, Business and Tourism, University of Las Palmas de Gran Canaria,Las Palmas de Gran Canaria,Spain |
| |
| Abstract: | A basic premise of the literature states that innovation depends on the ability of firms to manage knowledge. However, despite the major role of services in the economy, studies that assess the role of knowledge in innovation performance are particularly limited in this sector. Moreover, knowledge and human resource practices are intrinsically related concepts, as it is people who generate processes and refine knowledge. An empirical analysis is conducted on the role of organizational knowledge and collaborative human resource practices in innovation performance. The results show that: (i) existing knowledge in a certain domain provides a base for introducing innovations into the domain; (ii) knowledge of a more general nature favours the introduction of various types of innovation; (iii) collaborative human resource practices are an antecedent of product innovation; and (iv) development of organizational knowledge may be based on a broader perspective associated with human resource management. |
| |
| Keywords: | |
| 本文献已被 SpringerLink 等数据库收录！ |
|
