The Influence of Multilevel Factors of Human Resource Practices on Innovative Work Behavior

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Sukumarl Koednok Mullika Sungsanit


In the competitive business world today, many industries face the flux of rapid change, especially in the ICT industry. Therefore companies should focus on innovative work behavior (IWB) in order to gain a competitive advantage. The focus of this research are the human resource practices that are needed to overcome the difficulty in sustaining innovative work behavior in the organizations. This study combines the Ability, Motivation and Opportunity (AMO) theory from human resource practices and a componential theory of creativity from innovative work behavior to the study of employees working in the ICT organizations listed in The Stock Exchange of Thailand (2016).  It aims to test a conceptual multilevel model of human resource practices and innovative work behavior through the individual mediating variable of employee work passion, and the group mediating variable of innovation trust. The sample of the study were 66 groups from 326 respondents, selected by using a multi-stage cluster random sampling technique. The results show that the model fits the empirical data, considering goodness of fit measures, namely Chi-square = 667.67 (df = 324), p-value = 0.000, (χ2/df) = 2.06, CFI = 0.94, TLI = 0.93, RMSEA = 0.06, and SRMRw = 0.06. SRMRb = 0.16. The results of this study suggest that employee work passion is very important as a mediating variable at the individual level for enhancing innovative work behavior. Moreover, innovation trust is very important as a full mediating variable to increase innovative work behavior at group levels.


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Koednok, S., & Sungsanit, M. (2018). The Influence of Multilevel Factors of Human Resource Practices on Innovative Work Behavior. The Journal of Behavioral Science, 13(1), 37-55. Retrieved from
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