Mediating Role of Organizational Innovation in the Relationship between Human Resources Management Strategies and Organizational Performance Empirical Evidence from Iraq

Abstract

This research aims to build a model that explores the mediating role of organizational innovation in the relationship between human resources management strategies (HRMS) and organizational performance based on empirical data obtained from managers and employees working for the branches of investment boards in northern Iraq. The quantitative research method was used, and the research methodology was aimed to develop the relationship and influence between the model structures. The research hypotheses were examined using partial least squares path modeling based on structural equation modeling (SEM). The findings showed direct and indirect relationships between research constructs. Results showed that human resources management strategies positively and significantly related to organizational innovation and organizational performance. Organizational innovation becomes a necessity, particularly when organizations want to improve their performance and maintain competitiveness. Organizations can focus on all their human elements through innovation in human resources and thus improve organizational performance. In addition, the results presented that organizational innovation is positively and significantly related to enhancing organizational performance. The current research will contribute to enhancing the literature by representing that organizational innovation mediates the relationship between HRMS and organizational performance. Furthermore, results showed that organizational innovation partially mediated the relationship between HRMS and organizational performance.

Keywords

• Human resources management strategies
• and organizational performance
• organizational performance

Mediating Role of Organizational Innovation in the Relationship between Human Resources Management Strategies and Organizational Performance Empirical Evidence from Iraq

Öz

Bu çalışmanın amacı, insan kaynakları yönetimi stratejileri (İKYS) ile örgütsel araştırma yöntemiyle, performans arasındaki ilişkide örgütsel yeniliğin rolünü, kuzey Irak’taki yatırım kurullarının şubelerinde çalışan yönetici ve çalışanlardan elde edilen deneysel verilere dayanarak araştıran bir model oluşturmaktır. Bu minvalde, nicel araştırma yöntemi kullanılmış ve bu araştırma yöntemiyle, model yapılar arasındaki ilişkiyi ve söz konusu yapıların birbirine olan etkilerinin incelenmesi amaçlanmaktadır. Araştırma hipotezleri, yapısal eşitlik modellemesine dayalı kısmi en küçük kareler yöntemi modeli kullanılarak incelenmiştir. Bulgular, araştırma yapıları arasında doğrudan ve dolaylı ilişki olduğunu göstermektedir. Sonuçlar, insan kaynakları yönetimi stratejilerinin örgütsel yenilik ve örgütsel performans ile aralarında pozitif ve anlamlı bir ilişki olduğunu da göstermektedir. Ayrıca, bulgular örgütsel yeniliğin örgütsel performansın artmasıyla olumlu ve anlamlı bir şekilde ilişkili olduğunu ortaya koymmaktadır. Mevcut araştırma, örgütsel yeniliğin İKYS ile örgütsel performans arasındaki ilişkiye aracılık ettiğini göstererek literatürün geliştirilmesine katkıda bulunacaktır. Örgütsel yenilik, özellikle organizasyonlar için performanslarını iyileştirmeyi ve rekabet gücünü korumayı hedef haline getirmelerini zorunluluk haline getirmektedir. Diğer bir sonuca göre, organizasyonlar, insan kaynaklarındaki inovasyonlar sayesinde, tamamıyla insan faktörlerine ağırlık verebilirler ve böylelikle örgütsel performanslarını iyileştirebilirler. Buna ilaveten, bulgular, örgütsel yeniliğin İKYS ile örgütsel performans arasındaki ilişkiye kısmen etki ettiğini göstermektedir.

Anahtar Kelimeler

• İnsan kaynakları yönetimi stratejileri
• örgütsel yenilik
• örgütsel performans

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