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Collectivism-oriented human resource management and innovation performance: An examination of team reflexivity and team psychological safety

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  • Chen, Silu
  • Zhang, Guanglei
  • Zhang, Anfu
  • Xu, Jieying

Abstract

This article investigated how collectivism-oriented human resource management can influence on innovation performance through team reflexivity and team psychological safety. Using a sample of 200 research-oriented teams in Chinese universities, the empirical results clearly indicate that collectivism-oriented human resource management is beneficial to teams’ innovation performance. The results of the mediating model show how team reflexivity and team psychological safety mediate the relationship between collectivism-oriented human resource management and innovation performance. The implications for researchers and practitioners are also discussed.

Suggested Citation

  • Chen, Silu & Zhang, Guanglei & Zhang, Anfu & Xu, Jieying, 2016. "Collectivism-oriented human resource management and innovation performance: An examination of team reflexivity and team psychological safety," Journal of Management & Organization, Cambridge University Press, vol. 22(4), pages 535-548, July.
    • Handle: RePEc:cup:jomorg:v:22:y:2016:i:04:p:535-548_00
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    Cited by:

    1. Şahin, Faruk & Taras, Vas & Çetin, Fatih & Tavoletti, Ernesto & Askun, Duysal & Florea, Liviu, 2024. "A configurational approach for analyzing cultural values and performance in Global Virtual Teams," International Business Review, Elsevier, vol. 33(1).

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