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The impact of flexibility-oriented HRM systems on innovative behaviour in China: a moderated mediation model of dualistic passion and inclusive leadership

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  • Maolong Zhang
  • Enhua Hu
  • Yanmei Lin

Abstract

Drawing on the job demands-resources (JD-R) model, we developed a multilevel model that links flexibility-oriented HRM systems to employees’ innovative behaviour. With a sample of 85 team leaders and 766 employees in China, we found that team-level flexibility-oriented HRM systems were associated with employee innovative behaviour in two ways. On the one hand, flexibility-oriented HRM systems were positively related to harmonious passion, which in turn positively related to employees’ innovative behaviour; on the other hand, flexibility-oriented HRM systems were positively associated with obsessive passion, which subsequently had a negative association with innovative behaviour. Furthermore, the indirect effect of the extent of flexibility-oriented HRM systems on innovative behaviour via obsessive passion was weaker under high inclusive leadership. Implications for research and managerial practices are discussed.

Suggested Citation

  • Maolong Zhang & Enhua Hu & Yanmei Lin, 2023. "The impact of flexibility-oriented HRM systems on innovative behaviour in China: a moderated mediation model of dualistic passion and inclusive leadership," Asia Pacific Business Review, Taylor & Francis Journals, vol. 29(1), pages 114-135, January.
    • Handle: RePEc:taf:apbizr:v:29:y:2023:i:1:p:114-135
    DOI: 10.1080/13602381.2022.2076446
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