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

Silu Chen; Guanglei Zhang; Anfu Zhang; Jieying Xu

doi:10.1017/jmo.2015.50

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

Silu Chen^*, Guanglei Zhang, Anfu Zhang, Jieying Xu

^*Corresponding author for this work

Research output: Contribution to journal › Journal article › peer-review

25 Citations (Scopus)

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.

Original language	English
Pages (from-to)	535-548
Number of pages	14
Journal	Journal of Management and Organization
Volume	22
Issue number	4
Early online date	7 Dec 2015
DOIs	https://doi.org/10.1017/jmo.2015.50
Publication status	Published - Jul 2016

User-Defined Keywords

collectivism-oriented HRM
innovation performance
team psychological safety
team reflexivity

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10.1017/jmo.2015.50

Cite this

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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.",

keywords = "collectivism-oriented HRM, innovation performance, team psychological safety, team reflexivity",

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note = "This work is financially supported by “the Fundamental Research Funds for the Central Universities” (Grant no. 2014-yb-012). The authors would like to thank the two anonymous reviewers for their helpful comments. Publisher Copyright: {\textcopyright} 2015 Cambridge University Press and Australian and New Zealand Academy of Management.",

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AU - Zhang, Anfu

AU - Xu, Jieying

N1 - This work is financially supported by “the Fundamental Research Funds for the Central Universities” (Grant no. 2014-yb-012). The authors would like to thank the two anonymous reviewers for their helpful comments. Publisher Copyright: © 2015 Cambridge University Press and Australian and New Zealand Academy of Management.

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N2 - 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.

AB - 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.

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

Abstract

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