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. 2021 Nov;29(8):2499-2514.
doi: 10.1111/jonm.13390. Epub 2021 Jun 29.

High-involvement HRM and innovative behaviour: The mediating roles of nursing staff's autonomy and affective commitment

Maarten Renkema  1 , Jan de Leede  1 , Llewellyn E Van Zyl  1   2   3   4
Affiliations

High-involvement HRM and innovative behaviour: The mediating roles of nursing staff's autonomy and affective commitment

Maarten Renkema et al. J Nurs Manag. 2021 Nov.

Abstract

Aims: The purpose of this paper was to investigate the relationship between high-involvement human resource management, autonomy, affective organisational commitment and innovative behaviours of nursing staff who care for elderly clients.

Background: Nursing teams are increasingly required to demonstrate innovative behaviours that enhance care quality. Nursing leaders need to create environments where nursing staff have sufficient autonomy and feel a sense of commitment to support these behaviours. The appropriate implementation of these processes and practices may lead to greater involvement.

Methods: A cross-sectional survey-based research design was employed to explore the experiences of involvement practices, autonomy, affective organisational commitment and innovative behaviours of 567 nursing staff workers from four elderly care organisations in the Netherlands.

Results: The results demonstrate that a bundle of high-involvement practices positively influences innovative behaviour and that affective commitment and autonomy fully mediate this relationship.

Conclusions: The study highlights the role of autonomy and commitment as routes towards translating involvement practices into nurses' innovativeness.

Implications for nursing management: To create an innovative environment, leaders need to create a positive climate by providing nurses with opportunities to enhance their competence, relatedness and autonomy through active involvement. Leaders should, therefore, encourage involvement as a mechanism to promote innovation.

Keywords: affective Commitment; autonomy; high-involvement; human resource management; innovative work behaviour.

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Conflict of interest statement

No conflict of interest was reported by the authors.

Figures

FIGURE 1
FIGURE 1
SEM results: mediation effect of autonomy and affective commitment in the relationship between high‐involvement HRM and IWB
See this image and copyright information in PMC

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