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

Published online by Cambridge University Press:  07 December 2015

Silu Chen ,
Guanglei Zhang ,
Anfu Zhang  and
Jieying Xu
Silu Chen*
Affiliation:
School of Management, Wuhan University of Technology, Wuhan, Hubei, People’s Republic of China
Guanglei Zhang
Affiliation:
School of Management, Wuhan University of Technology, Wuhan, Hubei, People’s Republic of China
Anfu Zhang
Affiliation:
School of Management, Wuhan University of Technology, Wuhan, Hubei, People’s Republic of China
Jieying Xu
Affiliation:
School of Business, Hong Kong Baptist University, Hong Kong, People's Republic of China
*
Corresponding author: chensilu@whut.edu.cn
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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 HRMinnovation performanceteam reflexivityteam psychological safety
Type
Research Article
Information
Journal of Management & Organization , Volume 22 , Issue 4 , July 2016 , pp. 535 - 548
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2015 

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