Main Article Content

Abstract

Abstract. The e-commerce industry is considered a key driver of the digital economy in Indonesia. Therefore, the progress and sustainability of companies in the e-commerce industry, particularly in e-commerce retail, are of great importance. Fostering innovative behavior among employees in e-commerce retail companies is crucial. Hence, this research investigates the influence of high-performance work systems (HPWS) on innovative work behavior (IWB) in employees, and how psychological capital (PsyCap) and work engagement mediate this relationship. This study utilizes covariance-based structural equation modeling (CB-SEM) to analyze direct and mediating effects on IWB. The research findings indicate that there is a simultaneous (t-value = 4.4) and separate mediating influence of PsyCap (t-value = 5.87) and Work Engagement (t-value = 3.67) on the relationship between HPWS and IWB. The direct impact of HPWS on IWB is also significant (t-value = 1.70). This study provides practical insights for management to cultivate innovative behavior among employees through recommended HPWS practices, and how individual factors may explain the effect of HPWS in cultivating IWB. Additionally, it offers an overview of the flow of influence from HPWS to IWB, which can provide further research opportunities in the IWB development field.


 Keywords:  HPWS, IWB, PsyCap, Work Engagement, e-commerce  

Keywords

HPWS psychological capital Innovative work behavior Work Engagement e-commerce

Article Details

How to Cite
Said, M. F., & Ardiyanti, N. (2024). Developing Innovative Work Behavior in Retail E-Commerce Workers: Investigating the Effects of High-Performance Work Systems and Other Mediating Variables. The Asian Journal of Technology Management (AJTM), 17(2), 73–92. https://doi.org/10.12695/ajtm.2024.17.2.1

References

  1. Aboramadan, M. (2022). High-performance work systems in an Arab Middle Eastern context: Analysis from multisource data. Evidence-Based HRM, 10(4), 403–422. https://doi.org/10.1108/EBHRM-04-2021-0070
  2. Ahmed, F., Hassan, A., Ayub, M. U., & Klimoski, R. (2018). High commitment work system and innovative work behavior: The mediating role of knowledge sharing. Pakistan Journal of Commerce and Social Science, 12(1), 29–51.
  3. Al-Ali, A. S. M. A., Sisodia, G. S., Gupta, B., & Venugopalan, M. (2022). Change management and innovation practices during pandemic in the Middle East e-commerce industry. Sustainability (Switzerland), 14(8), 4566. https://doi.org/10.3390/su14084566
  4. AlEssa, H. S., & Durugbo, C. M. (2022). Systematic review of innovative work behavior concepts and contributions. Management Review Quarterly, 72(4), 1171–1208. https://doi.org/10.1007/s11301-021-00224-x
  5. Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change?: Impact of psychological capital and emotions on relevant attitudes and behaviors. Journal of Applied Behavioral Science, 44(1), 48–70. https://doi.org/10.1177/0021886307311470
  6. Bakker, A. B., & Demerouti, E. (2017). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
  7. Bhattacharjee, A., & Sarkar, A. (2023). High-performance work systems and employees’ innovative work behaviour: An empirical investigation based on job demands-resources (JD-R) theory. Global Business Review, 1–21. https://doi.org/10.1177/09721509221145414
  8. Blasco-Giner, C., Battistelli, A., Meneghel, I., & Salanova, M. (2023). Psychological capital, autonomous motivation and innovative behavior: A study aimed at employees in social networks. Psychological Reports, 1–29. https://doi.org/10.1177/00332941231183614
  9. Bos-Nehles, A., Renkema, M., & Janssen, M. (2017). HRM and innovative work behaviour: A systematic literature review. Personnel Review, 46(7), 1228–1253. https://doi.org/10.1108/PR-09-2016-0257
  10. Caldwell, C. (2014). High performance work systems: Building commitment to increase profitability. Graziadio Business Report, 17(3), 1–8.
  11. Coyle-Shapiro, J. A. M., & Morrow, P. C. (2003). The role of individual differences in employee adoption of TQM orientation. Journal of Vocational Behavior, 62(2), 320–340. https://doi.org/10.1016/S0001-8791(02)00041-6
  12. Das, K., Tamhane, T., Vatterott, B., Wibowo, P., & Wintels, S. (2018). The digital archipelago: How online commerce is driving Indonesia’s economic development. McKinsey & Co. Indonesia.
  13. De Jong, J., & Den Hartog, D. (2010). Measuring innovative work behaviour. Creativity and Innovation Management, 19(1), 23–36. https://doi.org/10.1111/j.1467-8691.2010.00547.x
  14. Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. The Academy of Management Journal, 39(4), 802–835. https://about.jstor.org/terms
  15. Demerouti, E., Nachreiner, F., Bakker, A. B., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499
  16. Farrukh, M., Ansari, N. Y., Raza, A., Meng, F., & Wang, H. (2022). High-performance work practices do much, but H.E.R.O does more: An empirical investigation of employees’ innovative behavior from the hospitality industry. European Journal of Innovation Management, 25(3), 791–812. https://doi.org/10.1108/EJIM-11-2020-0448
  17. Febransyah, A., & Camelia Goni, J. I. (2022). Measuring the supply chain competitiveness of e-commerce industry in Indonesia. Competitiveness Review, 32(2), 250–275. https://doi.org/10.1108/CR-05-2020-0059
  18. Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39–50.
  19. Fu, N., Flood, P. C., Bosak, J., Morris, T., & O’Regan, P. (2015). How do high performance work systems influence organizational innovation in professional service firms? Employee Relations, 37(2), 209–231. https://doi.org/10.1108/ER-10-2013-0155
  20. Google, Temasek, & Bain & Company. (2022). E-conomy SEA 2022.
  21. Google, Temasek, & Bain & Company. (2023). E-conomy SEA 2023. https://services.google.com/fh/files/misc/indonesia_e_conomy_sea_2023_report.pdf
  22. Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2019). Multivariate data analysis (8th ed.). Cengage Learning. www.cengage.com/highered
  23. Hayes, B. E. (1994). How to measure empowerment. Quality Progress, 27(2), 41–46.
  24. Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524. https://doi.org/https://doi.org/10.1037/0003-066X.44.3.513
  25. Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of General Psychology, 6(4), 307–324. https://doi.org/10.1037/1089-2680.6.4.307
  26. Jan, G., Zainal, S. R. M., & Lee, M. C. C. (2021). HRM practices and innovative work behavior within the hotel industry in Pakistan: Harmonious passion as a mediator. Journal of Human Resources in Hospitality and Tourism, 20(4), 512–541. https://doi.org/10.1080/15332845.2021.1959803
  27. Janssen, O. (2000). Job demands, perceptions of effort-reward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73, 287–302.
  28. Jebali, D., & Meschitti, V. (2021). HRM as a catalyst for innovation in start‐ups. Employee Relations, 43(2), 555–570. https://doi.org/10.1108/ER-03-2020-0140
  29. Karadas, G., & Karatepe, O. M. (2019). Unraveling the black box: The linkage between high-performance work systems and employee outcomes. Employee Relations, 41(1), 67–83. https://doi.org/10.1108/ER-04-2017-0084
  30. Karatepe, O. M., & Avci, T. (2017). The effects of psychological capital and work engagement on nurses’ lateness attitude and turnover intentions. Journal of Management Development, 36(8), 1029–1039. https://doi.org/10.1108/JMD-07-2016-0141
  31. Karatepe, O. M., & Karadas, G. (2015). Do psychological capital and work engagement foster frontline employees’ satisfaction?: A study in the hotel industry. International Journal of Contemporary Hospitality Management, 27(6), 1254–1278. https://doi.org/10.1108/IJCHM-01-2014-0028
  32. Khattak, A. (2022). Hegemony of digital platforms, innovation culture, and e-commerce marketing capabilities: The innovation performance perspective. Sustainability (Switzerland), 14(1), 1–13. https://doi.org/10.3390/su14010463
  33. Kleysen, R. F., & Street, C. T. (2001). Toward a multi-dimensional measure of individual innovative behavior. Journal of Intellectual Capital, 2(3), 284–296.
  34. Kosaka, D., & Sato, H. (2020). Employee engagement and work engagement. Annals of Business Administrative Science, 19(6), 227–239. https://doi.org/10.7880/abas.0200911a
  35. Kumar, D., Upadhyay, Y., Yadav, R., & Goyal, A. K. (2022). Psychological capital and innovative work behaviour: The role of mastery orientation and creative self-efficacy. International Journal of Hospitality Management, 102, 1–10. https://doi.org/10.1016/j.ijhm.2022.103157
  36. Levine, D. M., Stephan, D. F., & Szabat, K. A. (2017). Statistics for managers using microsoft excel (8th ed.). Pearson Education Limited. www.mystatlab.com
  37. Limanseto, H. L. (2022, April 1). Digital economy acceleration in e-commerce and online travel becomes one of the effective strategies to encourage national economic performance. https://ekon.go.id/publikasi/detail/4092/digital-economy-acceleration-in-e-commerce-and-online-travel-becomes-one-of-the-effective-strategies-to-encourage-national-economic-performance
  38. Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60, 541–572.
  39. Luthans, F., Luthans, K. W., & Luthans, B. C. (2004). Positive psychological capital: Beyond human and social capital. Business Horizons, 47(1), 45–50.
  40. Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational Dynamics, 33(2), 143–160. https://doi.org/10.1016/j.orgdyn.2004.01.003
  41. Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: developing the human competitive edge (1st ed.). Oxford University Press.
  42. Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual Review of Organizational Psychology and Organizational Behavior, 4, 339–366. https://doi.org/https://doi.org/10.1146/annurev-orgpsych- 032516-113324
  43. Newman, A., Ucbasaran, D., Zhu, F., & Hirst, G. (2014). Psychological capital: A review and synthesis. Journal of Organizational Behavior, 35(S1), 120–138. https://doi.org/10.2307/26610877
  44. Noopur, N., & Dhar, R. L. (2020). Knowledge-based HRM practices as an antecedent to service innovative behavior: A multilevel study. Benchmarking, 27(1), 41–58. https://doi.org/10.1108/BIJ-10-2018-0329
  45. Obeidat, S. M., Mitchell, R., & Bray, M. (2016). The link between high performance work practices and organizational performance: Empirically validating the conceptualization of HPWP according to the AMO model. Employee Relations, 38(4), 578–595. https://doi.org/10.1108/ER-08-2015-0163
  46. Prieto, I. M., & Pérez-Santana, M. P. (2014). Managing innovative work behavior: The role of human resource practices. Personnel Review, 43(2), 184–208. https://doi.org/10.1108/PR-11-2012-0199
  47. PT Bukalapak.com Tbk. (2023). Laporan tahunan 2022: Tumbuh bersama UMKM melalui digitalisasi. https://s1.bukalapak.com/content/Bukalapak_Annual_Report_2022_Final_.pdf
  48. PT Global Digital Niaga Tbk. (2023). Laporan tahunan 2022: Membangun ekosistem terintegrasi untuk masa depan yang berkelanjutan. https://storage.googleapis.com/static-cms-prod/2023/06/Annual-Report-2022-PT-Global-Digital-Niaga-Tbk-new.pdf
  49. PT GoTo Gojek Tokopedia Tbk. (2023). Laporan tahunan 2022: One enduring ecosystem. https://assets.tokopedia.net/asts/GOTO%20Laporan%20Tahunan%202022.pdf
  50. Sanz-Valle, R., & Jiménez-Jiménez, D. (2018). HRM and product innovation: Does innovative work behaviour mediate that relationship? Management Decision, 56(6), 1417–1429. https://doi.org/10.1108/MD-04-2017-0404
  51. Schaufeli, W. (2014). What is engagement? In C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds.), Employee engagement in theory and practice (1st ed., pp. 15–35). Routledge.
  52. Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
  53. Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. The Academy of Management Journal, 37(3), 580–607. https://about.jstor.org/terms
  54. Snyder, C. R. (2002). Hope theory: rainbows in the mind. Psychological Inquiry, 13(4), 249–275.
  55. Takeuchi, R., Lepak, D. P., Wang, H., & Takeuchi, K. (2007). An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations. Journal of Applied Psychology, 92(4), 1069–1083. https://doi.org/10.1037/0021-9010.92.4.1069
  56. Uen, J. F., Vandavasi, R. K. K., Lee, K., Yepuru, P., & Saini, V. (2021). Job crafting and psychological capital: A multi-level study of their effects on innovative work behaviour. Team Performance Management, 27(1–2), 145–158. https://doi.org/10.1108/TPM-08-2020-0068
  57. Ullah, I., Hameed, R. M., & Mahmood, A. (2023). The impact of proactive personality and psychological capital on innovative work behavior: Evidence from software houses of Pakistan. European Journal of Innovation Management. https://doi.org/10.1108/EJIM-01-2022-0022
  58. Veenendaal, A., & Bondarouk, T. (2015). Perceptions of HRM and their effect on dimensions of innovative work behaviour: Evidence from a manufacturing firm. Management Revue, 26(2), 138–160. https://doi.org/10.1688/mrev-2015-02-Veenendaal
  59. Wang, Y., Chin, T., Caputo, F., & Liu, H. (2022). How supportive leadership promotes employee innovation under uncertainty: Evidence from chinese e-commerce industry. Sustainability (Switzerland), 14(12). https://doi.org/10.3390/su14127491
  60. Wu, C. H., Parker, S. K., & de Jong, J. P. J. (2014). Need for cognition as an antecedent of individual innovation behavior. Journal of Management, 40(6), 1511–1534. https://doi.org/10.1177/0149206311429862
  61. Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14(2), 121–141. https://doi.org/10.1037/1072-5245.14.2.121
  62. Xanthopoulou, D., Bakker, A. B., Heuven, E., Demerouti, E., & Schaufeli, W. B. (2008). Working in the sky: A diary study on work engagement among flight attendants. Journal of Occupational Health Psychology, 13(4), 345–356. https://doi.org/10.1037/1076-8998.13.4.345
  63. Yasir, M., & Majid, A. (2020). High-involvement HRM practices and innovative work behavior among production-line workers: Mediating role of employee’s functional flexibility. Employee Relations, 42(4), 883–902. https://doi.org/10.1108/ER-02-2018-0061
  64. Zhang, B., & Morris, J. L. (2014). High-performance work systems and organizational performance: Testing the mediation role of employee outcomes using evidence from PR China. International Journal of Human Resource Management, 25(1), 68–90. https://doi.org/10.1080/09585192.2013.781524