Gyan Management
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Preeti1 and Arunachal Khosla1

First Published 8 May 2025. https://doi.org/10.1177/09747621251329384
Article Information
Corresponding Author:

Preeti, University Institute of Applied Management Sciences (UIAMS), Panjab University, Chandigarh 160014, India.
Email: 29496pd@gmail.com

1University Institute of Applied Management Sciences (UIAMS), Panjab University, Chandigarh, India

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Creative Commons Non Commercial CC BY-NC: This article is distributed under the terms of the Creative Commons Attribution-NonCommercial 4.0 License (http://www.creativecommons.org/licenses/by-nc/4.0/) which permits non-Commercial use, reproduction and distribution of the work without further permission provided the original work is attributed. 

Abstract

The purpose of this study is to empirically test the relationship and effect between innovative work behavior (IWB) and human resource (HR) practices, looking at how particular HR policies and practices encourage innovation and creativity in businesses. Businesses are placing a greater emphasis on innovation in order to stay competitive, therefore it’s critical to comprehend how HR practices support employee-driven innovation. To test the statistical significance, the data was obtained from information technology (IT) professionals working in the IT sector through reliability-tested scales in northern India via a questionnaire and analyzed using SPSS. Correlation and regression analysis were used to examine the data. The study examined important HR aspects and examined how they affect workers’ capacity to generate, promote and execute innovative ideas. Considering the findings, the results showed that IWB is greatly enhanced by HRP that will support employee empowerment, ongoing learning, and intrinsic motivation. For HR managers looking to foster an innovative atmosphere, this article offers insightful information.

Keywords

HR practices (HRP), innovative work behavior (IWB), SPSS version 30.0.0

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