Cycle Evolution of the Impact of Ability-Enhancing, Motivation-Enhancing, and Opportunity-Enhancing Strategic Human Resource Management on Product Innovation in Science and Technology Enterprises

Abstract

This study is based on the Ability Motivation-Opportunity (AMO) model. Through two sub-studies, it explores the influence of ability-enhancing, motivation enhancing, and opportunity-enhancing strategic human resource management (SHRM) in science and technology enterprises, on product innovation performance (PIP). It also reveals the dynamic evolution that influence from the perspective of the enterprise lifecycles. Sub-study 1 analyzes 441 questionnaires from managers of science and technology enterprises, using a qualitative comparative analysis method to determine the differences in the lifecycles of different enterprises. A qualitative comparative analysis of the questionnaires identifies the configurations of AMO SHRM, organizational emotional capability (OEC), and organizational human capital (OHC) that affect PIP at different lifecycles. Sub study 2 empirically validates the dynamic capability path and resource enhancing path of the impact of AMO SHRM on PIP using 444 questionnaires from managers of science and technology enterprises. The outcomes make the following revelations. (1) There are two possible configurations for product innovation during the startup stage, and opportunity enhancing SHRM (OSHRM), OEC, and OHC are necessary conditions for impacting product innovation. There are three possible configurations for product innovation during the growth phase, and three possible configurations during the mature phase.(2) OSHRM in the startup stage affects product innovation through human capital, while ability-enhancing SHRM (ASHRM) and motivation-enhancing SHRM (MSHRM) do not significantly affect product innovation. ASHRM and OSHRM in the growth stage affect product innovation through OEC and OHC, while MSHRM has a significant impact on product innovation. AMO SHRM in the mature stage affects PIP through OEC and OHC. The study compares the impact of AMO SHRM on PIP from the perspectives of dynamic capability and resource-enhancing paths, and longitudinally analyzes the adaptability of the two paths in different stages of the enterprise life, providing reference for science and technology enterprise management practices.

Keywords

strategic human resource management (SHRM) / organizational emotional capability / organizational human capital / product innovation / enterprise lifecycle

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