The impact of human resource management on innovative work behavior of Food Enterprises in China

Name: Zhuhan Fang

keyword: Independent Study

ThaSH: Management

Classification :.DDC: 647.95

; human resource management

ThaSH: Business

; creative self-efficacy, innovative work behavior

ThaSH: Restaurants

; food enterprise

ThaSH: Restaurant management

Abstract: The study investigated the impact of human resource management (HRM) practices on the innovative work behavior (IWB) of employees in public enterprises within China’s food industry. This research addressed the critical need to understand how HRM can drive employee innovative, which is essential for maintaining competitiveness and growth in the rapidly evolving food sector. The research objectives were four aspects: 1) To examine the direct positive effect of HRM on Creative Self-efficacy (CSE); 2) To examine the direct positive impact of CSE on IWB; 3) To examine the direct positive influence of HRM on IWB; 4) To examine the mediating role of CSE in the relationship between HRM and IWB. A structured quantitative methodology was employed in this study. Among the 271,075 employees of 69 listed food enterprises nationwide, a total of 97,700 employees were selected from the east, south, west, north and central regions, A total of 600 questionnaires were distributed, 120 questionnaires to each enterprise, 575 were collected and 565 valid questionnaires, reaching 94% of the total number. Descriptive statistics, including means, standard deviations, skewness, and kurtosis were used to summarize the data. Reliability tests using Cronbach’s alpha ensured data consistency, while confirmatory factor analysis (CFA) assessed the model’s validity. Structural equation modeling (SEM) and bootstrapping methods were utilized to test the hypothesized relationships and validate the mediating role of creative self-efficacy. The findings reveal that (1) HRM practices significantly enhance Creative Self- Efficacy. Effective HRM practices include fair benefits, procedural justice, and job stability. (2) Creative Self-Efficacy significantly boosts Innovative Work Behavior. (3) HRM practices significantly enhance Innovative Work Behavior. (4) Creative Self-Efficacy partially mediates the relationship between HRM practices and Innovative Work Behavior. The research findings confirm that HRM practices positively influence both Creative Self-Efficacy and Innovative Work Behavior among employees. HRM practices directly enhance employees’ confidence in their creative abilities and significantly boost their engagement in innovative activities. Additionally, Creative Self-Efficacy itself positively impacts Innovative Work Behavior. Importantly, Creative Self-Efficacy mediates the positive effect of HRM practices on Innovative Work Behavior, indicating that HRM practices foster innovative both directly and indirectly by enhancing employees’ creative confidence. These results underscore the crucial role of effective HRM in promoting a culture of innovative work behavior within organizations. The study concludes with recommendations for HRM practices that foster an innovative environment, thereby supporting the strategic goals of public enterprises in China’s food industry.

Siam University. Library and Information Resource Center

Address: BANGKOK

Email: library@siam.edu

Name: Qiu Chao

Role: Advisor

Created: 2567

Modified: 2568-05-15

Issued: 2025-05-15

วิทยานิพนธ์/Thesis

application/pdf

eng

DegreeName: International Master of Business Administration (I.M.B.A.)

Level: Master's Degree

Descipline: International Business Management

Grantor: มหาวิทยาลัยสยาม

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