Abstract:
This paper aims at examining the role of in-group collectivism as a moderating variable between human resource management practices and organizational innovation. Previous literature had explored the importance of culture in shaping the kind or the magnitude of the relationship that exist between human resource management practices and innovation. Despite this development, very limited research had emphasized on the importance of in-group collectivism culture in explaining the relationship between human resource management practices and innovation. This paper propose that in group collectivism could moderate the relationship between human resource practices and organizational innovation. It is expected that the paper could contribute to the existing literature by depicting the moderating role on the proposed framework.
