How human resource management practices promote job performance through innovative work behavior: does innovative climate matter?

This study aims to investigate how human resource management (HRM) practices influence job performance (JP) by examining the mediating role of innovative work behavior (IWB) and the moderating role of innovative climate (IC). The research utilized a self-report questionnaire completed by 679 full-time employees of the Vietnam Posts and Telecommunications Group (VNPT) across 13 provinces in the Mekong Delta region of Vietnam. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed hypotheses. The findings indicated that higher levels of HRM practices significantly enhance employees’ job performance. Additionally, the relationship between HRM practices and job performance was found to be partially mediated by innovative work behavior. Furthermore, an innovative climate was shown to strengthen the positive link between HRM practices and innovative work behavior. These results have practical implications for contemporary human resource management practices and policies within organizations. It suggests that organizations should establish enduring HR policies that promote effective HRM practices to improve employees’ job performance.