HRM Practices and Organizational Performance: Mediation Effect of Innovation

Abstract The main aim of this study is to explore the mediating effect innovation in relationship between human resource management (HRM) practices and organizational performance. HRM are observed through selective hiring, training, participative decision-making, rewarding. Innovation conceptualized over behavioral, product, process, market innovation. relies upon principles social exchange theory resource-based theory. Data were collected from 408 managers an emerging economy context. proposed conceptual model evaluated with structural equation modeling using Lisrel 8.8 SPSS 22. Study findings suggest that influences decision-making However, no was found a rewarding business performances. Since resources among leading sources for building competitive advantage companies, contribute