Knowledge-based HR practices, π-shaped skills and innovative performance in the contemporary organizations

Purpose - As technology accelerates, the pace of innovation and product and process life cycles have significantly decreased. Firms seek to leverage their employees' efforts, particularly through knowledge-based HR practices and intellectual skills, to attain innovative performances. Despite extensive research, the scope and role of p-shaped skills have yet to be considered; this is an important oversight. Through the lens of a knowledge-based perspective, this study examines the association of knowledge-based HR practices, p-shaped skills and innovative performance. Design/methodology/approach - This paper tested the hypotheses using data obtained from large and SMEs in Riyadh, Saudi. A partial least squares structural equation modeling (PLS-SEM) technique was applied to analyze the data.Findings - The results of the PLS-SEM algorithm suggest that knowledge-based HR practices result in increased p-shaped skills, and p-shaped skills result in increased innovative performance. Accordingly, p-shaped skills mediate the association between knowledge-based HR practices and innovative performances. Originality/value- This is among the first study to operationalize a p-shaped skills scale. The paper extends its functionality as a predictor for innovative performance and the outcome of knowledge-driven HR practices. This research offers valuable theoretical and practical implications.

Automated summary

This study examines the association between knowledge-based HR practices, p-shaped skills, and innovative performance from a knowledge-based perspective. The results suggest that knowledge-based HR practices lead to increased p-shaped skills, which in turn result in improved innovative performance. This highlights the mediating role of p-shaped skills in the relationship between knowledge-based HR practices and innovative performance.