Unleashing the Boundary Conditions of Self-Monitoring on HR Flexibility to Innovative Work Behavior and Resistance to Change relationships

Abstract

Human Resource Flexibility (HRF) signifies a set of HR practices tailored by media houses to boost employees’ innovative workplace work behavior and shrink the resistance to change. This also leads to a competitive advantage for the organization and empowers it to meet the changing environment among competitors. This study discovered that, by using HRF, organizations will face less resistance to change by employees, and at the same time, employees will also adopt innovation in the workplace. Primary data was collected from 350 media workers engaged at different print & electronic media houses in Rawalpindi & Islamabad. Of these, 310 questionnaires were found complete and accepted for analysis. The population included media workers (print and electronic media) & convenience sampling (a non-probability technique) was used to collect data from people. SPSS (version 20) was used to analyze data. The study explored the relationship between Human Resource Flexibility (HRF) and Innovative Work Behavior (IWB), including Resistance to Change (RTC). Furthermore, it examined the moderating role of Self-Monitoring (SM) on the above relationship. It was observed that HRF has a significant positive relationship with IWB and an antagonistic relationship with RTC. Therefore, the moderating role of Self-Monitoring reflected a worthy effect on the relationship between HRF, IWB, and RTC.