This study examines the relationship between human resource practices and innovation in the banking sector of Vehari and the moderation effects of organizational culture on this relationship. Structured questionnaires were used to collect data from respondents. Overall, 276 questionnaires were distributed and received back 151 (response rate 54%). The independent variable has six human resource practices: Reward strategy, recruitment strategy, performance appraisal, career oriented trainings, performance oriented trainings and career management. The dependent variable is innovation in banks and the moderator variable is organization culture. This study found a partial support for the relationship between human resource practices and innovation with reward strategy, recruitment strategy. The performance appraisal was significant predictor of innovation and career management. The performance oriented trainings and career oriented trainings were insignificant predictors of innovation. The organization culture moderated this relationship negatively.

中文翻译：

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组织文化制约下的人力资源管理实践对员工创新能力的影响

本研究探讨了人力资源实践与Vehari银行部门创新之间的关系，以及组织文化对这种关系的调节作用。结构化的问卷用于收集受访者的数据。总体上，分发了276份问卷，并收到了151份（回复率为54％）。自变量具有六种人力资源实践：奖励策略，招聘策略，绩效评估，面向职业的培训，面向绩效的培训和职业管理。因变量是银行的创新，而主持人变量是组织文化。这项研究发现，在奖励策略，招聘策略方面，人力资源实践与创新之间的关系得到了部分支持。绩效评估是创新和职业管理的重要预测指标。以绩效为导向的培训和以职业为导向的培训是创新的重要指标。组织文化消极地缓和了这种关系。