This paper examines the effects of human resource (HR) policies on firm innovation. Specifically, I argue that firms who implement policies to stimulate job autonomy and performance-based pay will be more likely to innovate, as proxied by investments in R&D. In addition, I contend that the institutional (i.e., labour regulations) and competitive (i.e., pressure from imports) contexts in which a firm operates will affect the relationship between HR policies and innovation, albeit in different ways. These hypotheses are tested using a dataset of more than 900 firms across a heterogenous set of 12 countries, majority of which are emerging markets. I find strong empirical backing for the role of both job autonomy and performance-based pay policies in stimulating firm innovation, and partial support for the moderating effects of institutional and competitive contexts of this relationship.

本文考察了人力资源 (HR) 政策对企业创新的影响。具体而言，我认为，实施刺激工作自主权和基于绩效的薪酬政策的公司将更有可能进行创新，正如研发投资所代表的那样。此外，我认为公司运营的制度（即劳动法规）和竞争（即来自进口的压力）环境将影响人力资源政策与创新之间的关系，尽管以不同的方式。这些假设是使用包含 12 个国家的 900 多家公司的数据集进行测试的，其中大部分是新兴市场。我发现工作自主权和基于绩效的薪酬政策在刺激公司创新方面的作用有强有力的实证支持，