The main objective of this study is to investigate the relationship between HCWS and innovative work behavior (IWB). For this purpose, we propose a model that examines the interaction between high-commitment work systems (HCWS) and IWBs, with a particular focus on how ambidextrous learning mediates this relationship.
A cross-sectional, non-experimental study was conducted using data from 188 medium and large firms in Ecuador, selected from a national ranking of top-performing companies. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed hypotheses.
Contrary to expectations, the direct effect of HCWS on IWB was not statistically significant. However, ambidextrous learning fully mediated this relationship, indicating that HCWS foster innovative behaviors primarily through the development of both exploitative and explorative learning capabilities.
This study contributes to the HRM and innovation literature by opening the “black box” linking HCWS to IWB. It identifies ambidextrous learning as the key mediating mechanism through which commitment-oriented HR systems translate into employee innovation. By testing this model in an underrepresented Latin American context and demonstrating the robustness of the findings, the study offers valuable insights for both scholars and practitioners seeking to enhance innovation by designing HR systems that activate ambidextrous learning.
