PRÁTICAS DE INOVAÇÃO E RECURSOS HUMANOS EM EMPRESAS DO SUL DO BRASIL

1. Vanessa Faedo Serafin Faculdade Meridional (IMED). Passo Fundo, Rio Grande do Sul, Brazil. Master Degree in Business Administration from the Faculdade Meridional (IMED) in Passo Fundo. She has experience in the area of Business Administration, with emphasis in human resource practices and innovation. Professor at the Faculdade Meridional (IMED), Post-Graduate Program in Administration. E-mail: vanessaf.serafin@gmail.com ORCID: http://orcid.org/0000-0001-5367-6176

2. Eliana Andrea Severo Federal University of Pernambuco (UFPE). Recife, Pernambuco, Brazil. Post-doctoral degree from the University of Caxias do Sul (UCS), Doctor in Business Administration at the Pontificia University Católica of Rio Grande do Sul (PUC-RS) and University of Caxias do Sul (UCS), Brazil. She has experience in the area of Business Administration, with emphasis in environmental management, innovation and entrepreneurship. Professor at Federal University of Pernambuco (UFPE), Center for Applied Social Sciences, (CCSA), Department of Administrative Sciences (DCA). E-mail: elianasevero2@hotmail.com ORCID: http://orcid.org/0000-0002-5970-4032

3. Julio Cesar Ferro de Guimarães Federal University of Pernambuco (UFPE), Recife, Pernambuco, Brazil. Post-doctoral degree from the University of Caxias do Sul (UCS), Doctor in Business Administration at the Pontificia University Católica of Rio Grande do Sul (PUC-RS) and University of Caxias do Sul (UCS), Brazil. He has experience in the area of Business Administration, emphasis in management of innovation, business competitiveness and Cleaner Production. Professor at Federal University of Pernambuco (UFPE), Center for Applied Social Sciences, (CCSA), Department of Administrative Sciences (DCA). E-mail: juliocfguimaraes@yahoo.com.br ORCID: http://orcid.org/0000-0003-3718-6075

4. Claudio Rotta Centro Universitário Cenecista de Osório (UNICNEC). Osório, Rio Grande do Sul, Brazil. Doctor in Business Administration at the University Vale do Rio dos Sinos (UNISINOS) in São Leopoldo and Master Degree in Economics from the University Federal of Rio Grande do Sul (UFRGS). He has experience in the area of Business Administration, emphasis in management of innovation and human resource practices. Professor at the Escola Superior de Propaganda e Marketing (ESPM-SUL). E-mail: claudio.rottabr@gmail.com ORCID: http://orcid.org/0000-0002-6738-9896

5. Deivis Cassiano Philereno Faculdade Cenecista de Osório (FACOS). Osório, Rio Grande do Sul, Brazil. Doctor in Regional Development at the University Universidade de Santa Cruz do Sul (UNISC) in Santa Cruz do Sul and Master Degree in Economics at Pontifícia Universidade Católica do Rio Grande do Sul (PUC/RS). He has experience in the area of Business Administration, emphasis in management of innovation and regional development. Professor at the Faculdade Cenecista de Osório (FACOS). E-mail: deivisphilereno@hotmail.com ORCID: http://orcid.org/0000-0002-3621-9405

Contribution of authors

Conflict of Interest

The authors have stated that there is no conflict of interest.

Authors/ano of publication	Journal	Number of Citations	Object of study
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Authors/ano of publication	Journal	Number of Citations	Object of study
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Cooper & Cartwright (1994Cooper, C. L., & Cartwright, S. (1994). Healthy mind; healthy organization: a proactive approach to occupational stress. Human Relations, 47(4), 455-471.)	Human Relations	250	Analyzing a wide range of human resources issues and relating them to the financial health and profitability of the organization.
Kooij, Jansen, Dikkers, & Lange (2010Kooij, D. T. A. M., Jansen, P. G. W., Dikkers, J. S., & Lange A.H. (2010). The influence of age on the associations between HR practices and both affective commitment and job satisfaction: a meta-analysis. Journal of Organizational Behavior , 31(8), 1111-1136. )	Journal of Organizational Behavior	230	Examining how high-commitment HR practices are perceived by employees, and the age differences.
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Variáveis Observáveis	Carga Fatorial	Comunalidade
Process Innovation (PSI)
PSI1) In the company where I work the process innovations have increased the capacity of production and/or the provision of services.	0.784	0.646
PSI2) In the company where I work the process innovations have increased the flexibility of the production and/or of the provision of services	0.747	0.605
PSI3) In the company where I work the process innovations have reduced the costs of production and/or of services rendered.	0.692	0.499
SIP4) In the company where I work the process innovations have improved the quality of the product and/or of the services provided.	0.740	0.584
PSI5) In the company where I work the process innovations have allowed to control aspects related to health and to safety of the worker.	0.571	0.421
PSI6) Process innovations have improved Human Resources Practices.	0.633	0.656
PSI7) Human Resources management has improved its performance after the implementation of process innovations in the sector.	0.563	0.631
Mean 3.942; Standard Deviation 0.934; Cronbach’s alpha 0.861; KMO 0.844; Composite Reliability 0.911
Human Resources Practices (HRP)
HRP8) In the company where I work the Human Resources Practices contribute to the dissemination of the culture of innovation.	0.661	0.606
HRP9) In the company where I work the Human Resources Practices encourage a climate favorable to the generation and to the development of new ideas.	0.758	0.726
HRP10) The Human Resources management promotes events that stimulate the integration among employees of different areas, encouraging the contact and the building of relationships.	0.723	0.539
HRP11) Human resources management develops innovation competence within the company I work.	0.777	0.740
HRP12) The company where I work disseminates a culture of recognition to innovation.	0.702	0.553
HRP13) The company where I work seeks to share experiences with other companies to develop new skills and abilities related to innovation.	0.653	0.519
Mean 3.711; Standard Deviation 1.067; Cronbach’s alpha 0.866; KMO 0.851; Composite Reliability 0.862
Competitive Advantage (CA)
CA14) In the company where I work the success rate of new products and/or services is much better compared to competitors.	0.792	0.653
CA15) The company's revenue from new products and/or services is much better compared to its competitors.	0.869	0.787
CA16) The company´s profitability with new products and/or services is much better compared to its competitors.	0.875	0.799
CA17) The company where I work has the superior return on investment compared to its competitors.	0.779	0.646
CA18) The company where I work has lower operating costs compared to its competitors.	0.538	0.438
CA19) The Human Resources Management has contributed positively to the company´s overall performance.	0,610	0.679
CA20) The Process Innovation has contributed to improving the overall performance of the company.	0.563	0.668
Mean 3.619; Standard Deviation 0.890; Cronbach’s alpha 0.894; KMO 0.880; Composite Reliability 0.928
Adequacy Measure by Kaiser, Meyer and Olkin (KMO)	0.908
Bartlett’s sphericity tests	2420.338
Level of significance	0.000

	PSI	HRP	CV
Process Innovation (PSI)	0.597^a
Human Resources Practices (HRP)	0.745^b	0.757^a
Competitive Advantage (CA)	0.487^b	0.563^b	0.687^a

Hypothesis	Constructs			Standardized Estimates (SE)	Unstandardized Estimates (UE)	Standard Deviation	Critical Ratio	p
H1	Process Innovation (PSI)	-->	Competitive Advantage (CA)	0.165	0.173	0.119	1.448	0.148^a
H2	Human Resources Practices (HRP)	-->	Competitive Advantage (CA)	0.440	0.385	0.11	3.5	***
H3	Process Innovation (PSI)	<-->	Human Resources Practices (HRP)	0.742	0.257	0.049	5.251	***

Hypothesis				Industrial Manufacturing	Commerce	Service	Chi-square (X²) Difference
Hypothesis				SE ^a	SE ^a	SE ^a	p
H4a	PSI	-->	CA	0.416	-1.315	-0.232	***
H4b	HRP	-->	CA	0.280	1.902	0.698	***

Hypothesis				Micro and Small Enterprises (MSEs)	Medium and Large Enterprise (MLEs)	Chi-square (X²) Difference
Hypothesis				SE ^a	SE ^a	p
H5a	PSI	-->	CA	0.093	0.210	***
H5b	HRP	-->	CA	0.474	0.396	***

Hypothesis	Description	Confirmation
H1	PSI positively influences CA	Confirmed
H2	HRP positively influence the CA	Confirmed
H3	PSI is positively correlated with HRP	Confirmed
H4a	The activity sector moderates the relationship between PSI and CA	Confirmed
H4b	The activity sector moderates the relationship between HRP and CA	Confirmed
H5a	The size company moderates the relationship between PSI and CA	Confirmed
H5b	The size company moderates the relationship between HRP and CA	Confirmed

[1] 1. Vanessa Faedo Serafin Faculdade Meridional (IMED). Passo Fundo, Rio Grande do Sul, Brazil. Master Degree in Business Administration from the Faculdade Meridional (IMED) in Passo Fundo. She has experience in the area of Business Administration, with emphasis in human resource practices and innovation. Professor at the Faculdade Meridional (IMED), Post-Graduate Program in Administration. E-mail: vanessaf.serafin@gmail.com ORCID: http://orcid.org/0000-0001-5367-6176

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PRÁTICAS DE INOVAÇÃO E RECURSOS HUMANOS EM EMPRESAS DO SUL DO BRASIL

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