The Analytical Model of the Relationship Between Digital Strategic Human Resource Management and Innovative Work Behavior with the Mediating Role of Collaborative Learning in the Circular Economy
Keywords:
Between strategic digital human resource management, Innovative work behavior, Collaborative learning, Circular economyAbstract
This study aims to develop and test an analytical model explaining the relationship between digital strategic human resource management and innovative work behavior, mediated by collaborative learning within the context of the circular economy. A mixed-methods design was applied, combining qualitative content analysis and quantitative structural equation modeling. In the qualitative phase, semi-structured interviews were conducted with 22 experts to identify components and indicators. In the quantitative phase, a sample of 324 employees from manufacturing companies implementing digital HRM and circular economy practices was selected through stratified random sampling. Three questionnaires were used, and the data were analyzed using PLS-SEM. Reliability and validity were assessed via factor loadings, composite reliability, Cronbach’s alpha, AVE, Fornell–Larcker criteria, and overall model fit indices including R², Q², and GOF. Results indicated that digital strategic HRM dimensions—policies, processes, and development—had significant positive effects on collaborative learning. Digital HRM policies significantly predicted innovative work behavior, whereas processes and development showed no significant direct effect. Collaborative learning had a strong and significant effect on innovative work behavior and mediated the relationships between all three HRM dimensions and innovative work behavior. The model demonstrated high explanatory power with R² values of 0.960 for innovative work behavior and 0.928 for collaborative learning. Digital strategic HRM enhances innovative work behavior primarily through strengthening collaborative learning. This mechanism plays a critical role in enabling organizations to successfully transition toward circular economy principles. The findings highlight that fostering collaborative learning is essential for activating employees’ innovative behaviors in technology-driven and sustainability-oriented work environments.
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