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Top1. Introduction
In today’s dynamic epoch, the world has experienced a surge in globalization, with many countries' economies intertwining to encourage international commerce through technical, practical, and connectivity advances (Carnevale & Hatak, 2020).This amplified the demand for organizations and institutions worldwide to engage in effective human resource practices (HRPs) in order to create employee innovative behavior (Alqudah et al., 2022). In fact, utilizing HRP strategies can play a vital and a critical role in enhancing necessary employee knowledge, skills, abilities, and behavioral habits (Anwar & Abdullah, 2021). HRPs have garnered considerable attention and are now regarded as an essential component of successful and expedient HR strategies (Islam et al., 2022). In a way that, companies face the task of creating, improving, and managing novel knowledge assets and transforming them into societal and economic worth(Al Ahbabi et al., 2019). One of the main primary drivers behind HRPs is the need to monitor employees and their expertise within the company (Karim & Majid, 2022). Hereafter, significant progress has been made in the research of human resource (HR) methods and managerial systems over the past decade (Easa & Orra, 2021). Indeed, it has been shown that various HR methods are essential to hiring, inspiring, retaining, and involving employees (Hooi, 2021).
There is an identifiable correlation between HRP and innovation in firms, which has expanded the continuing goal of achieving and examining the link across in distinct settings (Menaouer & Nada, 2020; Son & Kim, 2021). In fact, the successful implementation of HRP in various companies is the primary foundation for developing a competitive advantage, while having a favorable relationship with corporate performance while adjusting to any national situation at hand (Brintha, 2022). As stated by HR approaches that classify people as valuable assets while acknowledging their accomplishments, aid in enhancing employee retention and IB (Krammer, 2022; Mehmood et al., 2022). Similarly, innovative behavior (IB) has been identified as an essential variable as it has been linked to corporate prosperity and longevity (Rafique et al., 2022). Employees are urged to produce and develop novel ideas that are needed for innovation, which in turn generates the noting of IB, which has a clear beneficial association to organizational success (Bhatti et al., 2023). In today’s dynamic age, organizations face significant pressure from their external environment to engage in IB (Vlados, 2019). Innovation is generally recognized as an instrument for maintaining and improving performance, particularly in a volatile environment. Nevertheless, organizational innovation cannot occur without the participation of employees.
Employees play a crucial part in enhancing the degree of creativity in the company, in fact they are the basis of an organization’s innovative endeavors (Susanti & Syahlani, 2022). IB refers to an employees’ conduct in the workplace that emphasizes on developing and executing innovative ideas (Z. Wang et al., 2022). Nevertheless, even if the link between HRP and IB is stout, yet there are mediators that have an effect on the relationship this includes knowledge sharing (KS) and knowledge usage (KU). Knowledge is considered to be an essential resource that has a direct effect on firms (Brahami et al., 2020; Caputo et al., 2019). In fact, KS is a crucial element in HR strategies that has the potential to improve performance, promote employee creativity, and motivate IB in the workplace (Karkoulian et al., 2020). Knowledge sharing refers to the dissemination and use of knowledge possessed by a person or a group in order to enhance activities and operations while producing new goods and services (Bani-Melhem et al., 2020; Batool et al., 2022). Henceforth, KS and usage are examined as comparable ideas that serve as a moderating role in the linkage between HRP and IB. While taking into account that numerous subscales were averaged to HRP to help better examine the hypotheses at hand.