Data underlying the master thesis: Sustainable HRM as a driver for innovative work behavior

A CSV file that contains the data from a survey on sustainable HRM, work engagement and innovative work behavior under employees in The Netherlands (n=88). The goal of the research was to find the relationship between sustainable HRM and innovative work behavior with work engagement as potential mediator. This file contains the gender, age, sector of work and management position (yes/no) of the respondents. The data on sustainable HRM, work engagement is gathered using a questionnaire. The scales used to measure sustainable HRM are, based on the ROC-model by De Prins et al (2014), participation (Ma Prieto & Perez-Santana (2014)), health & safety (Staniskiene & Stankeviciute (2018)), work-life balance (Lee (2019)), diversity management (Lee (2019)), training & development (Diaz-Carrion et al. (2018)) and career planning & performance management (Diaz-Carrion et al. (2018)). To measure work engagement the UWES-3 scale is used (Schaufeli et al. (2019)), while to measure innovative work behavior the scale by De Jong & Den Hartog (2010) is used. In total, the questionnaire consisted out of 48 question, of which 35 measured sustainable HRM, 3 measured work engagement and 10 measured innovative work behavior.

本数据集为一份CSV文件，收录了针对荷兰员工的可持续人力资源管理（Sustainable HRM）、工作投入与创新工作行为相关调研数据，样本量n=88。本研究旨在探究可持续人力资源管理与创新工作行为之间的关联，并以工作投入作为潜在中介变量。该数据集包含受访者的性别、年龄、所属行业及管理岗位任职情况（是/否）。其中，可持续人力资源管理与工作投入相关数据通过问卷调查采集：可持续人力资源管理的测量量表基于De Prins等人（2014）提出的ROC模型，具体涵盖参与决策（Ma Prieto & Perez-Santana，2014）、健康与安全（Staniskiene & Stankeviciute，2018）、工作与生活平衡（Lee，2019）、多元化管理（Lee，2019）、培训与发展（Diaz-Carrion et al.，2018）以及职业规划与绩效管理（Diaz-Carrion et al.，2018）六个维度；工作投入采用UWES-3量表进行测量（Schaufeli et al.，2019）；创新工作行为则采用De Jong与Den Hartog（2010）开发的量表进行评估。本次调研问卷总计包含48个问题，其中35题用于测量可持续人力资源管理，3题用于测量工作投入，10题用于测量创新工作行为。