The Mediating Role of Collaborative Learning in the Relationship Between Digital Strategic Human Resource Management and Innovative Work Behavior in the Circular Economy
Keywords:
Collaborative learning, digital strategic human resource management, innovative work behavior, circular economyAbstract
This study aimed to examine the mediating role of collaborative learning in explaining the relationship between digital strategic human resource management and employees’ innovative work behavior within the circular economy context. The research adopted an applied mixed-method (qualitative–quantitative) design. In the qualitative phase, the conceptual model was developed through multi-stage content analysis combining a systematic literature review and semi-structured interviews with 22 experts including senior managers, HR professionals, academics, and industry specialists. Qualitative data were analyzed using open, axial, and selective coding in MAXQDA software to identify model components and indicators. The quantitative phase followed a descriptive-correlational design. Data were collected through a structured questionnaire administered to 324 employees working in manufacturing firms implementing circular economy practices. Stratified random sampling was employed. Relationships among variables were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS software. Measurement and structural models were evaluated using reliability indices, convergent and discriminant validity, predictive relevance, and overall model fit indicators. Results indicated that digital strategic HRM policies significantly and positively influenced both collaborative learning and innovative work behavior. Digital HRM processes and development significantly affected collaborative learning but did not show a significant direct effect on innovative work behavior. Collaborative learning demonstrated a strong positive impact on innovative work behavior. Indirect effect analysis confirmed the significant mediating role of collaborative learning between all dimensions of digital strategic HRM and innovative work behavior. High R² and Q² values confirmed substantial explanatory and predictive power of the structural model. The findings suggest that strengthening innovative work behavior in circular economy organizations requires the integration of digital strategic human resource management with collaborative learning mechanisms, as collaborative learning functions as a critical knowledge-sharing and capability-enhancing pathway that amplifies the innovation outcomes of digital HR practices and supports sustainable organizational transformation.
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