Causality analysis and human resources management policy determinant in balanced scorecard: A system dynamics approach

The most widely adopted Performance Measurement Systems (PMS) is the BSC which is a framework for translating organisation strategy into a set of achievable performance indicators. The uniqueness of BSC that differentiates it from other PMS is the strategy map that has a unidirectional causality whi...

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Main Author:	Yusof, Zainuridah
Format:	Thesis
Published:	2014
Subjects:	HF5549-5549.5 Personnel management Employment management
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id	my-mmu-ep.6256
record_format	uketd_dc
spelling	my-mmu-ep.62562016-01-11T09:52:02Z Causality analysis and human resources management policy determinant in balanced scorecard: A system dynamics approach 2014-04 Yusof, Zainuridah HF5549-5549.5 Personnel management. Employment management The most widely adopted Performance Measurement Systems (PMS) is the BSC which is a framework for translating organisation strategy into a set of achievable performance indicators. The uniqueness of BSC that differentiates it from other PMS is the strategy map that has a unidirectional causality which follows the bottom- up approach. However, BSC contains certain shortfall despite its apparent popularity. The criticisms on the causality in BSC have been widely discussed as to whether they are based on statistical testing, logic or assumptions. Well-developed causal models are valuable for improving business performance, predicting and decision- making to foresee how action affects future performance. Therefore, the relationships between measures should have notion of causality. In seeking empirical evidence of causality linkages in BSC, a theoretical framework which consist of 10 propositions based on the Service Profit Chain (SPC) theory were developed and tested using the statistical causality analysis; the Granger causality tests on the 45 time series data point extracted from the Business Performance Review report. Results of the study show insufficiency of well-established causality models as only 40% of the causal linkages were supported by the data. 2014-04 Thesis http://shdl.mmu.edu.my/6256/ http://library.mmu.edu.my/diglib/onlinedb/dig_lib.php phd doctoral Multimedia University Graduate School of Management
institution	Multimedia University
collection	MMU Institutional Repository
topic	HF5549-5549.5 Personnel management Employment management
spellingShingle	HF5549-5549.5 Personnel management Employment management Yusof, Zainuridah Causality analysis and human resources management policy determinant in balanced scorecard: A system dynamics approach
description	The most widely adopted Performance Measurement Systems (PMS) is the BSC which is a framework for translating organisation strategy into a set of achievable performance indicators. The uniqueness of BSC that differentiates it from other PMS is the strategy map that has a unidirectional causality which follows the bottom- up approach. However, BSC contains certain shortfall despite its apparent popularity. The criticisms on the causality in BSC have been widely discussed as to whether they are based on statistical testing, logic or assumptions. Well-developed causal models are valuable for improving business performance, predicting and decision- making to foresee how action affects future performance. Therefore, the relationships between measures should have notion of causality. In seeking empirical evidence of causality linkages in BSC, a theoretical framework which consist of 10 propositions based on the Service Profit Chain (SPC) theory were developed and tested using the statistical causality analysis; the Granger causality tests on the 45 time series data point extracted from the Business Performance Review report. Results of the study show insufficiency of well-established causality models as only 40% of the causal linkages were supported by the data.
format	Thesis
qualification_name	Doctor of Philosophy (PhD.)
qualification_level	Doctorate
author	Yusof, Zainuridah
author_facet	Yusof, Zainuridah
author_sort	Yusof, Zainuridah
title	Causality analysis and human resources management policy determinant in balanced scorecard: A system dynamics approach
title_short	Causality analysis and human resources management policy determinant in balanced scorecard: A system dynamics approach
title_full	Causality analysis and human resources management policy determinant in balanced scorecard: A system dynamics approach
title_fullStr	Causality analysis and human resources management policy determinant in balanced scorecard: A system dynamics approach
title_full_unstemmed	Causality analysis and human resources management policy determinant in balanced scorecard: A system dynamics approach
title_sort	causality analysis and human resources management policy determinant in balanced scorecard: a system dynamics approach
granting_institution	Multimedia University
granting_department	Graduate School of Management
publishDate	2014
_version_	1747829614340734976

Causality analysis and human resources management policy determinant in balanced scorecard: A system dynamics approach

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