Relationship between human resource management practices and organizational performance: the moderating role of interfirm collaboration and environment of Malaysian Research and Development (R&D) organizations / Zurina Adnan

Since 1996, the Research and Development (R&D) sector in Malaysia has received greater policy attention than before. Despite fiscal and non-fiscal incentives provided to support the growth of this sector, the level of R&D measured in terms of R&D outputs (i.e. number of patent) is still...

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Main Author:	Adnan, Zurina
Format:	Thesis
Language:	English
Published:	2013
Online Access:	https://ir.uitm.edu.my/id/eprint/18336/1/TP_ZURINA%20ADNAN%20AM%2013_5.pdf
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id	my-uitm-ir.18336
record_format	uketd_dc
spelling	my-uitm-ir.183362023-03-08T02:32:13Z Relationship between human resource management practices and organizational performance: the moderating role of interfirm collaboration and environment of Malaysian Research and Development (R&D) organizations / Zurina Adnan 2013-11 Adnan, Zurina Since 1996, the Research and Development (R&D) sector in Malaysia has received greater policy attention than before. Despite fiscal and non-fiscal incentives provided to support the growth of this sector, the level of R&D measured in terms of R&D outputs (i.e. number of patent) is still dismal which is mirrored in the overall performance of local R&D companies. Many studies have investigated factors which influence the performance of organizations. The present study attempts to examine the relationship between human resource management (HRM) practices and organizational performance of R&D firms based on contingency theory and resource based view. The moderating role of interfirm collaboration and environment on the relationship between HRM practices and organizational performance are also studied. Organizational performance was measured in terms of profitability. The data for the study were obtained from survey responses from 64 R&D companies. Results of EFA and CFA confirmed the 4 dimensions of HRM practices: participation, reward, training and development, and teamwork practices. Regression results showed participation and reward practices have positive and significant relation with organizational performance while training and development practice has negative relation with organizational performance. There is no significant relationship between teamwork practice and organizational performance. Results also indicated that only collaboration in manufacturing significantly moderated the relationship between some of the HRM practices and organizational performance. Other types of interfirm collaborations did not show any moderating roles on the aforesaid relationships. Also, the present study found that environment was not a moderator in the relationship between HRM practices and organizational performance. Overall, the findings of the present study provide partial support of Contingency Theory and RBV. Theoretical contributions and managerial implications of the study as well as suggestions for future research were discussed. 2013-11 Thesis https://ir.uitm.edu.my/id/eprint/18336/ https://ir.uitm.edu.my/id/eprint/18336/1/TP_ZURINA%20ADNAN%20AM%2013_5.pdf text en public phd doctoral Universiti Teknologi MARA Faculty of Administrative Science and Policy Studies
institution	Universiti Teknologi MARA
collection	UiTM Institutional Repository
language	English
description	Since 1996, the Research and Development (R&D) sector in Malaysia has received greater policy attention than before. Despite fiscal and non-fiscal incentives provided to support the growth of this sector, the level of R&D measured in terms of R&D outputs (i.e. number of patent) is still dismal which is mirrored in the overall performance of local R&D companies. Many studies have investigated factors which influence the performance of organizations. The present study attempts to examine the relationship between human resource management (HRM) practices and organizational performance of R&D firms based on contingency theory and resource based view. The moderating role of interfirm collaboration and environment on the relationship between HRM practices and organizational performance are also studied. Organizational performance was measured in terms of profitability. The data for the study were obtained from survey responses from 64 R&D companies. Results of EFA and CFA confirmed the 4 dimensions of HRM practices: participation, reward, training and development, and teamwork practices. Regression results showed participation and reward practices have positive and significant relation with organizational performance while training and development practice has negative relation with organizational performance. There is no significant relationship between teamwork practice and organizational performance. Results also indicated that only collaboration in manufacturing significantly moderated the relationship between some of the HRM practices and organizational performance. Other types of interfirm collaborations did not show any moderating roles on the aforesaid relationships. Also, the present study found that environment was not a moderator in the relationship between HRM practices and organizational performance. Overall, the findings of the present study provide partial support of Contingency Theory and RBV. Theoretical contributions and managerial implications of the study as well as suggestions for future research were discussed.
format	Thesis
qualification_name	Doctor of Philosophy (PhD.)
qualification_level	Doctorate
author	Adnan, Zurina
spellingShingle	Adnan, Zurina Relationship between human resource management practices and organizational performance: the moderating role of interfirm collaboration and environment of Malaysian Research and Development (R&D) organizations / Zurina Adnan
author_facet	Adnan, Zurina
author_sort	Adnan, Zurina
title	Relationship between human resource management practices and organizational performance: the moderating role of interfirm collaboration and environment of Malaysian Research and Development (R&D) organizations / Zurina Adnan
title_short	Relationship between human resource management practices and organizational performance: the moderating role of interfirm collaboration and environment of Malaysian Research and Development (R&D) organizations / Zurina Adnan
title_full	Relationship between human resource management practices and organizational performance: the moderating role of interfirm collaboration and environment of Malaysian Research and Development (R&D) organizations / Zurina Adnan
title_fullStr	Relationship between human resource management practices and organizational performance: the moderating role of interfirm collaboration and environment of Malaysian Research and Development (R&D) organizations / Zurina Adnan
title_full_unstemmed	Relationship between human resource management practices and organizational performance: the moderating role of interfirm collaboration and environment of Malaysian Research and Development (R&D) organizations / Zurina Adnan
title_sort	relationship between human resource management practices and organizational performance: the moderating role of interfirm collaboration and environment of malaysian research and development (r&d) organizations / zurina adnan
granting_institution	Universiti Teknologi MARA
granting_department	Faculty of Administrative Science and Policy Studies
publishDate	2013
url	https://ir.uitm.edu.my/id/eprint/18336/1/TP_ZURINA%20ADNAN%20AM%2013_5.pdf
_version_	1783733664451919872

Relationship between human resource management practices and organizational performance: the moderating role of interfirm collaboration and environment of Malaysian Research and Development (R&D) organizations / Zurina Adnan

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