The meadiating effect of knowledge management on the relationship between human resource management practices and organizational innovation performance

Strive competitive in market place drives enterprises to view human capabilities as critical asset for excellent organizational innovation performance (OIP). Hence This study investigated the relationship between human resource management (HRM) practices and organizational innovation performance (OI...

Full description

Saved in:

Bibliographic Details
Main Author:	Shahnaei, Shila
Format:	Thesis
Language:	English
Published:	2017
Subjects:	HD28 Management Industrial Management
Online Access:	http://eprints.utm.my/id/eprint/79189/1/ShilaShahnaeiPFM2017.pdf
Tags:	Add Tag No Tags, Be the first to tag this record!

id	my-utm-ep.79189
record_format	uketd_dc
spelling	my-utm-ep.791892018-10-04T03:28:39Z The meadiating effect of knowledge management on the relationship between human resource management practices and organizational innovation performance 2017 Shahnaei, Shila HD28 Management. Industrial Management Strive competitive in market place drives enterprises to view human capabilities as critical asset for excellent organizational innovation performance (OIP). Hence This study investigated the relationship between human resource management (HRM) practices and organizational innovation performance (OIP) through knowledge management (KM). The previous studies on the relationship between HRM practices and OIP were focused on four main HRM components outlined in Guest Model, which are recruitment and selection (RS), training, performance appraisal (PA) and compensation. However, there is lack of evidence on which components of HRM practices could significantly influence OIP, especially within the environment of small and medium enterprises (SMEs). The uniqueness of SMEs from HR perspective is exhibited by the smaller numbers of employees. Hence, employees in SMEs tend to have wider opportunity to be involved in the business decision-making process. In addition, the focus on employee career development within SMEs is greater compared to in larger organizations. Hence, the purpose of this study was to extend the Guest model by adding employee participation (EP), and career development (CD) as the new HRM components, and to explore the impact of employee‘s knowledge management towards OIP based on the Black Box Model. This quantitative investigation utilized a survey instrument, which was distributed face-to-face and online to SMEs listed in the official SME list in Malaysia. The respondents consisted of 33 individuals who worked in different managerial levels at the respective organizations. Data analyses were conducted using the Smart-PLS 3.2.4 software for structural equation modeling. The findings from the study revealed that RS, training and compensation could significantly influence OIP, whereas the impact of PA, EP and CD towards OIP were insignificant. In addition, the findings suggested that KM played a significant role as a mediator between HRM practices and OIP. This study contributes towards HR knowledge enhancement via the expansion of the Guest Model, as well as the formation of the new HRM, KM and OIP frameworks. The importance of HR practices and the vital role of knowledge management to improve the effect of HR practices on OIP serve as important practical implications for HR practitioners and managers. Exploring additional factors, such as organizational strategy or organizational culture, which could both affect OIP within the SMEs, could be considered for further studies. 2017 Thesis http://eprints.utm.my/id/eprint/79189/ http://eprints.utm.my/id/eprint/79189/1/ShilaShahnaeiPFM2017.pdf application/pdf en public phd doctoral Universiti Teknologi Malaysia, Faculty of Management Faculty of Management
institution	Universiti Teknologi Malaysia
collection	UTM Institutional Repository
language	English
topic	HD28 Management Industrial Management
spellingShingle	HD28 Management Industrial Management Shahnaei, Shila The meadiating effect of knowledge management on the relationship between human resource management practices and organizational innovation performance
description	Strive competitive in market place drives enterprises to view human capabilities as critical asset for excellent organizational innovation performance (OIP). Hence This study investigated the relationship between human resource management (HRM) practices and organizational innovation performance (OIP) through knowledge management (KM). The previous studies on the relationship between HRM practices and OIP were focused on four main HRM components outlined in Guest Model, which are recruitment and selection (RS), training, performance appraisal (PA) and compensation. However, there is lack of evidence on which components of HRM practices could significantly influence OIP, especially within the environment of small and medium enterprises (SMEs). The uniqueness of SMEs from HR perspective is exhibited by the smaller numbers of employees. Hence, employees in SMEs tend to have wider opportunity to be involved in the business decision-making process. In addition, the focus on employee career development within SMEs is greater compared to in larger organizations. Hence, the purpose of this study was to extend the Guest model by adding employee participation (EP), and career development (CD) as the new HRM components, and to explore the impact of employee‘s knowledge management towards OIP based on the Black Box Model. This quantitative investigation utilized a survey instrument, which was distributed face-to-face and online to SMEs listed in the official SME list in Malaysia. The respondents consisted of 33 individuals who worked in different managerial levels at the respective organizations. Data analyses were conducted using the Smart-PLS 3.2.4 software for structural equation modeling. The findings from the study revealed that RS, training and compensation could significantly influence OIP, whereas the impact of PA, EP and CD towards OIP were insignificant. In addition, the findings suggested that KM played a significant role as a mediator between HRM practices and OIP. This study contributes towards HR knowledge enhancement via the expansion of the Guest Model, as well as the formation of the new HRM, KM and OIP frameworks. The importance of HR practices and the vital role of knowledge management to improve the effect of HR practices on OIP serve as important practical implications for HR practitioners and managers. Exploring additional factors, such as organizational strategy or organizational culture, which could both affect OIP within the SMEs, could be considered for further studies.
format	Thesis
qualification_name	Doctor of Philosophy (PhD.)
qualification_level	Doctorate
author	Shahnaei, Shila
author_facet	Shahnaei, Shila
author_sort	Shahnaei, Shila
title	The meadiating effect of knowledge management on the relationship between human resource management practices and organizational innovation performance
title_short	The meadiating effect of knowledge management on the relationship between human resource management practices and organizational innovation performance
title_full	The meadiating effect of knowledge management on the relationship between human resource management practices and organizational innovation performance
title_fullStr	The meadiating effect of knowledge management on the relationship between human resource management practices and organizational innovation performance
title_full_unstemmed	The meadiating effect of knowledge management on the relationship between human resource management practices and organizational innovation performance
title_sort	meadiating effect of knowledge management on the relationship between human resource management practices and organizational innovation performance
granting_institution	Universiti Teknologi Malaysia, Faculty of Management
granting_department	Faculty of Management
publishDate	2017
url	http://eprints.utm.my/id/eprint/79189/1/ShilaShahnaeiPFM2017.pdf
_version_	1747818168004378624

The meadiating effect of knowledge management on the relationship between human resource management practices and organizational innovation performance

Similar Items