Human resource management practices and organizational performance: The mediation of knowledge management and the moderation of competitive strategies in Jordanian service organizations

Human resource management practices and organizational performance: The mediation of knowledge management and the moderation of competitive strategies in Jordanian service organizations

This study examined the mediating influence of knowledge management on human resource management (HRM) practices and organizational performance (OP), and the moderating role of competitive strategies on the relationship between knowledge management (KM) and organizational performance. Two-hundred a...

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Main Author: Olaimat, Daifalla Eiyadh Nazzal
Format: Thesis
Language:eng
eng
Published: 2014
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/5756/1/s92298_01.pdf
https://etd.uum.edu.my/5756/2/s92298_02.pdf
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id my-uum-etd.5756
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Mohd Shamsudin, Faridahwati
Subramaniam, Chandrakantan
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Olaimat, Daifalla Eiyadh Nazzal
Human resource management practices and organizational performance: The mediation of knowledge management and the moderation of competitive strategies in Jordanian service organizations
description This study examined the mediating influence of knowledge management on human resource management (HRM) practices and organizational performance (OP), and the moderating role of competitive strategies on the relationship between knowledge management (KM) and organizational performance. Two-hundred and sixty service organizations in Jordan participated in the survey. Multiple regression and hierarchical multiple regressions were used to test the hypotheses. Results indicated that only three dimensions of HRM practices (i.e. staffing, training and development, and job security) had positive influence on OP. Factor analysis revealed three dimensions of KM: technical, cultural, and human. The results further showed that specific HRM practices were significantly associated with different KM dimensions. Performance appraisal had a positive influence on technical KM, while staffing, performance appraisal, and job security were positively associated with cultural KM. Staffing, training and development, and employee participation and involvement were found to enhance human KM. In addition, different dimensions of KM were found to mediate between different types of HRM practices and OP. Technical KM mediated the relationship between staffing, and training and development and OP, while cultural KM mediated the relationship between staffing and job security, and OP. On the other hand, human KM mediated the relationship between staffing, training and development, and job security, and OP. Finally, competitive strategies interacted with human KM in predicting OP. This study offers several recommendations on how to improve the performance of the service sector in Jordan, discusses limitations of the study, and outlines suggestions for future research.
format Thesis
qualification_name masters
qualification_level Master's degree
author Olaimat, Daifalla Eiyadh Nazzal
author_facet Olaimat, Daifalla Eiyadh Nazzal
author_sort Olaimat, Daifalla Eiyadh Nazzal
title Human resource management practices and organizational performance: The mediation of knowledge management and the moderation of competitive strategies in Jordanian service organizations
title_short Human resource management practices and organizational performance: The mediation of knowledge management and the moderation of competitive strategies in Jordanian service organizations
title_full Human resource management practices and organizational performance: The mediation of knowledge management and the moderation of competitive strategies in Jordanian service organizations
title_fullStr Human resource management practices and organizational performance: The mediation of knowledge management and the moderation of competitive strategies in Jordanian service organizations
title_full_unstemmed Human resource management practices and organizational performance: The mediation of knowledge management and the moderation of competitive strategies in Jordanian service organizations
title_sort human resource management practices and organizational performance: the mediation of knowledge management and the moderation of competitive strategies in jordanian service organizations
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2014
url https://etd.uum.edu.my/5756/1/s92298_01.pdf
https://etd.uum.edu.my/5756/2/s92298_02.pdf
_version_ 1747827976325562368
spelling my-uum-etd.57562021-04-19T02:41:58Z Human resource management practices and organizational performance: The mediation of knowledge management and the moderation of competitive strategies in Jordanian service organizations 2014 Olaimat, Daifalla Eiyadh Nazzal Mohd Shamsudin, Faridahwati Subramaniam, Chandrakantan Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment This study examined the mediating influence of knowledge management on human resource management (HRM) practices and organizational performance (OP), and the moderating role of competitive strategies on the relationship between knowledge management (KM) and organizational performance. Two-hundred and sixty service organizations in Jordan participated in the survey. Multiple regression and hierarchical multiple regressions were used to test the hypotheses. Results indicated that only three dimensions of HRM practices (i.e. staffing, training and development, and job security) had positive influence on OP. Factor analysis revealed three dimensions of KM: technical, cultural, and human. The results further showed that specific HRM practices were significantly associated with different KM dimensions. Performance appraisal had a positive influence on technical KM, while staffing, performance appraisal, and job security were positively associated with cultural KM. Staffing, training and development, and employee participation and involvement were found to enhance human KM. In addition, different dimensions of KM were found to mediate between different types of HRM practices and OP. Technical KM mediated the relationship between staffing, and training and development and OP, while cultural KM mediated the relationship between staffing and job security, and OP. On the other hand, human KM mediated the relationship between staffing, training and development, and job security, and OP. Finally, competitive strategies interacted with human KM in predicting OP. This study offers several recommendations on how to improve the performance of the service sector in Jordan, discusses limitations of the study, and outlines suggestions for future research. 2014 Thesis https://etd.uum.edu.my/5756/ https://etd.uum.edu.my/5756/1/s92298_01.pdf text eng public https://etd.uum.edu.my/5756/2/s92298_02.pdf text eng public masters masters Universiti Utara Malaysia Abdalkrim, G. M. (2012). The impact of human resource management practices on organizational performance in Saudi banking sector. European Journal of Business & Management, 4(21), 188-1 96. Abdullah, H. H., Mohamed, Z. A., Othman, R., & Uli, J. (2009). The effect of sourcing strategies on the relationship between competitive strategy and fwm performance. 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