Strategic human resource practices and new product development performance: the mediating role of intellectual capital

Ghlichlee, Behrooz; Goodarzi, A.

doi:10.1108/jic-11-2020-0360

Cited by 12 publications

(13 citation statements)

References 99 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…There is a wide array of evidence on the significant association between strategic HR practices and productivity (Guthrie, 2001) and subsequently, financial performance (Huselid, 1995; Mitchell et al , 2013; Kim, Watkins, & Lu, 2017). Ghlichlee & Goodarzi (2022) highlighted that strategic HR practices have a significant positive effect on enhancing the employees intellectual capital. Shim et al (2002) found that retail organizations must focus on recruiting and retaining employees with strong growth and achievement values.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Strategic HRM practices, learning orientation and learning competence: study from retail industry

Arunprasad

Dey

Santhanam

et al. 2023

TLO

View full text Add to dashboard Cite

Purpose This study aims to examine the effect of strategic human resource management (SHRM) practices on two learning outcomes, learning orientation and learning competence, which past research has seldom examined in the UAE context. SHRM practices consisted of four factors, namely, talent acquisition, learning and development, performance appraisal and developmental pay. Design/methodology/approach Primary data was collected from 285 employees from retail outlets operating in Dubai. Partial least squares regression analysis using the tool, SmartPLS, was used to empirically validate the measurement model and test the structural model. Findings Findings reveal that SHRM practices talent acquisition, learning and development and developmental pay have a positive association with learning orientation, and learning and development and performance appraisal have a positive association with learning competence of employees. The path coefficient and total effects signify that learning orientation acts as a conduit to pass on the effect of the SHRM practices to learning competence. Research limitations/implications The sample considered for the study was from the retail industry. Furthermore, to generalize the findings of this research, cross-national studies should be conducted across various sectors and organizations. Originality/value To the best of the authors’ knowledge, this research study is the first of its kind in retail firms in Dubai (UAE) to empirically test the association of SHRM practices with learning outcomes. Retail outlets can implement SHRM practices to improve learning orientation and learning competence in a highly dynamic operating environment such as retail industry.

show abstract

Section: Theoretical Backgroundmentioning

confidence: 99%

Strategic HRM practices, learning orientation and learning competence: study from retail industry

Arunprasad

Dey

Santhanam

et al. 2023

TLO

View full text Add to dashboard Cite

show abstract

“…Peran MSDM dalam organisasi adalah mengatur seluruh pegawai agar secara efektif dalam melakukan pekerjaannya. Untuk mencapai hal tersebut, pegawai harus dianggap sebagaiaset, bukan biaya untuk organisasi (Ghlichlee & Goodarzi, 2022). MSDM bertanggung jawabterhadap aktivitas organisasi bisnis yang berhubungan dengan staf yang beragam melalui pelaksanaan fungsinya (Jiménez-Jiménez & Sanz-Valle, 2007).…”

Section: Peran Msdmunclassified

Human Resources Management System At Police Resort Bengkulu Utara

Jufri,

Widodo,

Pareke

2023

tmr

View full text Add to dashboard Cite

The purpose of the research was to describe how to arrange the police management system of human resource in the reformation era. Specifically, the study examined the aspects of the fulfillment and the reform of the police human resource management system. The Police officers who worked at the police headquarters in North Bengkulu Regency, termed Polres, treated as the sample in this study. The study employed a descriptive qualitative approach and used a survey questionnaire to collect the main data. The returned questionnaires that were filled out by 241 police, were then analysed using descriptive statistics of mean, percentage, and frequency. The results of the study show that in general the arrangement of the human resource management system has been going well. Of the six assessments on the fulfillment aspect, namely planning for personnel needs, patterns of mutation, personnel development, setting individual performance standards, enforcement of discipline, and personnel information systems, are in accordance with the Decree of the Chief of Police and ministerial regulations. However, from the aspect of reform, one out of three punishments, namely disciplinary violations, has not shown a significant reduction. Even though within the Polri organization there is an element of oversight, the control mechanism through SiPropam faces dilemmatic situations and conditions due to the influence of a sense of corps, seniority relations, and an excessive sense of loyalty to friends which makes it weak in its implementation. Likewise Kompolnas, which should be in Law Number 2 of 2002 concerning the Police to be formed as an external supervisor, in fact it is only formulated as an "advisor" to the president in the field of police and the people who receive complaints, which are injured by members of the National Police.. Keywords: Management System, Human Resources Management, Police, Reform

show abstract

“…The findings of this study are important for the leaders of these firms as they face increasing knowledge employee leadership challenges in a high-growth market such as the increase of knowledge employees’ turnover, the lack of trust among knowledge employees and lack of their enthusiasm for creativity and innovation (e.g. Hosseini et al ., 2022; Ghlichlee and Goodarzi, 2023).…”

Section: Introductionmentioning

confidence: 99%

Servant leadership and knowledge employee performance: the mediating role of employee innovative behavior in knowledge-based firms

Ghlichlee,

Motaghed Larijani

2024

LODJ

Self Cite

View full text Add to dashboard Cite

PurposeThe purpose of this paper is to examine the relationship between servant leadership, employee innovative behavior and knowledge employee performance in knowledge-based firms.Design/methodology/approachA quantitative approach was used to conduct the present study. The respondents were sampled from knowledge-based firms in Iran. Overall, 726 knowledge employees in 121 firms were selected using convenience sampling. A confirmatory factor analysis was conducted to ascertain the validity and reliability of the observed items, and a structural equation model was employed for testing the hypotheses.FindingsIn the studied firms, servant leadership has a significant effect on employee innovative behavior. Moreover, the findings of this study show that firms that enhance their employees’ innovative behavior have higher knowledge employee performance.Research limitations/implicationsThe study was conducted in knowledge-based firms in Iran. Therefore, our conclusions may not be applicable to other countries. Future studies should be carried out with samples from other contexts.Practical implicationsWe found that servant leadership is conducive to employee innovative behaviors, and this effect leads to high knowledge employee performance. Accordingly, knowledge-based firms’ leaders should encourage employees’ innovative behavior through stimulating employee thriving at work, supporting employees’ development and empowering them with decision-making discretion.Originality/valueThis study contributes to advance research on servant leadership literature by linking servant leadership to knowledge employee performance in knowledge-based firms through employee innovative behavior as a mediator.

show abstract

Strategic human resource practices and new product development performance: the mediating role of intellectual capital

Cited by 12 publications

References 99 publications

Strategic HRM practices, learning orientation and learning competence: study from retail industry

Strategic HRM practices, learning orientation and learning competence: study from retail industry

Human Resources Management System At Police Resort Bengkulu Utara

Servant leadership and knowledge employee performance: the mediating role of employee innovative behavior in knowledge-based firms

Contact Info

Product

Resources

About