Understanding New Zealand firm innovation: exploring human resource factors by firm size and strength

Haar, Jarrod; O’Kane, Conor

doi:10.1080/03036758.2023.2180761

Cited by 3 publications

(1 citation statement)

References 42 publications

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“…However, the pace at which innovations are developed and brought to market has gained increasing attention in academic and industrial circles (Acharya et al, 2020;Narayanan et al, 2023;Wang et al, 2023). To a large extent, innovation is the most predominant theme in contemporary debates related to economic expansion and continuous organizations performance as observed present business landscape.In an age of rapid technological advancements and dynamic market landscapes this velocity has mastery experiences a turn precipitous to maintain the competitive advantage and objective sustainability (Wu et al, 2022;Haar & O'Kane, 2023).…”

Section: Overview Of Innovation Speedmentioning

confidence: 99%

Assessing the Metric of Innovation Speed Across Varied Industries and Time Periods: A Thorough Review

Tang,

Chin

2024

IJAREMS

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This study focusses on fully analysing the standards of measurement for innovation speed within various industries and over different periods.The clear conclusion is that within each industry, the differences in performance are not solely attributed to unique factors across industries. So, thisstudy thoroughly compare and contrast different measures throughout such scrutinize the dominant ones.These data not only provide theoretical sources of an accurate way to industry for setting on measuring its innovation pace but also serve as valuable benchmark associated with future research in relevant fields.Finally, this paper highlights the main goal of supporting industry members and scholars to develop better tools by contributing to a more effective impact.

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Section: Overview Of Innovation Speedmentioning

confidence: 99%

Assessing the Metric of Innovation Speed Across Varied Industries and Time Periods: A Thorough Review

Tang,

Chin

2024

IJAREMS

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Does the timing of subsidized loans matter for clean energy technological innovation? Evidence from China

Liu,

Huang,

Yan

et al. 2025

Economic Analysis and Policy

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Firm strategy, employee retention and organizational performance: a moderated mediation study of New Zealand SMEs

Haar,

Kelly

2024

IJM

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PurposeAn effective firm strategy is key to sustained financial performance, while interactions between strategy, employee retention and top talent retention have been seldom explored. We test hypotheses using New Zealand SMEs which are defined as having up to 250 employees. We initially explore firm strategy using Porters competitive advantage model predicting employee retention (including top talent), with study 1 (n = 208) using firm size as a moderator, finding a direct significant relationship from firm strategy toward employee retention. Next, we explore firm strategy predicting firm performance with employee retention mediating and include firm size as a moderator, testing a moderated mediation model in study 2 (n = 474) and study 3 (n = 300, with time-lagged performance).Design/methodology/approachThere are no open databases holding NZ firms’ performance data and thus data was sourced from a Qualtrics survey panel. Such panels have become more common (e.g. Haar et al., 2021a, b) and a recent meta-analysis by Walter et al. (2019) showed that this type of panel data was no different from data sourced through conventional means (i.e. mail survey). We focused on NZ private sector SMEs using senior managers across a range of industries and geographic locations. Because the influence of firm strategy on employee retention remains unknown in the literature, we conducted study 1 (n = 208) to test the initial part of our overall model. Study 2 (n = 474) and study 3 (n = 300) tested the full model (with organizational performance), with study 3 having organizational performance time-lagged by one month.FindingsAll direct effect hypotheses are supported, although firm size interacted significantly with firm strategy showing smaller not larger-sized firms leverage firm strategy to achieve superior retention benefits. This was against hypothesis 5a in all three studies. Studies 2 and 3 supported the moderated mediation hypothesis, with firms of larger size having a stronger indirect effect from firm strategy on firm performance while employee retention mediated the influence of firm strategy on firm performance. Finally, dominance analysis found that a quality differentiation strategy was the key strategy across all studies and outcomes. We discuss the implications for organizations.Practical implicationsThe first managerial implication from the study is that small and medium sized firms would benefit both from developing a deeper understanding of the strategic alternatives open to them and placing a greater emphasis on the implementation of their selected strategic approach. A second managerial implication relates to findings indicating that retention generally, and top talent retention specifically, is positively related to firm strategy and firm performance. Given the importance and challenges of staff retention, particularly in the current environment where there are significant skill shortages, these results suggest that small and medium sized business would benefit from considering how strategy can create an organizational environment that is attractive to employees and support stronger retention outcomes as a mechanism for driving both retention and performance.Originality/valueThe study makes three major contributions. First, it examines firm strategy and extends the focus on firm performance by including not only employee retention but also top talent retention, responding in part to the call to develop and refine performance measures (Lieberman, 2021). Second, beyond using retention as a mediator, firm size is included as a moderator and a moderated mediation model is ultimately tested. Third, we conduct dominance analysis to identify the key firm strategy that influences firm performance and retention. Ultimately, this paper asks: what is the role of firm strategy on New Zealand SME performance, and what influence does retention and relative firm-size play.

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Understanding New Zealand firm innovation: exploring human resource factors by firm size and strength

Cited by 3 publications

References 42 publications

Assessing the Metric of Innovation Speed Across Varied Industries and Time Periods: A Thorough Review

Assessing the Metric of Innovation Speed Across Varied Industries and Time Periods: A Thorough Review

Does the timing of subsidized loans matter for clean energy technological innovation? Evidence from China

Firm strategy, employee retention and organizational performance: a moderated mediation study of New Zealand SMEs

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