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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
https://ir.uitm.edu.my/id/eprint/18336/
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spelling my.uitm.ir.183362023-03-08T02:32:13Z https://ir.uitm.edu.my/id/eprint/18336/ 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 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 NonPeerReviewed text en https://ir.uitm.edu.my/id/eprint/18336/1/TP_ZURINA%20ADNAN%20AM%2013_5.pdf 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) PhD thesis, thesis, Universiti Teknologi MARA. <http://terminalib.uitm.edu.my/18336.pdf>
institution Universiti Teknologi Mara
building Tun Abdul Razak Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknologi Mara
content_source UiTM Institutional Repository
url_provider http://ir.uitm.edu.my/
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
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
publishDate 2013
url https://ir.uitm.edu.my/id/eprint/18336/1/TP_ZURINA%20ADNAN%20AM%2013_5.pdf
https://ir.uitm.edu.my/id/eprint/18336/
_version_ 1761622257466081280
score 13.211869

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