Staff View: The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance

The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance

Malaysian small and medium enterprises (SMEs) still have not performed to their fullest potential. SMEs have to focus on factors required to improve their performance. Therefore, this study is undertaken to investigate the possible variables that could better explain the performance of SMEs by inves...

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Main Author:	Nazlina, Zakaria
Format:	Thesis
Language:	English English
Published:	2016
Subjects:	HB615-715 Entrepreneurship. Risk and uncertainty. Property HF5549-5549.5 Personnel Management. Employment
Online Access:	http://etd.uum.edu.my/6275/
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id	my.uum.etd.6275
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spelling	my.uum.etd.62752021-04-18T06:55:26Z http://etd.uum.edu.my/6275/ The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance Nazlina, Zakaria HB615-715 Entrepreneurship. Risk and uncertainty. Property HF5549-5549.5 Personnel Management. Employment Malaysian small and medium enterprises (SMEs) still have not performed to their fullest potential. SMEs have to focus on factors required to improve their performance. Therefore, this study is undertaken to investigate the possible variables that could better explain the performance of SMEs by investigating the relationship between entrepreneurial orientation (EO), human resource management (HRM) practices (i.e. communication and information sharing, compensation, job design, performance appraisal, selection, training and development) and organizational innovation on organizational performance. Specifically, it aims to investigate both the mediating roles of organizational innovation on the relationship between EO and HRM practices towards organizational performance and the moderating role of managerial ties on the relationship between organizational innovation and organizational performance. Resource-based view theory and social capital theory are integrated to explain the possible relationship between the variables in the research model. A total of 321 owners/managers of manufacturing SMEs, representing a response rate of 60.5%, participated in this study. Data was collected via self-administered questionnaires. PLS-SEM was used to analyze the data and test the hypotheses. Statistical results show that EO and certain HRM practices (i.e. communication and information sharing, compensation, performance appraisal, selection, training and development) are positively related to organizational innovation. Organizational innovation is also found to be positively related to organizational performance. Moreover, results reveal that organizational innovation mediates the relationship between EO and certain HRM practices (i.e. communication and information sharing, compensation, performance appraisal, selection, training and development) and organizational performance. However, no empirical support is found for the moderating effect of managerial ties on the relationship between organizational innovation and organizational performance. Finally, theoretical and methodological contributions, managerial implications and recommendations for future research are discussed. 2016 Thesis NonPeerReviewed text en /6275/1/s95393_01.pdf text en /6275/2/s95393_02.pdf Nazlina, Zakaria (2016) The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance. PhD. thesis, Universiti Utara Malaysia.
institution	Universiti Utara Malaysia
building	UUM Library
collection	Institutional Repository
continent	Asia
country	Malaysia
content_provider	Universiti Utara Malaysia
content_source	UUM Electronic Theses
url_provider	http://etd.uum.edu.my/
language	English English
topic	HB615-715 Entrepreneurship. Risk and uncertainty. Property HF5549-5549.5 Personnel Management. Employment
spellingShingle	HB615-715 Entrepreneurship. Risk and uncertainty. Property HF5549-5549.5 Personnel Management. Employment Nazlina, Zakaria The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance
description	Malaysian small and medium enterprises (SMEs) still have not performed to their fullest potential. SMEs have to focus on factors required to improve their performance. Therefore, this study is undertaken to investigate the possible variables that could better explain the performance of SMEs by investigating the relationship between entrepreneurial orientation (EO), human resource management (HRM) practices (i.e. communication and information sharing, compensation, job design, performance appraisal, selection, training and development) and organizational innovation on organizational performance. Specifically, it aims to investigate both the mediating roles of organizational innovation on the relationship between EO and HRM practices towards organizational performance and the moderating role of managerial ties on the relationship between organizational innovation and organizational performance. Resource-based view theory and social capital theory are integrated to explain the possible relationship between the variables in the research model. A total of 321 owners/managers of manufacturing SMEs, representing a response rate of 60.5%, participated in this study. Data was collected via self-administered questionnaires. PLS-SEM was used to analyze the data and test the hypotheses. Statistical results show that EO and certain HRM practices (i.e. communication and information sharing, compensation, performance appraisal, selection, training and development) are positively related to organizational innovation. Organizational innovation is also found to be positively related to organizational performance. Moreover, results reveal that organizational innovation mediates the relationship between EO and certain HRM practices (i.e. communication and information sharing, compensation, performance appraisal, selection, training and development) and organizational performance. However, no empirical support is found for the moderating effect of managerial ties on the relationship between organizational innovation and organizational performance. Finally, theoretical and methodological contributions, managerial implications and recommendations for future research are discussed.
format	Thesis
author	Nazlina, Zakaria
author_facet	Nazlina, Zakaria
author_sort	Nazlina, Zakaria
title	The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance
title_short	The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance
title_full	The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance
title_fullStr	The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance
title_full_unstemmed	The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance
title_sort	relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to sme performance
publishDate	2016
url	http://etd.uum.edu.my/6275/
_version_	1698699503389900800
score	13.211869

The relationship between entrepreneurial orientation, human resource management practices, organizational innovation and managerial ties to SME performance

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