The relationship between human resource practices and firm performance: an empirical assessment of firms in Malaysia

2011 ◽  
Vol 12 (1) ◽  
pp. 41-48 ◽  
Author(s):  
Intan Osman ◽  
Theresa C.F. Ho ◽  
Maria Carmen Galang
Keyword(s):  
Firm Performance ◽  
Human Resource ◽  
Human Resource Practices ◽  
Empirical Assessment ◽  
The Relationship

Mediating effects of person–environment fit on the relationship between high-performance human resource practices and firm performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nishant Uppal
Keyword(s):  
Firm Performance ◽  
Human Resource ◽  
High Performance ◽  
Human Resource Practices ◽  
Job Fit ◽  
Mediating Effects ◽  
Content Type ◽  
Person Environment Fit ◽  
The Relationship ◽  
Interactionist Approach

PurposeDrawing on the interactionist approach and interest alignment theory, this study aims to examine the mediating effects of three dimensions of person environment fit – person–organisation fit, person–job fit and person–supervisor fit – on the relationship between high-performance human resource practices (HPHRP) and firm performance.Design/methodology/approachSurvey data obtained from 3,014 employees of research and development units and 721 senior HR executives and top management team members belonging to 274 Indian-based pharmaceutical firms is analysed to investigate a mediated pathway between HPHRP and firm performance.FindingsThe findings of the current research established that HPHRP was positively and significantly related to person–organisation fit, person–job fit and person–supervisor fit, and this facilitates firm performance and curtails employee turnover.Originality/valueThe current work firmly establishes a link between human resource management with firm performance using interactionist approach. Implications of the study to theory and practice are discussed.

Human Resource Management, TQM, and Firm Performance in Small and Medium-Size Enterprises

2000 ◽  
Vol 25 (1) ◽  
pp. 43-58 ◽  
Author(s):  
Gaylen N. Chandler ◽  
Glenn M. Mcevoy
Keyword(s):  
Resource Management ◽  
Firm Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Strategy ◽  
Best Practice ◽  
Medium Size ◽  
Current Debate ◽  
Total Quality ◽  
The Relationship

This study analyzes the moderating effect of two key human resource practices on the relationship between organizational strategy and firm performance. In a sample of 66 small to medium-sized manufacturing firms we found that a total quality management strategy was most effective when supported by significant training and group-based incentive compensation. This result is discussed in light of the current debate in the field about “best practice” versus “fit” models of human resource management and business strategy.

Human resource practices, employee competencies and firm performance: a 2-1-2 multilevel mediational analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sukhpreet Kaur ◽  
Gurvinder Kaur
Keyword(s):  
Firm Performance ◽  
Human Resource ◽  
Large Scale ◽  
Human Resource Practices ◽  
Related Factors ◽  
Firm Level ◽  
Content Type ◽  
Mediational Analysis ◽  
Academic Qualification ◽  
Employee Competencies

PurposeThis study aims to understand the role of employee competencies in terms of the relationship between Human Resource Practices (HRPs) and firm performance.Design/methodology/approachA sample of 60 HR managers and 546 employees from large-scale food processing firms were considered for the study. The study presents a 2-1-2 multilevel mediational analysis in which HRPs and firm performance are measured at the firm level (Level-2) and employee competencies are measured at employee level (Level-1).FindingsPositive relationship was found between HRPs and firm performance, which was partially mediated by employee competencies.Practical implicationsThe study highlights the importance of employee-related factors by focusing on the wider dimensions of human capital (e.g. academic qualification, job experience) in HRPs–performance relationship.Originality/valueThe study undertakes a 2-1-2 multilevel mediational analysis, which is rarely applied in HRM studies; however, this interaction between macro- and microlevel effects will create a better understanding of organization studies from an integrated and multilevel context.

The relationship between human resource practices and knowledge sharing in service firms

2017 ◽  
Vol 34 (2) ◽  
pp. 74-80 ◽  
Author(s):  
Henry Boateng ◽  
Abednego Feehi Okoe ◽  
Tiniwah Deborah Mensah
Keyword(s):  
Linear Regression ◽  
Knowledge Sharing ◽  
Human Resource ◽  
Service Industry ◽  
Employee Commitment ◽  
Human Resource Practices ◽  
Service Firms ◽  
Workplace Friendship ◽  
Team Culture ◽  
The Relationship

Human resource practices have been found to be critical in knowledge sharing. Thus, this study examined the effects of job satisfaction, employee commitment, workplace friendship and team culture on knowledge sharing. This study used the survey research design. The respondents of the study were employees of the service industry. Multiple linear regression was used to analyse the data. The results show that employee commitment, workplace friendship and team culture explain the variance in knowledge sharing in service firms. The implications of the findings have been discussed at the end of the article.

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