Organisational Learning Capability of Malaysia SMEs: Examining the Effects of Entrepreneurial Orientation and Human-Capital Development Practices

2008 ◽  
Vol 07 (04) ◽  
pp. 219-230 ◽  
Author(s):  
Kwang Sing Ngui ◽  
Peter Songan ◽  
Kian Sam Hong
Keyword(s):  
Human Capital ◽  
Entrepreneurial Orientation ◽  
Structural Equation ◽  
Organisational Learning ◽  
Western Hemisphere ◽  
Equation Modeling ◽  
Human Capital Development ◽  
Learning Capability ◽  
Positive Effects ◽  
Capital Development

The current study built and empirically tested a model of the relationships between selected organisational variables, Organisational Learning (OL) capability and performance in the context of small- and medium-sized enterprises (SMEs) in Malaysia. Theoretical advances in the OL domain have been based on the experiences of large organisations in the western hemisphere. In response, the study focuses on analysing the OL capability of SMEs in a transitional economy, namely Malaysia. Structural equation modeling was applied to analyse the datasets from 256 manufacturing and services SMEs. Statistical results showed that entrepreneurial orientation and human-capital development practices have direct positive effects on SMEs' OL capability. It was further found that human-capital development practices mediated the relationship between entrepreneurial orientation and OL capability. This implied that while entrepreneurial orientation fosters the need for a strong OL capability, human-capital development practices serve as the mechanisms for developing such capability. Lastly, empirical evidence was provided to support the notion that OL capability enhances the performance of SMEs.

scholarly journals The Effect of Human Capital Development on Strategic Renewal in the Egyptian Hospitality Industry: The Moderating Role of Dynamic Capabilities

2021 ◽  
Vol 14 (9) ◽  
pp. 38
Author(s):  
Amira M. Omar
Keyword(s):  
Human Capital ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Dynamic Capabilities ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Human Capital Development ◽  
Strategic Renewal ◽  
Capital Development

Purpose: the primary goal of this research is to provide insight into the effect of human capital development on strategic renewal in the Egyptian hotel industry. In addition, to examine the effect of dynamic capabilities as a moderating variable in the relationship between human capital development and strategic renewal. Methods and tools: questionnaires were distributed based on a simple sampling method and collected in the Egyptian hospitality industry. 310 questionnaires were distributed, and 204 usable samples were obtained, yielding a 66% response rate from those who agree to participate. The Partial Least Square-Structural Equation Modeling (PLS-SEM) method has been used for analyzing the data and testing our hypotheses. The analysis of this paper was done using SPSS V. 23 for both descriptive and inferential statistics and Smart PLS V.3.3.3 for PLS-SEM analysis. Results: this study indicates that human capital development has a statistically significant effect on Strategic Renewal; also, the findings observe that Dynamic Capabilities have a statistically significant impact on Strategic Renewal. And the Moderating Effect of dynamic capabilities not approved. Theoretical and empirical contribution: The conceptual model with statistical results that emphasizes the significance of human capital development for the strategic renewal of business enterprises in the Hospitality field of developing countries has been investigated in this study. Human capital development has previously been highlighted, but its impact on strategic renewal has not been extensively investigated. Besides, this study provides valuable insights for decision-makers. As recommends that hotel managers consider human capital development and present it as a vital part of strategy formulation.

The Performance Rewards of Human Capital Development in the Federal Government

2021 ◽  
pp. 009102602110398
Author(s):  
Andrew Wesemann
Keyword(s):  
Human Capital ◽  
Human Capital Development ◽  
Managerial Practices ◽  
The Public ◽  
Positive Effects ◽  
Dynamic Relationship ◽  
Econometric Analyses ◽  
Capital Development ◽  
The Impact ◽  
The U.S

Human capital is one of the most vital assets an organization possesses. Research has demonstrated that human capital is directly related to performance. Thus, there is a clear incentive for organizations to grow their human capital levels. Not surprisingly, then, organizations have created and employed a wide variety of managerial practices focused on further developing human capital within their employees. Yet even as the U.S. government faces forthcoming human capital shortages due to the ongoing retirements of a large segment of its workforce, empirical research investigating the impact of commonly used human capital development practices on performance in the public sector is scarce. Therefore, to gain a deeper understanding of this dynamic relationship, using U.S. federal personnel data, this study analyzes the impact of human capital development practices on agency performance. The results of longitudinal econometric analyses suggest that human capital development practices have positive effects on agency performance.

Marketers’ human capital resources and job performance

2018 ◽  
Vol 36 (1) ◽  
pp. 124-137 ◽  
Author(s):  
Nguyen Dinh Tho ◽  
Nguyen Dong Phong ◽  
Tran Ha Minh Quan ◽  
Nguyen Thi Mai Trang
Keyword(s):  
Human Capital ◽  
Job Performance ◽  
Structural Equation ◽  
Sufficient Conditions ◽  
Equation Modeling ◽  
Future Research ◽  
Firm Level ◽  
Data Set ◽  
Content Type ◽  
Positive Effects

Purpose Positing that human capital resources of marketers comprise both psychological capital (PsyCap) and marketing capital (MarCap), and that PsyCap in combination with MarCap will have a synergistic effect on marketers’ job performance, the purpose of this paper is to investigate the configurational roles of PsyCap and MarCap in marketers’ job performance. Design/methodology/approach Using a survey data set collected from 472 marketers in Ho Chi Minh City, Vietnam, the study tested the net effects of PsyCap and MarCap on job performance using structural equation modeling (SEM). Then, the study investigated the configurational roles of PsyCap and MarCap in job performance employing the fuzzy-set qualitative comparative analysis (fsQCA). Findings SEM results show that two components of PsyCap (efficacy and optimism) and one component of MarCap (organizational MarCap) have positive effects on job performance. fsQCA findings reveal that, except hope, combinations of PsyCap and MarCap components form several sufficient conditions for job performance. Research limitations/implications The focus of this study is on marketers, that is, at the individual level. Future research should examine both PsyCap and MarCap at a higher level, such as the team, unit, or firm level. Practical implications The study’s findings suggest that firms should pay attention not only to the net effect but also to the configuration of PsyCap and MarCap when designing and implementing their human resource strategies and policies. Originality/value This study contributes to the literature on human capital resources by confirming the configurational roles of PsyCap and MarCap in marketers’ job performance.

The effect of knowledge management processes on organizational innovation through intellectual capital development in Iranian industrial organizations

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Reza Zahedi ◽  
Shayan Naghdi Khanachah
Keyword(s):  
Human Capital ◽  
Knowledge Management ◽  
Intellectual Capital ◽  
Structural Equation ◽  
Organizational Innovation ◽  
Equation Modeling ◽  
Statistical Population ◽  
Content Type ◽  
Industrial Organizations ◽  
Capital Development

Purpose The purpose of this paper is to investigate the relationship among knowledge management (KM), intellectual capital and organizational innovation. The present literature in these three areas of study, the effect of KM on organizational innovation through the development of intellectual capital has been rarely studied so far. Therefore, in this research, the authors tried to examine the effect of KM processes on organizational innovation through the development of intellectual capital in Iranian industrial organizations. Design/methodology/approach The data of this research has been gathered and aggregated through the distribution of a closed questionnaire in a sample of 384 people selected from the statistical population consisting 4,589 managers and senior managers of the Iranian industrial organizations. Data were then analyzed using SPSS software and structural equation modeling method which was used to measure the models integrity. Findings The results of this research indicate that KM processes affect the development of intellectual capital of an organization. KM processes are also effective in promoting innovation in the organization. KM processes also contribute to improving the level of innovation in the organization through intellectual capital development. The results also show that managers need to focus on the development of their human capital through the use of young native educated specialists to maximize internal capacity and knowledge creation and move toward improving human capital of the organization. Originality/value The present literature in these three areas of study, the effect of KM on organizational innovation through the development of intellectual capital has not been studied so far. This study of industrial organizations is also a valuable factor in this paper.

scholarly journals The Impact of Strategic Human Resource Management Practices on Competitive Advantage Sustainability: The Mediation of Human Capital Development and Employee Commitment

2019 ◽  
Vol 11 (20) ◽  
pp. 5782 ◽  
Author(s):  
Halbast Hussein Hamadamin ◽  
Tarik Atan
Keyword(s):  
Human Capital ◽  
Competitive Advantage ◽  
Partial Least Square ◽  
Equation Modeling ◽  
Competitive Advantages ◽  
Human Capital Development ◽  
Hrm Practices ◽  
Strategic Hrm ◽  
Capital Development ◽  
The Impact

Academic institutions like other business organizations strive to achieve, maintain, and sustain their competitive advantages. In this study, we examined the influence of the “strategic human resources management (HRM) practices” on the achievement of “competitive advantages” that will be sustainable, with an evaluation of the mediating role of “human capital” development, and the commitment of employees in an academic environment. Six hundred questionnaires were randomly distributed to the employees of selected universities in Erbil City of Iraq. Structural equation modeling (SEM) techniques were employed for the analysis with the use of Smart Partial Least Square PLS. Findings from our study revealed a linear and positive influence of the strategic HRM on the sustainability of “competitive advantages”; strategic HRM was also found to positively influence human capital development and the commitment of employees to the institutions; the influence of both human capital development and employees’ commitment were found to have a partial mediation in the strategic HRM practices and sustainable competitive advantage (SCA) relationship. Finally, theoretical and management implications were suggested.

scholarly journals Is Human Capital in Higher Education Ready for Thailand 4.0: A Case Study of SSRUIC Students, Nakorn Pathom Education Center

2019 ◽  
Vol 9 (3) ◽  
pp. 203-210 ◽  
Author(s):  
Kannapat Kankaew
Keyword(s):  
Human Capital ◽  
Structural Equation ◽  
Equation Modeling ◽  
Research Approach ◽  
Mixed Method Research ◽  
Middle Income ◽  
Factors Affecting ◽  
Endogenous Variables ◽  
Methods Of Learning ◽  
Capital Development

Abstract Presently, the Thai government has implemented its so-called Thailand 4.0 policy to move away from the middle-income trap to a value-based economy. Howbeit, human capital development is a crucial part for driving the policy’s success. Hence, this study aims to assess the perception of Thailand 4.0, the factors affecting learning, and the effectiveness of teaching. A mixed method research approach was applied; this comprised researcher administered structured observation in the classroom and in-depth interviews. The AMOS was manipulated for structural equation modeling to test the relationship between exogenous and endogenous variables. The result revealed that 63 per cent of the respondents understand the policy at a fair level. Surprisingly, only 2 per cent were shown to have the highest degree of understanding the policy. Whilst, the top three factors affecting learning are enhancement from family, motives to learn, and passion to be successful in future careers. Whereas, the most preferable methods of learning are lecture, simulation and role-play. In summary, there are myriad methods for educating as well as multiple contexts affecting learning. In particular, the motives, values and culture of learners. As a result, teachers should motivate student more and prepare the teaching approaches that fit the specific learners of within each classroom.

The Role of Social Intelligence in Acquiring External Knowledge for Human Capital Development, Organisational Learning, and Innovation

2014 ◽  
pp. 53-70
Author(s):  
Eric Kong
Keyword(s):  
Human Capital ◽  
Social Intelligence ◽  
Organisational Learning ◽  
Structured Interviews ◽  
Human Capital Development ◽  
Fully Integrated ◽  
External Knowledge ◽  
Capital Development ◽  
External Knowledge Acquisition

Social intelligence can be interpreted as one’s tacit knowledge, ability, and skills to sense and understand the needs of external stakeholders, and constantly interact appropriately with the stakeholders for the benefits of the firm. Based on 25 qualitative in-depth semi-structured interviews across 15 Australian organisations, this chapter examines the role of social intelligence and argues that social intelligence acts as a catalyst to external knowledge acquisition, which can have a dynamic influence on human capital and organisational learning that lead to innovation in organisations. The analysis also reveals that the participants’ understandings of social intelligence were different from those contained in the literature. This chapter argues that the implications of the theory-practice divide of social intelligence in organisations cannot be undermined, and a better understanding of the concept is necessary if knowledge management, organisational learning, and an intellectual capital-view of the firm are to be fully integrated.

B2B brand equity: investigating the effects of human capital and relational trust

2019 ◽  
Vol 34 (1) ◽  
pp. 1-11 ◽  
Author(s):  
Galina Biedenbach ◽  
Peter Hultén ◽  
Veronika Tarnovskaya
Keyword(s):  
Human Capital ◽  
Brand Equity ◽  
Structural Equation ◽  
Service Providers ◽  
Positive Impact ◽  
Relational Trust ◽  
Equation Modeling ◽  
Strong Impact ◽  
Content Type ◽  
Positive Effects

PurposeThe purpose of this study is to investigate the effects of human capital and relational trust on business-to-business (B2B) brand equity.Design/methodology/approachData collection was conducted among the clients of one of the Big Four auditing firms in Sweden. Structural equation modeling was used to test the hypothesized effects.FindingsThe results demonstrate positive effects of human capital and relational trust on the core dimensions of brand equity. In the context of the professional services, human capital was found to have a stronger direct impact than relational trust on brand associations, perceived quality and brand loyalty.Practical implicationsThe study provides practical recommendations for marketing managers on how to consider the nature of B2B brand equity and its determinants in developing successful branding strategies. The findings indicate that although relational trust has a positive impact on brand equity, it draws on the clients’ positive perceptions of the service providers’ human capital. Thus, investments that generate positive perceptions of a service provider’s human capital will strengthen its competitive position. Leading to the creation of relational trust and having a strong impact on the dimensions of brand equity, human capital is a strategic asset that needs careful management.Originality/valueThe study advances extant knowledge on B2B brand equity by examining contextual conditions and factors that are critical for building strong brands in industrial markets. The study demonstrates that clients’ perceptions about the knowledge, skills and abilities of service providers are more important than relational trust for enhancing B2B brand equity.

scholarly journals Achievements against problems: for 60th anniversary of human capital theory

2021 ◽  
Vol 2021 (4) ◽  
pp. 7-14
Author(s):  
Elena Viktorovna Krasova
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Capital Accumulation ◽  
Human Capital Theory ◽  
60Th Anniversary ◽  
Human Capital Development ◽  
Capital Theory ◽  
Positive Effects ◽  
Structural Problems ◽  
Capital Development

The article considers the most important achievements of the human capital theory. Taking into account the theory’s versatility and ambiguity of approaches to its main theses, advisability of a systemic view on its evolution and role in modern science is indicated. The 60th anniversary of the official birth of the theory in 1962 was taken as a special reason for rethinking its achievements. There are given the main scientific human capital theory’s results, which expanded, deepened and supplemented the scientific knowledge over the period from the end XX century until the beginning of the XXI century. Among the results are the increasing importance of investments in human development, development of economic growth theories, classification and systematization of human productive qualities, development of interdisciplinary researches of human being and human capital, accumulation of empirical researches’ data bases, optimization of investment policies in different countries and regions, actualization of studying trends and problems in the field of science and education, development of futuristic ideas, extension of labor market researches, improvement of the personnel management theory and methodology. It has been emphasized that the existence of modern approaches to human capital development does not mean their widespread implementation in practice: an objective reality imposed by many factors does not always contribute to the effective use of individuals’ productive qualities. For Russia there are singled out the following factors: the economy’s structural problems, imbalances in supply and demand in the labor market, discrepancy between available human capital and quality of jobs, and some other factors that can neutralize positive effects of the human capital development.

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