scholarly journals HIGH-PERFORMANCE HUMAN RESOURCE MANAGEMENT PRACTICES AND CREATIVE ORGANIZATIONAL CLIMATE EFFECTS ON MANUFACTURING INDUSTRY PERFORMANCE

2021 ◽  
Vol 23 (2) ◽  
pp. 72-89
Author(s):  
Thi Mai Huong Dang ◽  
Thi Thanh Hai Tran ◽  
Anh Hoa Tran
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Climate ◽  
Human Resource ◽  
High Performance ◽  
Manufacturing Industry ◽  
Management Practices ◽  
Climate Effects ◽  
Industry Performance ◽  
Human Resource Management Practices

scholarly journals Human Resource Management Practices and Employee’s Turnover Intention in the Manufacturing Industry in Malaysia

2018 ◽  
Vol 8 (2) ◽  
pp. 216
Author(s):  
Ong Choon Hee ◽  
Chew Mei Lien ◽  
Sim Jun Liang ◽  
Ainatul Shahirah Mohamed Ali ◽  
Nazhatul Shima Abd Manap ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Turnover Intention ◽  
Manufacturing Industry ◽  
Management Practices ◽  
Work Life ◽  
Human Resource Management Practices ◽  
Recruitment And Selection ◽  
Main Factor

The main objective of this study is to examine the influence of Human Resource Management (HRM) practices (compensation and benefits, recruitment and selection and work-life policies) on employee's turnover intention. A survey questionnaire was sent and collected from 60 respondents who worked in the Manufacturing Industry in Malaysia. The results showed that the main factor that influences turnover intention of the employees was compensation and benefits. Hence, manufacturing firms ought to put extra efforts in this aspect in order to retain talents and minimize turnover rate of its workforce. Recruitment and selection and work-life policies were found to be not significant in predicting employee’s turnover intention.

scholarly journals The effect of high-performance work systems according to AMO model on HRM performance outcomes: An analytical study on the banking sector

2021 ◽  
pp. 1755-1764
Author(s):  
Fatimah Mohamed Mahdy ◽  
Asia Yagoub Alhadi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Performance Outcomes ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Human Resource Management Practices ◽  
The Impact

This research paper aims to study the impact of high-performance work systems (HPWS) according to the AMO includes three human resource management practices which are (Ability-enhancing human resource management practices, motivation-enhancing human resource management practices, and opportunities -enhancing human resource management practices). The authors select a random sample of 400 individuals from 10 banks in Saudi Arabia, Egypt, Sudan to prove the validity of the hypotheses; The study found a set of results and one of them indicate that there is a significant positive relationship among high-performance work systems according to the AMO model on the results of human resource performance.

scholarly journals Enhancing Organisational Performance Through Strategic Human Resource Management Practices

2018 ◽  
Vol 12 (01) ◽  
Author(s):  
Madhurima Lall
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Organisational Performance ◽  
Human Resource Management Practices ◽  
High Performance Work Practices ◽  
Micro Level

In this article, the authors examine how, when and to what extent Strategic Human Resource Practices affect performance at the employee level. As performance is a multi-faceted and complicated concept, its linked with SHRM practices provide insight to what could be termed as high performance work practices. The study is carried on the organizations in and around the Lucknow district. It is a micro-level study, whose findings can be applied to numerous organizations in various diversified sectors.

HRM and product innovation: does innovative work behaviour mediate that relationship?

2018 ◽  
Vol 56 (6) ◽  
pp. 1417-1429 ◽  
Author(s):  
Raquel Sanz-Valle ◽  
Daniel Jiménez-Jiménez
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Product Innovation ◽  
High Performance ◽  
Management Practices ◽  
Content Type ◽  
Human Resource Management Practices ◽  
Innovative Work ◽  
Innovative Work Behaviour

Purpose The purpose of this paper is to empirically analyse the mediator effect of innovative work behaviour (IWB) between the firm’s human resource management system and product innovation. Design/methodology/approach Data are collected from 225 Spanish manufacture companies. Hypotheses are tested using structured equation modelling. The structural model is estimated through partial least squares modelling. Findings The results provide strong evidence about the effect of the system of human resource management practices on both, employee’s IWB and product innovation. Furthermore, findings support the idea that employee’s IWB mediates the relationship between human resource management and product innovation. Research limitations/implications Although the study counts with the limitations of cross-sectional studies, its findings suggest that employees’ IWB fosters product innovation and that the adoption of a high-performance work system is positively associated to such behaviour. Practical implications This paper shows that companies seeking to foster product innovation should pay attention to their employees’ behaviour. In particular, they should promote that employees engage in innovative behaviours, and that adopting high-performance human resource management practices can help in this line. Originality/value Although a number of studies suggest that IWB is a key determinant of innovation and a mediator in the link between human resource management and innovation, there is no empirical research examining these relationships. This paper covers this gap detected in the literature and provides evidence supporting them.

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