Innovation Culture as a Mediator Between Specific Human Capital and Innovation Performance Among Bumiputera SMEs in Malaysia

2017 ◽  
pp. 261-279 ◽  
Author(s):  
Haniruzila Hanifah ◽  
Hasliza Abdul Halim ◽  
Noor Hazlina Ahmad ◽  
Ali Vafaei-Zadeh
Keyword(s):  
Human Capital ◽  
Point Of View ◽  
Innovation Performance ◽  
Human Capital Approach ◽  
Skilled Workers ◽  
Policy Makers ◽  
Innovation Culture ◽  
Specific Human Capital ◽  
Innovative Culture

SMEs in Malaysia are dominated by Bumiputera that represent more than 50% of the Malaysian SME's population. However, there are many challenges faced by Bumiputera SMEs such as limited skilled workers, lack of creativity and knowledge. In this point of view, considering the specific human capital approach, the value, uniqueness, creativity, innovativeness and proactiveness are the most relevant features for innovation performance. To have an excellent innovation performance is to have an innovative culture where entrepreneurs needs to have creative employees which simultaneously improve the innovation performance in Bumiputera SMEs. This study focuses mainly on owner-manager of Bumiputera SMEs. It provides useful pointers to entrepreneurs and policy makers on the importance of specific human capital, innovative culture and enhancing innovation performance in Bumiputera SMEs.

Innovation Culture as a Mediator Between Specific Human Capital and Innovation Performance Among Bumiputera SMEs in Malaysia

2019 ◽  
pp. 1620-1638
Author(s):  
Haniruzila Hanifah ◽  
Hasliza Abdul Halim ◽  
Noor Hazlina Ahmad ◽  
Ali Vafaei-Zadeh
Keyword(s):  
Human Capital ◽  
Point Of View ◽  
Innovation Performance ◽  
Human Capital Approach ◽  
Skilled Workers ◽  
Policy Makers ◽  
Innovation Culture ◽  
Specific Human Capital ◽  
Innovative Culture

SMEs in Malaysia are dominated by Bumiputera that represent more than 50% of the Malaysian SME's population. However, there are many challenges faced by Bumiputera SMEs such as limited skilled workers, lack of creativity and knowledge. In this point of view, considering the specific human capital approach, the value, uniqueness, creativity, innovativeness and proactiveness are the most relevant features for innovation performance. To have an excellent innovation performance is to have an innovative culture where entrepreneurs needs to have creative employees which simultaneously improve the innovation performance in Bumiputera SMEs. This study focuses mainly on owner-manager of Bumiputera SMEs. It provides useful pointers to entrepreneurs and policy makers on the importance of specific human capital, innovative culture and enhancing innovation performance in Bumiputera SMEs.

Reinforcing the Innovation Performance of SMEs Through Innovation Culture and Government Support

2021 ◽  
Vol 39 (10) ◽  
Author(s):  
Hasliza Abdul Halim ◽  
Haniruzila Md Hanifah ◽  
Ramayah Thurasamy ◽  
Noor Hazlina Ahmad
Keyword(s):  
Innovation Performance ◽  
Government Support ◽  
Policy Makers ◽  
Innovation Culture ◽  
Innovative Culture ◽  
The Relationship

Innovation has become an approach to create value to customer in order to remain competitive in the market. However, previous research on innovation performance particularly among Bumiputera SMEs has received little intention. Hence, Bumiputera SMEs need to inculcate the innovation culture in order to generate innovation performance. An interview was conducted with a sample of ten Bumiputera entrepreneurs in Malaysia which probing into their outlook on the innovation culture towards innovation performance. The results showed that innovation culture in Bumiputera SMEs is important and government support plays an important role to strengthen the relationship between innovation culture and innovation performance. Therefore, this study provides useful pointers to entrepreneurs and policy makers on the importance of innovative culture and enhancing innovation performance in Bumiputera SMEs.

Can internal factors improve innovation performance via innovation culture in SMEs?

2019 ◽  
Vol 27 (1) ◽  
pp. 382-405 ◽  
Author(s):  
Haniruzila Hanifah ◽  
Hasliza Abdul Halim ◽  
Noor Hazlina Ahmad ◽  
Ali Vafaei-Zadeh
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Small And Medium Enterprises ◽  
Conclusive Evidence ◽  
Innovation Performance ◽  
Mediating Effect ◽  
Internal Factors ◽  
Content Type ◽  
Innovation Culture ◽  
Specific Human Capital

Purpose Innovation performance is an issue that has a profound effect not only on Malaysian large companies but also among small and medium enterprises (SMEs) especially Bumiputera SMEs. The purpose of this paper is to explore the theoretical review of innovation culture pertaining to innovation performance by conducting a literature review on SME studies. The previous reference on innovation performance in Malaysian SMEs is still scarce, even though it is the key benchmark to measure firm performance. It has been demonstrated by the literature that innovation culture is significantly associated with innovation performance. Nonetheless, its effect on Bumiputera SMEs is still underexplored. Thus, this study examines the importance of internal factors (specific human capital and social capital) to innovation culture in driving innovation performance. Design/methodology/approach A questionnaire-based survey was conducted to gather data from Bumiputera SMEs. A total of 140 responses were obtained and analyses were carried out using Smart-PLS software to produce interesting findings. Findings The findings indicate that social capital (relational capital and social network) has a significant impact on innovation culture and indirectly impacts innovation performance. The findings also reveal that specific human capital does not have significant impact on innovation culture and innovation performance. This paper shows the importance of social capital and how it directly influences Bumiputera SMEs and innovation performance. This result will be encouraging to firms in other developing countries. Practical implications Although SMEs play an important role in economic development, their contribution to innovation is small and marginal. This study makes an important contribution by providing information to the Malaysian SMEs, especially those that are of Bumiputera status on the factors that could enhance innovation performance and nurture innovation culture in their organisations. Thus, it is hoped that this study will generate interest among researchers to attain more conclusive evidence about the practice of innovation culture among Malaysian SMEs. Originality/value This paper is one of the first to address the mediating effect of innovation culture on specific human capital, social capital and innovation performance.

Ausbildung, Erwerbsphase, Renteneintrittdemografischer Wandel und optimale Zeitallokation im Lebenszyklus / Education, Working Period, Retirement - Demographic Change and Optimal Time Allocation Within the Life-cycle

2006 ◽  
Vol 226 (6) ◽  
Author(s):  
Martin Debus ◽  
Jochen Michaelis
Keyword(s):  
Human Capital ◽  
Time Allocation ◽  
School To Work ◽  
Point Of View ◽  
Pension Benefit ◽  
Optimal Time ◽  
Contribution Rate ◽  
Policy Makers ◽  
Demographic Trend ◽  
Pension Benefits

SummaryWe study how the education and retirement decision of a representative individual is affected by the demographic trend. Individuals optimally choose the date at which they leave school to work and at which they retire. Applying an OLG-model with a pay-as-you-go social security system we show how individuals optimally respond to a) a change in the current wage for a unit of human capital, b) a change in the perfectly foreseen future wage for a unit of human capital, c) a decrease in the anticipated future pension benefit, and d) an increase in the future social contribution rate. From the government’s point of view it would be desirable to control for an instrument which increases both the accumulation of human capital before starting to work and the retirement age. Our findings suggest that policy-makers should respond to the demographic trend by reducing pension benefits. Compared to the most relevant alternative, i.e. an increase in the contribution rate, individuals would choose a longer working life, working becomes more attractive. This in turn creates an incentive to invest more in education and to accumulate more human capital.

Job competition, human capital, and the lock-in effect: can unemployment insurance efficiently allocate human capital

2019 ◽  
Vol 20 (1) ◽  
Author(s):  
Jeremy Schwartz
Keyword(s):  
Human Capital ◽  
Skilled Workers ◽  
The Business Cycle ◽  
Lock In Effect ◽  
The One ◽  
Unemployment Spells ◽  
Specific Human Capital ◽  
Lock In ◽  
Job Competition ◽  
General Human Capital

Abstract Workers, firms and policymakers often face a trade-off between shorter unemployment spells on the one hand, and better quality matches on the other. During recessions this manifests itself through job competition, where high skilled workers misallocate their labor to positions for which they are over-qualified in order get back to work faster. In the presence of job-specific human capital, as high skilled workers gain experience in this low skilled sector they may find themselves “locked in” to these jobs. This is because workers will not want to lose their seniority by searching for a job that better utilizes their general human capital. As a result, this misallocation can persist even in economic recoveries leading to inefficient outcomes. This paper explores such an economy and finds that a UI system that becomes more generous during a recession increases welfare and better allocates human capital over the business cycle.

Formacja prawnika wyzwaniem czasów

2017 ◽  
Vol 15 (2) ◽  
pp. 267-286
Author(s):  
Stanisław Leszek Stadniczeńko
Keyword(s):  
Higher Education ◽  
Human Capital ◽  
Young People ◽  
Personality Traits ◽  
Point Of View ◽  
Job Market ◽  
Social Lives ◽  
New Vision ◽  
Political Disputes

The author considers the questions relating to the formation of lawyers’ professional traits from the point of view of the significance which human capital and investment in this capital hold in contemporary times. It follows from the analyses, which were carried out, that the dire need for taking up actions with the aim to shape lawyers appears one of the most vital tasks. This requires taking into account visible trends in the changing job market. Another aspect results from the need for multilevel qualifications and conditions behind lawyers’ actions and their decisions. Thus, colleges of higher education which educate prospective lawyers, as well as lawyers’ corporations, are confronted by challenges of forming, in young people, features that are indispensable for them to be valuable lawyers and not only executors of simple activities. The author points to the fact that lawyers need shaping because, among others, during their whole social lives and realization of professional tasks their personality traits and potential related to communication will constantly manifest through accepting and following or rejecting and opposing values, principles, reflexions, empathy, sensitivity, the farthest-fetched imagination, objectivism, cooperation, dialogue, distancing themselves from political disputes, etc. Students of the art of law should be characterized by a changed mentality, new vision of law – service to man, and realization of standards of law, as well as perception of the importance of knowledge, skills, attitudes and competences.

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