A Survey and Analysis of the Relationship between Human Resources Management and Organizational Performance
This study aims to evaluate the relationship between human resources management and organizational performance with emphasis on the mediating role of organizational innovation. The study methodology is descriptive-correlation and structural equations modeling. The study population is employees of the electricity distribution company of Tehran city. The reliability and validity of measures were evaluated using Cronbach’s alpha and confirmatory analysis and the results showed the acceptable reliability and validity of measures. For data analysis, Pearson Correlation coefficient and structural equations method with Lisrel software were used. The results showed that the effect of organizational innovation mediating variable was indirectly 0.17 meaning that if human resources management is increased as 1%, the organization performance with the mediating role of organizational innovation is increased as 16%. This study evaluates the relationship between human resources management and organizational performance with emphasis on the mediating role of organizational innovation.
Keywords:Human resources management, Organizational innovation, Organizational performance
A. Monavarian, N. Asgari, Organizations in the age of industry, information and knowledge, Tehran publication, 2009
H. Mohammadi, M. Tabari, “Institutionalize creativity and innovation in organization”, Journal of Tadbir, Vol. 1, No. 1, pp. 201- 202, 2008
K. Lu, J. Zhu, H. Bao, “High-performance human resource management and firm performance: The mediating role of innovation in China”, Industrial Management & Data Systems, Vol. 115, No. 2, pp. 353-382, 2015 DOI: https://doi.org/10.1108/IMDS-10-2014-0317
I. H. S. Chow, S. T. Teo, I. K. Chew, “HRM systems and firm performance: The mediation role of strategic orientation”, Asia Pacific Journal of Management, Vol. 30, No. 1, pp. 53-72, 2013 DOI: https://doi.org/10.1007/s10490-012-9288-6
M. Silberman, C. Auerbach, Metody aktywizujące w szkoleniach, Wolters Kluwer Polska, 2009
D. Jimenez-Jimenez, R. Sanz-Valle, “Innovation, organizational learning, and performance”, Journal of Business Research, Vol. 64, No. 4, pp. 408-417, 2011 DOI: https://doi.org/10.1016/j.jbusres.2010.09.010
M. Nasiri, M. Heidari, S. Shahbazi, E. Ansari, “Correlation of human resource strategies based on Allen Ylsy Model with organizational performance staff in Aiat Allah Kashani Hospital”, Journal of Health Promotion Management, Vol. 2, No. 3, pp. 36-44, 2013
H. Safarzadeh, A. Tadayon, M. HorMohammadi, “The Evaluation of Effects of Knowledge Management Strategy on Organizational Innovation and Performance (A case study in community health centers of north part of Fars province)”, The Journal of Toloo-e-behdasht, Vol. 11, No. 1, pp. 65-76, 2012
S. A. Efje, M. Esmailzade, “The evaluation of the relationship between human resources strategic management and performance of firms”, Development and Change Management, Vol. 1, No. 2, pp. 20-25, 2009
A. A. Ferraresi, C. O. Quandt, S. A. dos Santos, J. R. Frega, “Knowledge management and strategic orientation: leveraging innovativeness and performance”, Journal of Knowledge Management, Vol. 16, No. 5, pp. 688-701, 2012 DOI: https://doi.org/10.1108/13673271211262754
J. E. Delery, D. H. Doty, “Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions”, Academy of Management Journal, Vol. 39, No. 4, pp. 802-835, 1996 DOI: https://doi.org/10.5465/256713
J. Bae, J. J. Lawler, “Organizational and HRM strategies in Korea: Impact on firm performance in an emerging economy”, Academy of Management Journal, Vol. 43, No. 3, pp. 502-517, 2000 DOI: https://doi.org/10.2307/1556407
R. S. Schuler, S. E. Jackson, “Linking competitive strategies with human resource management practices”, The Academy of Management Executive, Vol. 4, No. 1, pp. 207-219, 1987 DOI: https://doi.org/10.5465/ame.1987.4275740
H. Zarei Matin, Advanced Organizational Behavior Management, Tehran, Agah Publication, 2009
How to Cite
MetricsAbstract Views: 1189
PDF Downloads: 417
Authors who publish with this journal agree to the following terms:
- Authors retain the copyright and grant the journal the right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) after its publication in ETASR with an acknowledgement of its initial publication in this journal.