Human resource development and human resource management levers for sustained competitive advantage: Combining isomorphism and differentiation

Work Performance of Extension Agents: Skills of Transfer of Technology and Human Resource Development in Cocoa Industry

Transfer of technology (ToT) and human resource development (HRD) are essential components to acknowledge extension agents’ performance. Understanding the foundations and implications of ToT and HRD is vital for improving agriculture extension agents in research and extension programmes. This study was designed to determine extension agents’ ToT and HRD skills to explain the work performance of Malaysian Cocoa Board (MCB) extension agents in East Malaysia. A total of 315 productive cocoa farmers exposed to the extension activities for a minimum of five years and had attended two basic training from the agency were selected to answer the questionnaire within a month. The researcher applied Krejie and Morgan formula to determine the sample size based on the population using stratified random sampling. The data were analysed using descriptive statistics, multiple regression and Pearson correlation analysis. Results showed a positive and moderate relationship between ToT and HRD towards work performance. However, from the six variables tested, only three variables were significant towards work performance, namely technical skill (p=0.000), leadership skill (p=0.015) and decision-making skill (p=0.000). Therefore, the extension agents’ skills must be strengthened, their working knowledge updated, and new concepts for developing agriculture that can fulfil complicated demand patterns, reduce poverty and pressure and increase productivity must be developed. This study also strengthens the iceberg model by adding six characteristics of skills in extension agents. The outcomes would contribute to the policymakers and MCB’s management in elevating the extension agents’ performance through training and developing ToT and HRD.

The Economic Effects of Direct and Indirect Employee Involvement: Evidence From Corporate Social Responsibility Reports of Chinese Listed Companies

Employee direct involvement and indirect involvement have been identified as essential forms of an enterprise’s democratic management in the digital economy. Research on the complementary effects of direct and indirect involvement is still in a blank state in China, which limits the external validity and accumulation of employee participation theory. The present study aimed to investigate the complementary effects of employee direct involvement and indirect involvement on the firm’s financial performance. Although previous research suggests that the influence of employee direct or indirect involvement on corporate financial performance has been examined separately, it is unclear whether the association between employee direct involvement and indirect involvement is complementary or conflictual. Based on strategic human resource management theory, we semantically encode 2,680 corporate social responsibility reports and the annual reports of 268 state-owned listed enterprises published from 2014 to 2018 via content analysis method, and the economic effects of employee direct involvement and indirect involvement were concurrently measured. We use configuration theory to explore the complementary effects between employee direct involvement and indirect involvement. Our results reveal that (1) employee involvement in Chinese enterprises was unbalanced, (2) both employee direct involvement and indirect involvement were positively related to enterprise’s financial performance, and (3) there is a complementary effect between the two forms of employee involvement. Theoretical and practical implications of these findings are discussed.

The Relationship between HRM Strategies and Sustainable Competitive Advantage: Testing the Mediating Role of Strategic Agility

This study aims to investigate the impact of strategic agility on the relationship between Human Resources Management (HRM) strategies and Sustainable Competitive Advantage (SCA). A total of 227 large and medium-sized manufacturing companies were surveyed and studied. Using Structural Equation Modelling (SEM), this study found a positive and direct impact of HRM strategies on SCA. The study revealed a mediating effect of strategic agility on the relationship between HRM strategies and SCA. This study provides practical guidance for Yemeni large and medium-sized manufacturing companies to maintain SCA by focusing more on strategic agility in a turbulent business environment.

Human resource management and the COVID-19 crisis: implications, challenges, opportunities, and future organizational directions

The COVID-19 has grandly shaken all organizations, creating a complex and challenging environment for managers and human resource management (HRM) practitioners, who need to find ingenious solutions to ensure the continuity of their companies and to help their employees to cope with this extraordinary crisis. Studies addressing the impact of this crisis on HRM are sparse. This paper is a general literature review, which aims at broadening the scope of management research, by exploring the impact of the COVID-19 on HRM. It identifies the main challenges and opportunities that have arisen from this new pandemic and it offers insights for managers and HRM practitioners into possible future organizational directions that might arise from these opportunities.

Standards formation and the implications for HRD

Purpose

The purpose of this study is to explore the implications of national and international standards for human resource development (HRD) practice. It focuses on the experiences, perceptions and learning of those involved in the social construction of standards and standardisation processes.

Design/methodology/approach

The research is grounded in institutional and organisational excellence theories and adopts a qualitative approach based in social constructivism. Thematic analysis of the data obtained from 13 semi-structured interviews leads to a discussion of awareness of standards, standards adoption including constraints, and impact of standards.

Findings

The findings indicate that that there has been a disconnect between the potential impact of British Standards Institute (BSI) HR standards and what has occurred in practice with little awareness of the BSI standards among practitioners.

Research limitations/implications

This paper identifies an absence of institutional isomorphism in the HR arena and highlights the potential for a “standards-practice” gap where HR standards formation processes are perceived as detracting from flexibility and innovativeness in organisational practice.

Originality/value

This study contributes a new perspective of the implications of HR standards formation from the perspective of those involved and further contributes to the wider theorisation of standards in the HRD field.

The Mediating Role of Intellectual Capital in Open Innovation in the Service Industries

The paper intends to examine the mediating role of intellectual capital in the relation between the openness of service companies’ search strategies and thr innovation performance. It models the relationship between external search strategies of open innovation and proposes how intellectual capital matters for openness strategies in the service industries. Moreover, the paper intends to expand the field of open innovation through exploring the mediating effect of intellectual capital. This paper fulfills an identified need to study how intellectual capital can be enabled in the open innovation of the service industries. Both Hierarchical Multiple Regression and the Structural Equation Model were employed to test the innovation model by the panel data of the second Taiwan Innovation Survey including 948 service firms. Empirical insights enable us to have a better understanding in terms of how service companies learn from external knowledge sources. This paper suggests that the impact of openness strategies on innovation performance becomes indirect through the partial mediator of intellectual capital so that innovation performance in service industry benefits from simultaneously incorporating intellectual capital with the efficient openness strategies. Finally, the paper includes implications for more insights into how service companies improve their innovative activities with external searching strategies and practices in terms of intellectual capital.