Detail Strategic human resource management and knowledge-creation capability: Examining the black box between HR and firm performance Bibliografi Author: Collins, Christopher Jon ; Stevens, Cynthia Kay (Advisor); Smith, Kenneth G. (Advisor) Topik: BUSINESS ADMINISTRATION; MANAGEMENT Bahasa: (EN )    ISBN: 0-599-72541-9     Penerbit: UNIVERSITY OF MARYLAND COLLEGE PARK     Tahun Terbit: 2000     Jenis: Theses - Dissertation Fulltext: 9967884.pdf (0.0B; 22 download) Abstract In this dissertation, I focused on the antecedents and outcomes of organizational knowledge-creation capability. Specifically, I focussed on how strategic human resource practices can be used to build and support organizational knowledge-creation capability and how this capability is related to firm performance. Based on a review of the literatures on the knowledge-based view of the firm, organizational learning and knowledge creation, and strategic human resources, I developed a prescriptive model for creating organizational knowledge-creation capability. I conducted a field study with 78 high-tech organizations to test a model linking four configurations of HR practices (acquisition, development, commitment, and retention) to organizational knowledge-creation capability through the effects of these practices on three workforce characteristics: human capital, employee motivation, and employee turnover. Data for the study were collected from four sources within each participating organization: an interview with the CEO was used to collect measures of firm innovation; surveys of top management team members were used to collect measures of organizational knowledge-creation capability; surveys of up to 15 core employees were used to collect measures of human capital, employee motivation, and employee turnover; and a survey of a top human resources manager was used to collect measures of HR practices used for core employees. The results showed that four configurations of HR practices were significantly related to three workforce characteristics (human capital, employee motivation, and turnover). Specifically, both an acquisition and a commitment configuration of HR practices were related to separate measures of human capital, a commitment configuration of HR practices was significantly related to employee motivation, and a retention configuration was significantly related to lower employee turnover. In turn, the three workforce characteristics were significantly related to organizational knowledge-creation capability. Finally, results showed that organizational knowledge-creation capability was significantly related to two different measures of firm innovation. This study advances understanding of organizational innovation by developing and testing a prescriptive model for building organizational knowledge-creation capability, a capability that has been seen as a key competency for building long-term strategic advantage for companies. Overall, this dissertation provides a more comprehensive understanding of the role configurations of HR practices in increasing firm performance and creating firm capabilities. Opini Anda Klik untuk menuliskan opini Anda tentang koleksi ini! Lihat Sejarah Pengadaan  Konversi Metadata   Kembali

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