Greg G. Wang, Jon M. Werner, Judy Y. Sun, Ann Gilley and Jerry W. Gilley
The purpose of this paper is to analyze the extant human resource development (HRD) definition research literature and theorizes a new definition of HRD.
Abstract
Purpose
The purpose of this paper is to analyze the extant human resource development (HRD) definition research literature and theorizes a new definition of HRD.
Design/methodology/approach
The authors adopted keyword and content analyses to examine selected 32 HRD definitions in relation to different organizational and sociopolitical contexts base on theory development criteria and methodology for definition research.
Findings
From a theoretical perspective, the extant definitions were mostly empirical descriptions of HRD practice with conceptualization being absent. From a context perspective, the definitions were based on HRD phenomena indigenous to the western world, especially the USA and Western Europe. They can hardly explain HRD phenomena in a non-western context. The glaring gaps lead to theorizing a new definition by focusing on the hard core of HRD in defining and criterial attributes. The defining attribute of HRD is its host-system-dependence, and the criterial attributes are its shaping and skilling mechanisms.
Research limitations/implications
This study unveils that HRD is a means to support the ends defined by the corresponding host system, and not an end in itself. This definition is applicable to different sociopolitical, cultural, and organizational contexts. It provides clear criteria and boundaries to gauge the relevance of HRD research and shows the unique identity of HRD, thus offering new directions to expand the landscape of HRD research.
Practical implications
The new definition can help human resources practitioners better understand the role and mechanism of HRD that the worldwide practitioners can resonate in various sociocultural and political contexts. Communicating the definition and goals of HRD will enhance internal clients’ understanding and appreciation of the value of HRD.
Originality/value
This study fills important research gaps in HRD definition research. It is the first HRD definition derived through a rigorous theory development process. The new definition connects the HRD research niche to the general human resource literature and lead to new HRD research.
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Joseph Awoamim Yacim and Douw Gert Brand Boshoff
The paper introduced the use of a hybrid system of neural networks support vector machines (NNSVMs) consisting of artificial neural networks (ANNs) and support vector machines…
Abstract
Purpose
The paper introduced the use of a hybrid system of neural networks support vector machines (NNSVMs) consisting of artificial neural networks (ANNs) and support vector machines (SVMs) to price single-family properties.
Design/methodology/approach
The mechanism of the hybrid system is such that its output is given by the SVMs which utilise the results of the ANNs as their input. The results are compared to other property pricing modelling techniques including the standalone ANNs, SVMs, geographically weighted regression (GWR), spatial error model (SEM), spatial lag model (SLM) and the ordinary least squares (OLS). The techniques were applied to a dataset of 3,225 properties sold during the period, January 2012 to May 2014 in Cape Town, South Africa.
Findings
The results demonstrate that the hybrid system performed better than ANNs, SVMs and the OLS. However, in comparison to the spatial models (GWR, SEM and SLM) the hybrid system performed abysmally under with SEM favoured as the best pricing technique.
Originality/value
The findings extend the debate in the body of knowledge that the results of the OLS can significantly be improved through the use of spatial models that correct bias estimates and vary prices across the different property locations. Additionally, utilising the result of the hybrid system is thus affected by the black-box nature of the ANNs and SVMs limiting its use to purposes of checks on estimates predicted by the regression-based models.
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Roger Strange and Giovanna Magnani
Many manufacturing firms (e.g. Apple and Nike) now outsource some or all of their manufacturing activities to independent suppliers rather than continuing to undertake them…
Abstract
Many manufacturing firms (e.g. Apple and Nike) now outsource some or all of their manufacturing activities to independent suppliers rather than continuing to undertake them in-house. Clearly these firms perceive this externalisation of production to be a performance-enhancing strategy, but what are the performance consequences in practice? In this chapter, we review and critique the extant academic literature on the performance consequences of manufacturing outsourcing, and note that the empirical findings have yielded mixed results. We argue that outsourcing has potential impacts upon a number of ‘performance’ outcomes, including inter alia financial performance, productivity/efficiency, sales/market share, costs of production, business performance and innovation. We further argue that many of the empirical studies have flawed designs, and make a series of methodological recommendations to guide future empirical work.
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Yi-Chun Huang, Ying-Jiuan Wong and Min-Li Yang
This study examined how proactive environmental management affects firm performance and whether a controlling family moderates this effect. The paper aims to discuss these issues…
Abstract
Purpose
This study examined how proactive environmental management affects firm performance and whether a controlling family moderates this effect. The paper aims to discuss these issues.
Design/methodology/approach
The study adopted content analysis to collect data on listed Taiwanese firms and used cross-sectional regression analysis to examine the relationship between proactive environmental management and firm performance as well as the moderating role of a controlling family.
Findings
The results indicated that not all types of proactive environmental management are positively associated with firm performance and that a controlling family might be more effective in low-risk proactive environmental management practices.
Research limitations/implications
The focus was on the impact of proactive environmental management from the perspective of stockholders. Future research could investigate its impact on other stakeholders as well.
Practical implications
The findings might convince managers that the stereotype of an environment-friendly firm – that the more its green initiatives, the less competitive it becomes – may not necessarily be true. Investing in product-focused pollution prevention could increase revenues and improve performance. Even though process-focused pollution prevention is negatively associated with firm performance, companies are not expected to reduce investment in green processes since they are required for the production of environment-friendly products.
Originality/value
This study adopted a multi-dimensional approach to reveal how different types of proactive environmental management affect firm performance. The authors used the controlling family as a moderating variable to determine whether it moderates the relationship between proactive environmental management and firm performance.
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Woon Leong Lin, Jo Ann Ho, Siew Imm Ng and Chin Lee
The purpose of this study is to investigate the relationship between corporate social responsibility (CSR) and corporate financial performance (CFP), as the findings on the…
Abstract
Purpose
The purpose of this study is to investigate the relationship between corporate social responsibility (CSR) and corporate financial performance (CFP), as the findings on the relationship have been inconsistent and have led to calls to further examine this relationship. However, instead of investigating the connection between CSR and CFP, academics have stated that a contingency viewpoint must be used for uncovering the context and conditions which catalyse the relationship between both constructs.
Design/methodology/approach
This study acquired the CSR data from 100 companies listed in Fortune’s most admired US companies between 2007 and 2016. These data were used to investigate the CSR–CFP link with the help of the dynamic panel data system, which is the generalised method of moments (GMM) estimator.
Findings
The results indicate that CSR and CFP have a neutral relationship which characterises the effect between CFP and CSR. However, this study found that financial slack positively affected the CSR–CFP relationship, implying that companies will only benefit from CSR activities if they have excess financial resources.
Originality/value
This study offers a very distinctive perspective regarding the CSR–CFP link according to the financial slack perspective.
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Doris H. Kincade, Ann Redwine and Gregory R. Hancock
Examines the consumer behaviours which result when an apparelproduct fails and the situations of seeking, receiving, and satisfactionwith redress, in relation to the consumer′s…
Abstract
Examines the consumer behaviours which result when an apparel product fails and the situations of seeking, receiving, and satisfaction with redress, in relation to the consumer′s intent to repurchase a brand and to revisit a store. Results indicate a definite relationship and have direct financial implications for retailers and apparel manufacturers.
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Frank Nana Kweku Otoo and Nissar Ahmed Rather
Highly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development…
Abstract
Purpose
Highly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development (HRD) practices and employee engagement with organizational commitment as a mediating variable.
Design/methodology/approach
Data were collected from 760 employees of 13 star-rated hotels comprising 5 (five-star) and 8 (four-star). The data supported the hypothesized relationships. Structural equation modeling was used to evaluate the proposed model and hypotheses. Construct validity and reliability were established through confirmatory factor analysis.
Findings
The results indicate that HRD practices and affective commitment are significantly associated. HRD practices and continuance commitment were shown to be non-significantly associated. HRD practices and normative commitment were shown to be non-significantly associated. Employee engagement and organizational commitment are significantly associated. The results further show that organizational commitment mediates the association between HRD practices and employee engagement.
Research limitations/implications
The generalizability of the findings will be constrained due to the research's hotel industry focus and cross sectional data.
Practical implications
The study's findings will serve as valuable pointers for stakeholders and policymakers of the hotel industry in the adoption, design and implementation of proactive HRD interventions to keep highly engaged and committed employees for organizational competitiveness and sustainability.
Originality/value
By evidencing empirically that organizational commitment mediates the nexus between HRD practices and employee engagement, the study extends the literature.
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Cathy Sheehan and Brian K. Cooper
The aims of this paper are, first, to consider the impact of organisational size and the strategic involvement of the human resource management (HRM) function on the decision to…
Abstract
Purpose
The aims of this paper are, first, to consider the impact of organisational size and the strategic involvement of the human resource management (HRM) function on the decision to outsource, second, to consider the impact of HRM outsourcing on organisational performance for organisations of different size and where the HRM function has access to positions of elevated political power.
Design/methodology/approach
The research examines responses from 441 Australian senior HRM managers who participated in an online survey of a national HRM professional association. The hypotheses were tested using multiple regression.
Findings
Although results did not confirm the expected relationship between smaller organisational size and increased outsourcing, there was a positive relationship between HRM strategic involvement and the decision to outsource. The relationship between HRM outsourcing and perceived financial performance was positive for smaller firms and negative for larger firms. The positive relationship between strategic HR involvement and organisational effectiveness was also enhanced when HRM activities were kept in‐house rather than when they were outsourced.
Research limitations/implications
Overall, the research findings confirm advantages for smaller firms that seek out external HRM assistance. The results of the study also indicate that there are organisational benefits when an elevated strategic HRM role in an organisation is combined with the decision to develop in‐house HRM activities rather than externalise these responsibilities.
Originality/value
Using political influence theory, the research applies an alternative theoretical perspective to the analysis of HRM outsourcing.