ISSN: 2222-6990
Open access
In this paper, the effect of ; ability-enhancing human resource management practices (staffing, training), motivation-enhancing human resource management practices (compensation, performance appraisal) opportunity to perform-enhancing human resource management practices (involvement, communication) , was examined along knowledge process capability (Acquisition process, Conversion process, Application process, Protection process) on innovative performance among Jordanian banks, the construct of innovative performance measured by (Administrative innovation and Technical innovation). The study employed convenience sampling to which 300 questionnaires distributed. This paper contributes of unlocking "black box" problem with mediating role of knowledge process capability as an explanatory factor to understand HRM- innovative performance relationship with the insight of knowledge-based view, ability motivation opportunity (AMO) and resource-based view (RBV) theory. The finding showed a significant impact of (ability, motivation, and opportunity)-enhancing human resource management practices, of knowledge process capability on innovative performance in the Jordanian banks. From the findings, the researcher provided recommendations for the banks regarding strengthening the relationship between their HRM, of knowledge process capability and their performance. The study also offered implications to theory and practice based on the findings.
Seeck, H., & Diehl, M. R. (2017). A literature review on HRM and innovation–taking stock and future directions. The International Journal of Human Resource Management, 28(6), 913-944.
Huang, J. W., & Li, Y. H. (2009). The mediating effect of knowledge management on social interaction and innovation performance. International journal of Manpower, 30(3), 285-301.
Zikmund, Babin, B., Carr, J., & Griffin, M. (2010). Business Research Methods, South-Western, Cengage Learning. Mason, OH.
Demo, G., Neiva, E. R., Nunes, I., & Rozzett, K. (2012). Human resources management policies and practices scale (HRMPPS): Exploratory and confirmatory factor analysis. BAR-Brazilian Administration Review, 9(4), 395-420.
Lee, L. T. S., & Sukoco, B. M. (2007). The effects of entrepreneurial orientation and knowledge management capability on organizational effectiveness in Taiwan: the moderating role of social capital. International Journal of Management, 24(3), 549.
Huang, J. W., & Li, Y. H. (2009). The mediating effect of knowledge management on social interaction and innovation performance. International journal of Manpower, 30(3), 285-301.
Madhavan, R., & Grover, R. (1998). From embedded knowledge to embodied knowledge: new product development as knowledge management. The Journal of marketing, 1-12.
Scarbrough, H. (2003). Knowledge management, HRM and the innovation process. International journal of manpower, 24(5), 501-516.
Gold, A. H., Malhotra, A., & Segars, A. H. (2001). Knowledge management: An organizational capabilities perspective. Journal of management information systems, 18(1), 185-214.
Ruggles, R. (1998). The state of the notion: knowledge management in practice. California management review, 40(3), 80-89.
Subramaniam, M., & Youndt, M. A. (2005). The influence of intellectual capital on the types of innovative capabilities. Academy of Management journal, 48(3), 450-463.
Hurley, R. F., & Hult, G. T. M. (1998). Innovation, market orientation, and organizational learning: an integration and empirical examination. The Journal of marketing, 42-54.
Noor Azinuddin, A. (2015). The relationship between innovation and information technology on organizational performance. Universiti Utara Malaysia
Minbaeva, D. (2008). HRM practices affecting extrinsic and intrinsicnmotivation of knowledge receivers and their effect on intra- MNC knowledge transfer. International business review, 17(6), 703-713
Ghoneim, A., & El-Tabie, N. (2014, October). Effect of Internal Marketing Adoption on the Performance of the Commercial Banks in Egypt. In Proceedings of 9th International Business and Social Science Research Conference.
Matzler, K., & Renzl, B. (2007). Assessing asymmetric effects in the formation of employee satisfaction. Tourism Management, 28(4), 1093-1103.
Ortega-Parra, A., & Ángel Sastre-Castillo, M. (2013). Impact of perceived corporate culture on organizational commitment. Management Decision, 51(5), 1071-1083.
Juhdi, N., Pa'wan, F., Hansaram, R. M., Kaur, S., & Othman, N. A. (2011). HR practices, organizational commitment and turnover intention: A study on employees in Klang Valley, Malaysia.
Bimpitsos, C., & Petridou, E. (2012). A transdisciplinary approach to training: preliminary research findings based on a case analysis. European Journal of Training and Development, 36(9), 911-929.
Vanhala, S., & Stavrou, E. (2013). Human resource management practices and the HRM-performance link in public and private sector organizations in three Western societal clusters. Baltic Journal of Management, 8(4), 416-437.
Savaneviciene, A., & Stankeviciute, Z. (2011). Human resource management practices linkage with organizational commitment and job satisfaction. Economics & Management, 16.
Subramaniam, M., & Youndt, M. A. (2005). The influence of intellectual capital on the types of innovative capabilities. Academy of Management journal, 48(3), 450-463.
Barney, J., Wright, M., & Ketchen Jr, D. J. (2
In-Text Citation: (Altarawneh, Wan Norhayate Wan DaudZainol, Rashid, & Afthanorhan, 2018)
To Cite this Article: Altarawneh, R. J. S., Wan Norhayate Wan DaudZainol, F. A., Rashid, N., & Afthanorhan, A. (2018). Unlocking “Black Box”: Mediating Role of Knowledge Process Capability on HRM Practices and Innovative Performance. International Journal of Academic Research in Business and Social Sciences, 8(11), 1192–1208.
Copyright: © 2018 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode