Amalan pengurusan sumber manusia dan prestasi perusahaan kecil sederhana: peranan iklim organisasi sebagai penyederhana
The performance of small and medium enterprises (SMEs) in Malaysia has yet to reach its full potential. SMEs need to focus on factors that can improve their performance. Therefore, this study aimed at examining the relationship between HRM practices (recruitment, performance appraisal, training and...
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| Format: | Thesis |
| Language: | eng eng |
| Published: |
2019
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| Subjects: | |
| Online Access: | https://etd.uum.edu.my/8057/1/s95604_01.pdf https://etd.uum.edu.my/8057/2/s95604_02.pdf |
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| Summary: | The performance of small and medium enterprises (SMEs) in Malaysia has yet to reach its full potential. SMEs need to focus on factors that can improve their performance. Therefore, this study aimed at examining the relationship between HRM practices (recruitment, performance appraisal, training and development, rewards, and empowerment) and organizational performance. This study also investigated the role of organizational climate as a moderator on the relationship between HRM practices and organizational performance. Resource-based theories were integrated to explain the possible relationship between the variables in the study model. A research framework was developed and eleven hypotheses were presented for testing. This study used questionnaires which were distributed randomly to 626 respondents from SME manufacturers in Malaysia. Of the 156 questionnaires returned, 121 were found to have been completed and were used in the analysis. The data collected were analyzed using SPSS 22.0 and PLS-SEM. The statistical results showed that all HRM practices, except performance evaluations and empowerment, have insignificant relationships with organizational performance. Further findings suggest that the moderating effect of organizational climate on the relationship between PSM practice and organizational performance does not have empirical support. In conclusion, this study contributes to the enrichment of the literature on HRM practices, organizational climate and organizational performance. The limitations of the study and suggestions for future study are also included. |
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