Citation

Rasheed Shahin, Mohammad Muein and Ojo, Adedapo Oluwaseyi and Chong, Chin Wei (2022) The Effects of Knowledge-Based HRM Practices, Knowledge Management Processes and Adhocracy Culture on Open Innovation in Malaysian SMEs. In: Postgraduate Social Science Colloquium 2022, 1 - 2 June 2022, Online.

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Abstract

Background - Nowadays, the model of open innovation (OI) is one of the key elements in terms of the innovative development of Small and Medium Enterprises (SMEs). However, striving for competitiveness in the marketplace drives to view human capabilities as a critical factor that enhances OI in SMEs. Hence, this study focuses on the relationship between Knowledge-based human resource management (HRM) practices and OI through knowledge management processes (KM) within the context of Adhocracy Culture (AC). The previous studies focused on the relationship between Traditional HRM practices and OI. Moreover, the HRM practices considered in these studies tend to be insufficiently adapted for enhancing companies' knowledge processes., Purpose - This study focuses on a bundle of HRM practices, which are Knowledge-based recruitment, Knowledge-based training, knowledge-based compensation, and knowledge-based performance assessment. However, there is a lack of evidence on which components of knowledge-based HRM practices could significantly influence innovation, especially within the context of SMEs. Design/methodology/approach - The quantitative investigation utilized a survey instrument, which was distributed via online to SMEs listed in the official SME list in the Federation of Malaysian Manufacturers. A sample of 92 manufactured SMEs is calculated through using G Power Analysis. A stratified simple random technique was applied based on the industry sector. Target respondents in this study are top management personnel in those SMEs, as they would have the know-how on the firm's strategic direction. The Structural Equation method will be used for representing, estimating, and testing a network of relationships between the concerned variables. Findings/Expected Contributions - Independent variables (Knowledge-based HRM practices) are expected to have a positive influence on the dependent variable (open innovation). In addition, the findings foresee that Knowledge management processes played a significant role as a mediator between Knowledge-based HRM practices and open innovation.in addition to the role of adhocracy culture as a moderator in the aforementioned relationship Research limitations- the limitation of this study is the quantity and quality of SMEs included in the study, because of limitations of time and resources. The future research may include different types of organizations such as service SMEs. Originality/value - This study contributes towards HR knowledge enhancement via enhancement of the knowledge-based HRM paradigm, as well as the formation of the new knowledge-based HRM, KM, AC, and OI frameworks. The importance of knowledge-based HRM practices and the vital role of knowledge management to improve the effect of HR practices on OI serve as important practical implications for HR practitioners and managers. Exploring additional factors, such as other organizational culture dimensions, which could affect knowledge-based HRM and in turn OI within the SMEs, could be considered for further studies.

Item Type:	Conference or Workshop Item (Paper)
Uncontrolled Keywords:	a, Open Innovation, Knowledge-based HRM c, Knowledge Management Processes d, Adhocracy Culture
Subjects:	H Social Sciences > HD Industries. Land use. Labor > HD4801-8943 Labor. Work. Working class > HD4909-5100.9 Wages
Divisions:	Faculty of Management (FOM)
Depositing User:	Ms Suzilawati Abu Samah
Date Deposited:	11 Aug 2022 05:42
Last Modified:	19 Aug 2022 08:29
URII:	http://shdl.mmu.edu.my/id/eprint/10333

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