Measuring the Impact of Human Resource Management Practices on Organizational Performance with the Mediating Role of Supply Chain Performance between Them in Saudi Industrial Large Organizations

Albahussain, Sami Abdullah; El-Garaihy, Wael Hassan; Mobarak, Abdel-Kader Mohamed

doi:10.14738/abr.42.1915

Cited by 3 publications

(5 citation statements)

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“…When companies implement GHRM in all work units, the company could increase productivity, cost efficiency, and retain employees (Sheikh., Islam & Rahman, 2019;Mehta & Chugan, 2015;Al Romeedy, 2019). Likewise, these findings also do not corroborate previous studies that SCP is able to mediate GHRM against BP (Zaid et al 2018;Albahussain, Elgaraihy & Mobarak, 2016). This means it rejects H3.…”

Section: Discussioncontrasting

confidence: 76%

“…Several studies confirm that GHRM is able to affect SCP (Sakka, 2018;Jabbour & Jabbour, 2016;Nejati et al 2017;Zaid et al, 2018;Bon et al, 2018;Longoni et al 2016;Cedeno et al 2015;Khan et al 2013;Menon, 2012;Hall et al, 2012). There are several aspects of HRM that are proven to have a significant effect on supply chain performance (Albahussain, et al, 2016;Menon, 2012) and BP (Zaid et al 2018;Albahussain, et al, 2016). The results also confirm that SCP plays a role in mediating the relationship between HR practices and organizational performance.…”

Section: H 1 Green Human Resource Management (Ghrm) Has a Significamentioning

confidence: 62%

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A nexus between Green HRM (GHRM), Supply Chain Performance (SCP) and Business Performance (BP): The mediating role of Supply Chain Organizational Learning (SCOL)

Muafi

Kusumawati

2021

JIEM

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Purpose: This study tests and analyzes the relationship pattern (nexus) of Green HRM, SCP, and BP. In addition, this study also tests the mediation role of SCP in analyzing the relationship between GHRM and BP and the mediation role of SCP in analyzing the relationship between SCOL and BP.Design/methodology: This study uses survey method. The survey is distributed to owners/managers of courier service SMEs in two provinces (Special Region of Yogyakarta and East Java) in Indonesia. The sampling technique is conducted purposively with 165 respondents. The data analysis technique uses AMOS 23. Findings: SCOL has a positive effect on SCP and BP and mediates the effect of SCP on BP. The most interesting about the findings is GHRM has no effect on SCP and BP and SCP does not mediate GHRM on BP.Research limitations/implications: Researcher use purposive sampling which has limitation of not being able to generalize the population in two provinces, namely Special Region of Yogyakarta and East Java. This is also not ideal approach to evaluate the impact of GHRM on SCP and BP and the impact of SCOL on SCP and BP. Courier service SMEs in this study have not implemented GHRM in ideal manner so they are unable to conclude the results in a comprehensive and transparent manner.Managerial Implication: Companies need to consider aspects related to the courier service industry, namely digitalization of information and green innovation so their contribution can be seen in improving whole business performance. In addition, it is necessary to divide SMEs that have practiced GHRM and those that are not so they can make strategies and policies related to GHRM, SCP, BP and SCOL. It is also necessary to examine other aspects in improving the business sustainability of courier services, namely the complexity and service strategy orientation. SMEs who have more SCOL strategy will better implement GHRM practices associated with SCP and BP. This is important since competition in the courier service industry is getting tougher especially when faced with foreign competitors who already have global service standards.Theory Implication: This study contributes the theory enrichment of SCOL aspect in mediating the relationship pattern between SCP and BP. This study also provides theoretical contributions namely GHRM has no effect on SCP and BP and SCP does not mediate GHRM on BP.Originality/value: Study which examines the role of SCOL, especially when it is related to GHRM, SCP and BP is still limited in Asia. SME owners in the courier service industry rarely have good data integration in the system. The implementation of SC is starting from upstream to downstream processes so that SMEs need a well-planned and integrated SCOL in each work unit which ultimately have an impact on SCP and BP.

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Section: Discussioncontrasting

confidence: 76%

Section: H 1 Green Human Resource Management (Ghrm) Has a Significamentioning

confidence: 62%

A nexus between Green HRM (GHRM), Supply Chain Performance (SCP) and Business Performance (BP): The mediating role of Supply Chain Organizational Learning (SCOL)

Muafi

Kusumawati

2021

JIEM

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“…The literature has confirmed GHRM's role in acting on and emphasizing green supply chain practices, helping to enhance sustainable performance [48]. GHRM practices impact how successfully the SC and business operate, as claimed by Albahussain et al [49]. The results of this study demonstrate that human resource practices affect SCP and, consequently, business performance.…”

Section: Green Hrm and Green Scmsupporting

confidence: 72%

Modelling the Combined Effect of Green Leadership and Human Resource Management in Moving to Green Supply Chain Performance Enhancement in Saudi Arabia

Dahinine,

Laghouag,

Bensahel

et al. 2024

Sustainability

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Previous research has been limited in examining the causal relationship between green transformational leadership (GTL) and green supply chain management (GSCM), with the intermediary influence of green human resource management (GHRM), within the pharmaceutical sector of the Kingdom of Saudi Arabia (KSA). This gap persisted despite the recognition in Saudi Vision 2030 of logistics, specifically, supply chain management (SCM), as fundamental to the national development agenda, given that contemporary competitiveness lies in the efficacy of supply chains (SCs) rather than individual companies. Moreover, the achievement of economic progress hinges significantly on how well these accomplishments align with sustainability demands and obstacles. This paper aims to investigate the extent to which GTL fosters GRHM practices to enhance the maturity of GSCM performance in the pharmaceutical industry in the KSA. In other words, the research goal is to explain the variance of GSCM due to GHRM and GTL. Drawing upon the Resource-Based View (RBV) and the Ability–Motivation–Opportunity theory (AMO), GTL can enhance many aspects of GHRM, such as employee performance measurement, training content design, recruitment criteria, and green-based rewards policies, which positively influence GSCM practices. The methodology employed is deductive and translated into a questionnaire derived from a comprehensive review of the existing literature. This questionnaire was subsequently tested through the collection of 111 responses from pharmaceutical companies operating in the KSA. The results show the critical effects of GTL and GHRM on GSCM in this sector. The research provides fresh theoretical perspectives and actionable recommendations based on the outcomes. As for originality, this research explores the contribution of transformational leadership and green human resource management in enhancing SC sustainability. The research provides directions for future research to investigate the mediating or moderating impacts of other significant factors, such as green thinking or eco-friendly behaviour, on SCM sustainability. As for practical implications, this research came up with an in-depth understanding of SC managers and professionals regarding their practices related to sustainability.

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“…Sakka (2018) and Nejati et al (2017) have found results that HR practices can improve SC performance. This finding is also corroborated by Albahussain, Elgaraihy and Mobarak (2016) and Menon (2012) that SC performance is able to mediate HR practices and organizational performance. H1: Digital HRM influences organizational performance…”

Section: Digital Hrm and Sc Performancesupporting

confidence: 62%

“…Digital HRM turns out to be able to improve organizational performance (Halid et al, 2020;Varadaraj & Al-Wadi, 2021;Haque & Nishat, 2022;Jayabalan et al, 2021), where strategic decision making can be based on data (Thite, 2022;Lumi, 2020), can reduce errors, reduce waste, and can act more strategically, including being able to increase SC performance (Sakka, 2018;Nejati et al, 2017;Albahussain et al, 2016;Menon, 2012). Therefore, companies should be better able to follow up on this by making strategic decisions related to the flow of goods, information and funding from suppliers to final consumers, all of which require accuracy and thoroughness in terms of human resources based on digital HRM.…”

Section: Discussion and Implicationmentioning

confidence: 99%

Driving supply chain performance through digital HRM: The mediating role of green orientation and the moderating role of green innovation

Purwani Setyaningrum,

Muafi,

Purnamasari

et al. 2023

JIEM

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Design/Methodology: This study involved supply chain managers in manufacturing companies in DKI Jakarta and West Java Provinces, Indonesia. The reason is that these two provinces had many manufacturing companies and were two of the largest industrial cities in Southeast Asia. Based on the survey conducted, there were 160 questionnaires distributed. However, the data that meets the requirements is 145 and can be processed further. This study used the Structural Equation Model (SEM) analysis technique using Partial Least Square. Findings: This study has confirmed a number of findings including: (1) Digital HRM had a positive and significant influence on SC performance, (2) Digital HRM had a positive and significant influence on green orientation, (3) Green Orientation had no positive and significant influence on SC performance, (4) ) Green Orientation did not mediate the effect of Digital HRM on SC performance, (5) Green Innovation had a positive and significant influence on green orientation and Green Innovation did not moderate the influence of digital HRM on SC performance.Research Limitation/Implications: This study only focuses on the scope of Digital Human Resource Management (DHRM) on Supply Chain Performance (SCP). The mediating role of Green Orientation and the moderating role of Green Innovation in research findings did not have a significant contribution. The next study is expected to examine the concept of digital HRM which is not only oriented towards green orientation and green innovation in manufacturing companies. Other considerations are needed such as digital entrepreneurship, digital business and digital skills which are currently developing in the world and even in Indonesia. This is because Digital entrepreneurship, digital business and digital skills are one of the supporters of economic growth and company performance in a sustainable manner. Managerial Implication: This study is expected to be a reference for practitioners, especially in the field of Digital Human Resource Management (DHRM) on Supply Chain Performance (SCP). Furthermore, the concept of digital HRM by organizations can be used as an effective alternative in continuously improving SC performance in manufacturing companies in Indonesia. Theoretical Implication: The findings of this research provide a theoretical contribution related to the pattern of relationship between digital HRM and SC performance, although green orientation did not mediate the pattern of relationship between digital HRM and SC performance, likewise, green innovation did not mediate the pattern of relationship between digital HRM and SC performance. However, these two aspects can be an important focus in this research and must be considered for further research. Originality/Value: This study has originality because it examines the role of digital HRM on SC performance which is still very rarely researched especially when it is associated with the mediating role of green orientation and green innovation.

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Measuring the Impact of Human Resource Management Practices on Organizational Performance with the Mediating Role of Supply Chain Performance between Them in Saudi Industrial Large Organizations

Cited by 3 publications

References 0 publications

A nexus between Green HRM (GHRM), Supply Chain Performance (SCP) and Business Performance (BP): The mediating role of Supply Chain Organizational Learning (SCOL)

A nexus between Green HRM (GHRM), Supply Chain Performance (SCP) and Business Performance (BP): The mediating role of Supply Chain Organizational Learning (SCOL)

Modelling the Combined Effect of Green Leadership and Human Resource Management in Moving to Green Supply Chain Performance Enhancement in Saudi Arabia

Driving supply chain performance through digital HRM: The mediating role of green orientation and the moderating role of green innovation

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