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Moderating Effects of Human Resources Management Practices

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MODERATING EFFECTS OF HUMAN RESOURCES PRACTISES AND ENTREPRENEUR TRAINING OF INNOVATIONS AND SMALL MEDIUM FIRM PERFORMANCE
By : M. Mohd Rosli & Rosman Mahmood
(Univesity of Malaysia Kelantan & University of Technology Mara)

This study aims to address the questions of how HRM practices and entrepreneur training interact with innovation, which then affect SMF performance. To study was conducted to examine and investigate the direct relationship of ; (1) HRM practices (training & recognition), entrepreneur training, innovations and control variables (Firm Age and Firm Size) with the performance of SMF’s, and the
(2) Interacting effects of HRM Practices (training & recognition) and entrepreneur training on the relationship between innovation and SMF performance.

Two hundred eighty-four (284) organizations throughout Malaysia participated in the study. The major activity of the firm must be in the three industries that is food and beverage, textiles and clothing and wood-based products. The unit of analysis for this study is the owner or manager of the firm. The respondents were requested to fill up a self-administered questionnaire containing variable on company background, HRM practices and entrepreneur training, innovation and firm performance indicators.
Seven hypotheses has been developed to study the direct relationship of HRM practices, entrepreneur training, innovation and control variables with the performance of SMF’s and the interacting effects of HRM practices and entrepreneur training on the relationship between innovation and SMF’s performance
(H1a) The greater the emphasis of SMF’s on HRM practices in terms of employee training, the greater their overall performance
(H1b) The greater the emphasis of SMF’s on HRM practices in terms of employee recognition, the greater their overall performance
(H1c) The greater the

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