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All Journal International Journal of Supply Chain Management Jurnal Manajemen dan Kewirausahaan
Abdul Halim Abdul Majid
Universiti Utara Malaysia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Engineering Environmental Science Industrial & Manufacturing Engineering Transportation

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Withstanding the Effect of Industry 4.0: The Role of High Performance Work System and Management Philosophy Houcine Meddour; Iyanda Ismail Abdulssalaam; Abdul Halim Abdul Majid
International Journal of Supply Chain Management Vol 9, No 1 (2020): International Journal of Supply Chain Management (IJSCM)
Publisher : International Journal of Supply Chain Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (385.204 KB)

Abstract

Coping with challenges posed by the extant IR 4.0 demands that small businesses should provide ‘added-value’ services, and products, or high quality and innovative products and services which could be possible through strategic development of employees.  Drawing upon the findings of the extant literature, HPWS which is aligned with befitting management philosophy would help achieve enduring and enhanced performance culminated in provision of innovative goods and services. To offer context-based empirical insights on this issue, this study investigated the moderating role of management philosophy in the HPWS-performance nexus. The present study employed cross-sectional research approach in which data were collected from a sample of 518 of SME managers in Nigeria. Partial Least Squares Method (PLS) algorithm and bootstrapping technique were used to test the study’s hypotheses. Using product indicator approach, moderating effect of management philosophy was estimated. The findings signified a positive effect of HPWS on SME performance, and management philosophy was found to interact negatively with HPWS in enhancing performance. This result portrays presence of mismatch between managers’ philosophies and HPWS. Overall, the findings of the present study accentuate that HPWS which is aligned with befitting management philosophy would help achieve enduring and enhanced performance culminated in provision of innovative goods and services, with which the challenges posed by IR 4.0 will be withstood. Lastly, implications, limitations and suggestions for future research are discussed
GENERATIONAL DIVERSITY, PERSONAL ATTRIBUTES AND ORGANIZATIONAL COMMITMENT AMONG EMPLOYEES OF CORPORATE CONSULTANCIES Purani Verasamy; Abdul Halim Abdul Majid; Noor Asma Jamaluddin
Jurnal Manajemen dan Kewirausahaan Vol. 22 No. 1 (2020): MARCH 2020
Publisher : Management Study Program, Faculty of Business and Economics, Petra Christian University

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (513.067 KB) | DOI: 10.9744/jmk.22.1.65-72

Abstract

The main objective of this paper was to examine relationships of generational diversity, personal attributes (i.e., work values; attitudes and behavior; and interpersonal skills) on organizational commitment among employees of corporate consultancies. The research framework contained four independent variables which were generational diversity, work values, attitude and behavior, and interpersonal skills. Meanwhile the dependent variable was organizational commitment (i.e., affective, continuance and normative). The survey was conducted among employees of 15 corporate consultancies in Kuala Lumpur. A total of 436 questionnaires were distributed and 241 questionnaires were returned which represented a response rate of 55.27%. Statistical Package software for Social Science (SPSS) Version 24.0 was used to analyze the data. One-Way ANOVA and Pearson correlation coefficient were used to test the hypothesis. It was found that there was a significant difference among the three generations of workforce (i.e., Baby Boomers, generation X and generation Y) on organizational commitment (affective, continuance and normative). Further, the Pearson correlation coefficient revealed that there were significant relationships between work values, attitude and behavior, and interpersonal skills of the three generations (Baby Boomers, generation X and generation Y) towards organizational commitment (affective, continuance and normative).
Co-Authors Houcine Meddour Iyanda Ismail Abdulssalaam Noor Asma Jamaluddin Purani Verasamy