DOES COMPETITIVE STRATEGY MODERATE THE LINKAGE BETWEEN HRM PRACTICES AND COMPANY PERFORMANCE

The purpose of this study is to examine the moderating role of competitive strategies (CS) in the relationship between HRM practices and company performance (CP). Although the existing literature adequately addresses HRM practices and CS, there is limited empirical evidence linking internal resource...

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Bibliographic Details
Published inManagement Vol. 28; no. 1; pp. 45 - 63
Main Authors Islami, Xhavit, Topuzovska Latkovikj, Marija, Drakulevski, Ljubomir, Borota Popovska, Mirjana
Format Journal Article Paper
LanguageEnglish
Published Split University of Split, Faculty of Economics 01.06.2023
Ekonomski fakultet Sveučilišta u Splitu
Ekonomski Fakultet Sveucilista u Splitu
Sveuciliste u Splitu
Sveučilište u Splitu, Ekonomski fakultet
Subjects
Business Economy / Management
Company performance
Compensation
Competition
Competitive advantage
Competitive strategies
Cost leadership strategy
Decision making
Differentiation
Differentiation strategy
Employees
HRM practices
Human resource management
Human resources management
Hypotheses
Leadership
Management and complex organizations
Manufacturing industry
Micro-Economics
Performance appraisal
Performance management
Socio-Economic Research
Strategic management
Teamwork
Training
Kosovo
North Macedonia
Competitive strategies
HRM practices
Differentiation strategy
Cost leadership strategy
Company performance
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Summary:The purpose of this study is to examine the moderating role of competitive strategies (CS) in the relationship between HRM practices and company performance (CP). Although the existing literature adequately addresses HRM practices and CS, there is limited empirical evidence linking internal resources and strategies with CP. Therefore, using the contingency approach, this study uncovers the role of CS in realizing the potential impact of HRM practices on CP. The data used to test, explore, and develop the moderating role of CS were collected from 157 manufacturing companies and analyzed using hierarchical linear regression. The results show a positive effect of HRM practices and CS on CP. The results also show that cost leadership strategy and differentiation strategy moderate the relationship between HRM practices and CP. The theoretical and managerial implications of these results are discussed.
Bibliography:303127
ISSN:1331-0194
1846-3363
DOI:10.30924/mjcmi.28.1.4