View More View Less
  • 1 School of Economics and Management, Zhejiang Normal University, Jinhua, Zhejiang, China, No. 688, Shida ST. Wucheng District, Jinhua City 321004, Zhejiang, China
  • 2 The Ph. D Program in Strategy and Development of Emerging Industries, National Chi Nan University, No. 1, Daxue Rd., Puli Township, Nantou County 545, Taiwan, (R.O.C.)
  • 3 Chang Jung Christian University, Taiwan R.O.C., No. 1, Changda Rd. Gueiren District, Tainan City 71101, Taiwan, R.O.C.
Restricted access

Purchase article

USD  $25.00

1 year subscription (Individual Only)

USD  $700.00

Human resource is the major source of competitive advantages for an enterprise. Discussions aiming at the role of human resource in educational communities are progressing in past years. From the mobility of human resource in an organization, retaining human assets or reducing the mobility to the lowest are considered as the professional commitment of human resource and the direction for efforts. A new viewpoint about the role of human resource reveals that the role of human resource is to change social capital into the driving force of competitive advantages of an organization. It might affect the presentation of different roles of human resource in various corporate characteristics. For this reason, the effects of high-tech corporate characteristics on social capital and role of human resource management are discussed in this study.

Aiming at Kunshan High-tech Industrial Development Zone, the management and the employees in the manufacturers are distributed 1000 copies of questionnaires, and 683 valid copies are retrieved, with the retrieval rate 68%. The research results show 1. significantly positive effects of social capital on the role of human resource, 2. remarkably positive effects of corporate characteristics on social capital, and 3. notably positive effects of corporate characteristics on the role of human resource. It is expected to verify richer and more diverse effects for the reference of successive research and practice communities.

  • Al-bahussin, S.A. and El-garaihy, W.H. (2013). The impact of human resource management practices, organisational culture, organisational innovation and knowledge management organisational performance in large Saudi organisations: Structural equation modeling with conceptual framework. International Journal of Business and Management, 8(22), 119.

    • Search Google Scholar
    • Export Citation
  • Antony, J.P. and Bhattacharyya, S. (2010). Measuring organizational performance and organizational excellence of SMEs – Part 1: A conceptual framework. Measuring Business Excellence, 14(2), 311.

    • Search Google Scholar
    • Export Citation
  • Bagozzi, R.P., Baumgartner, H. and Pieters, R. (1998). Goal-directed emotions. Cognition and Emotion, 12, 116.

  • Cuieford, J.P. (1965). Fundamental Statistics in Psychology and Education (4th ed.). NY: McGraw-Hill.

  • Das, D. (2012). Effects of identity variables and job performance on employee intentions to leave: An empirical study in Indian call centers. International Journal of Management, 29(1), 368378.

    • Search Google Scholar
    • Export Citation
  • Dubrin, A.J. (2012). Leadership – Research Finding, Practices, and Skills (7th ed.) Boston, New York: Houghton Mifflin Company.

  • Einarsen, S., Hoel, H., Zapf, D. and Cooper, C.L. (2011). Bullying and Harassment in the Workplace: The Concept of Bullying and Harassment at Work. London (UK): Taylor & Francis, 339.

    • Search Google Scholar
    • Export Citation
  • Einarsen, S., Hoel, H., Zapf, D. and Cooper, C.L. (2011). Bullying and Harassment in the Workplace: Empirical findings on prevalence and risk groups of bullying in the workplace. London (UK): Taylor & Francis, 75105.

    • Search Google Scholar
    • Export Citation
  • Einarsen, S., Hoel, H., Zapf, D. and Cooper, C.L. (2011). Bullying and Harassment in the Workplace: Measuring exposure to workplace bullying. London (UK): Taylor & Francis, 149174.

    • Search Google Scholar
    • Export Citation
  • Einarsen, S., Hoel, H., Zapf, D. and Cooper, C.L. (2011). Bullying and Harassment in the Workplace: Organisational causes of workplace bullying. London (UK): Taylor & Francis, 227243.

    • Search Google Scholar
    • Export Citation
  • Frenkel, S., Restubog, S.L.D. and Bednall, T. C. (2012). How employee perceptions of HR policy and practice influence discretionary work effort and co-worker assistance: evidence from two organizations. International Journal of Human Resource Management, 23(20), 41934210.

    • Search Google Scholar
    • Export Citation
  • Gilbert, C., De Winne, S. and Sels, L. (2011). The influence of line managers and HR department on employees’ affective commitment. The International Journal of Human Resource Management, 22(8), 16181637.

    • Search Google Scholar
    • Export Citation
  • Hershcovis, M.S. (2010). Incivility, social undermining, bullying – oh my! A call to reconcile constructs within workplace aggression research. Journal of Organizational Behavior, 32, 121.

    • Search Google Scholar
    • Export Citation
  • HRBS (2014). HRBS RETAIL INDUSTRY Sharing Session & 2014 Survey Kick-offMeetingmarket Update. Asia-Pacific Industry and HR/C&B Update. Taipei, June 10, 2014. HRBS (HR Business Solutions) Company.

    • Search Google Scholar
    • Export Citation
  • Huang, S.P. (2014). A study on the relations among the human resource management system, organizational commitment and business performance. Acta Oeconomica, 64(Supplement 2), 275288.

    • Search Google Scholar
    • Export Citation
  • Kane, G.C. and Borgatti, S.P. (2011). Centrality-IS proficiency alignment and workgroup performance. MIS Quarterly, 35(4), 10631078.

    • Search Google Scholar
    • Export Citation
  • Kazlauskaite, R., Buciuniene, I. and Turauskas, L. (2012). Organizational and psychological empowerment in the HRM-performance linkage. Employee Relations, 34(2), 138158.

    • Search Google Scholar
    • Export Citation
  • Kerlinger, F.N. (1986). Foundations of Behavioral Research, 3rd ed. New York: Holt, Rinehart and Winston.

  • Khosravi, P., Rezvani, A. and Ahma, M.N. (2013). Does organizational identification lead to information system success? World Applied Sciences Journal, 21(3), 402408.

    • Search Google Scholar
    • Export Citation
  • Liu, H.C. (2014). Effects of human resource outsourcing on service innovation in public sectors. Acta Oeconomica, 64(Supplement 2), 1324.

    • Search Google Scholar
    • Export Citation
  • Máté, D. (2015). Impact of human capital on productivity growth in different labour-skilled branches . Acta Oeconomica, 65(1), 5167.

    • Search Google Scholar
    • Export Citation
  • McClean, E. and Collins, C.J. (2011). High-commitment HR practices, employee effort, and firm performance: Investigating the effects of HR practices across employee groups within professional services firms. Human Resource Management, 50(3), 341363.

    • Search Google Scholar
    • Export Citation
  • Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2010). Human Resource Management: Gaining a Competitive Advantage. McGraw-Hill, Irwin.

    • Search Google Scholar
    • Export Citation
  • Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright P.M. (2012). Fundamentals of Human Resource Management, 4th ed. The McGraw-Hill Companies.

    • Search Google Scholar
    • Export Citation
  • Rodriguez-Munoz, A., Moreno-Jimenez, B., Vergel, A.I.S. and Hernandez, E.G. (2010). Post-traumatic symptoms among victims of workplace bullying: Exploring gender differences and shattered assumptions. Journal of Applied Social Psychology, 40, 26162635.

    • Search Google Scholar
    • Export Citation
  • Ron Ashkenas (2014). Handling poor performance as soon as possible. Harvard Business Review, 2014, Summer.

  • SHARP (Safety & Health Assessment & Research for Prevention) (2011). Workplace Bullying and Disruptive Behavior: What Everyone Needs to Know. Report # 87-2 April, WA: Department of Labor & Industries.

    • Search Google Scholar
    • Export Citation
  • Snell, S. and Bohlander, G. (2012). Managing Human Resources (16th ed.) South-Western.

  • Stone, R.J. (1998). Human Resource Management. Wiley.

  • Walumbwa, F.O., Luthans, F., Avey, J.B. and Oke, A. (2011). Authentically leading groups: The mediating role of collective psychological capital and trust. Journal of Organizational Behavior, 32, 424.

    • Search Google Scholar
    • Export Citation
  • Yang, Y.C. (2012). High-involvement human resource practices, affective commitment, and organizational citizenship behaviors. The Service Industries Journal, 32(8), 12091227.

    • Search Google Scholar
    • Export Citation
  • Zheng, W., Yang, B. and McLean, G.N. (2010). Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management. Journal of Business Research, 63(7), 763771.

    • Search Google Scholar
    • Export Citation