How Human Resource Management Practices Translate Into Sustainable Organizational Performance: The Mediating Role Of Product, Process And Knowledge Innovation

Figures & data

Figure 1 Proposed research model.

Note: Arrows indicate hypothesized positive relationship. Solid arrows suggest a direct relationship and dashed arrows suggest an indirect relationship in the model.

Table 2 Construct Reliability And Validity

Constructs	Alpha	rho_A	CR	AVE
Employee staffing (ES)	0.805	0.802	0.873	0.634
Staff development (SD)	0.717	0.714	0.826	0.545
Performance management (PM)	0.783	0.786	0.860	0.606
Compensation and benefit (CB)	0.810	0.822	0.875	0.636
Product innovation (PDIn)	0.766	0.769	0.851	0.588
Process innovation (PCIn)	0.843	0.853	0.895	0.681
Knowledge innovation (KIn)	0.917	0.921	0.942	0.802
Sustainable organizational performance (SOP)	0.791	0.792	0.878	0.706

Abbreviations: Alpha, Cronbach’s alpha; CR, composite reliability; AVE, average variance extracted.

Figure 2 Research methodology flowchart.

Table 1 Demographics

Measure	Item	Frequency	Percentage
Gender	Male	191	54.6
	Female	159	45.4
Working Experience	Less than five years	105	30
	5–10 years	136	38.9
	Above ten years	109	31.1
Position	Senior Managers	59	16.9
	Middle Managers	155	44.3
	Administrative Staff	136	38.9
Respondent Age	Less than 25 years	107	30.6
	25–34 years	110	31.4
	35–44 years	99	28.3
	Above 44 years	34	9.7
Education	Undergraduate	146	41.7
	Graduate	160	45.7
	Post Graduate	44	12.6
Banks	A	76	21.7
	B	66	18.9
	C	70	20
	D	67	19.1
	E	71	20.3

Table 3 Discriminant Validity Of Contructs

	CB	ES	KIn	PCIn	PDIn	PM	SD	SOP
CB	0.798
ES	0.331	0.796
Kin	0.392	0.44	0.895
PCIn	0.416	0.461	0.584	0.825
PDIn	0.407	0.534	0.48	0.597	0.767
PM	0.426	0.614	0.498	0.514	0.577	0.778
SD	0.424	0.39	0.433	0.414	0.524	0.553	0.738
SOP	0.449	0.517	0.568	0.579	0.596	0.637	0.462	0.84

Notes: Diagonal elements are the square root of AVE, whereas off-diagonal values are inter-construct correlations. The values appearing in bold indicate significance at 0.05 level.

Abbreviations: ES, employee staffing; SD, staff development; PM, performance management; CB, compensation and benefits; PDIn, product innovation; PCIn, process innovation; KIn, knowledge innovation; SOP, sustainable organizational performance.

Table 4 Path Model Results (direct Effect)

Hypothesis	Paths	Estimate	T-Values	P-Values
H1a-H1d	ES -> SOP	0.057	1.143	0.253
	SD -> SOP	0.000	0.008	0.994
	PM -> SOP	0.278	5.409	0.000
	CB -> SOP	0.098	2.416	0.016
H2a-H2c	ES -> PDIn	0.256	4.780	0.000
	ES -> PCIn	0.201	3.226	0.001
	ES -> KIn	0.183	2.941	0.003
H3a-H3c	SD -> PDIn	0.244	4.799	0.000
	SD -> PCIn	0.119	2.096	0.036
	SD -> KIn	0.169	2.736	0.006
H4a-H4c	PM -> PDIn	0.235	4.067	0.000
	PM -> PCIn	0.241	3.216	0.001
	PM -> KIn	0.222	2.828	0.005
H5a-H5c	CB -> PDIn	0.119	2.177	0.030
	CB -> PCIn	0.196	3.598	0.000
	CB -> KIn	0.165	2.837	0.005
H6a-H6c	PDIn -> SOP	0.179	3.163	0.002
	PCIn -> SOP	0.148	2.841	0.005
	KIn -> SOP	0.190	3.761	0.000
Control Variables
Experience -> SOP		−0.009	0.243	0.808
Gender -> SOP		0.062	1.675	0.094

Abbreviations: ES, employee staffing; SD, staff development; PM, performance management; CB, compensation and benefits; PDIn, product innovation; PCIn, process innovation; KIn, knowledge innovation; SOP, sustainable organizational performance.

Figure 3 Theoretical constructs with R² values.

Table 5 Indirect Effects

Relationship	Original Sample (O)	T-Values	P-Values	Upper	Lower
ES -> SOP	0.110	4.523	0.000	0.069	0.165
SD -> SOP	0.093	3.818	0.000	0.049	0.144
PM -> SOP	0.120	4.380	0.000	0.073	0.182
CB -> SOP	0.082	3.760	0.000	0.043	0.129

Abbreviations: ES, employee staffing; SD, staff development; PM, performance management; CB, compensation and benefits; SOP, sustainable organizational performance.