The Antecedent Effects of Human Resource Development Capability of Auto Parts Businesses in Thailand
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Published:
Nov 9, 2019
Keywords:
Human Resource Development Transformational Leadership Orientation Human Capital Policy Organizational Resource Readiness IT Capability Environmental Complexity Force
Main Article Content
Abstract
The purpose of this research is to investigate the effects of internal and external factors on human
resource development capability. Data were collected 128 from 618 auto parts businesses in Thailand
using questionnaire mail survey. The statistic techniques was analyzed by multiple regression analysis
employed to examine all hypotheses. The results indicate that transformational leadership orientation,
organizational resource readiness, information technology capability, and environmental complexity force
have significant influences on human resource development capability. Moreover, conclusion and suggestion
for future research will be discussed. Both theoretical and managerial contributions and limitation are
clearly provided.
Article Details
How to Cite
Khamphroh, A., Boonlua, S., & Peemanee, J. (2019). The Antecedent Effects of Human Resource Development Capability of Auto Parts Businesses in Thailand. JOURNAL OF SOUTHERN TECHNOLOGY, 12(2), 181–192. Retrieved from https://so04.tci-thaijo.org/index.php/journal_sct/article/view/130858
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Research Manuscript
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Authors must agree to the journal publication rules and allow the editors to edit the manuscripts for publication.
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Author’s right belongs to the author but Journal of Southern Technology holds the right of first publication and thus allow readers to use the article for the purpose of education but not commercial.
References
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Alagaraja, M., & Egan, T. (2013). The strategic value of HRD in lean strategy implementation. Human Resource Development Quarterly, 24(1), 1-27.
Ambrozová, E., Koleňák, J., & Pokorný, V. (2016). Connatural management approach to preparation and development of individuals in the business environment. Verslas: Teorija ir Praktika, 17(2), 81-88.
App, S., Merk, J., & Büttgen, M. (2012). Employer branding: sustainable HRM as a competitive advantage in the market for high-quality employees. Management Revue, 23(3), 262-278.
Armstrong, A., & Foley, P. (2003). Foundations for a learning organization: organization learning mechanisms. The Learning Organization, 10(2), 74-82.
Armstrong, J. S., & Overton, T. S. (1977). Estimating nonresponse bias in mail surveys. Journal of marketing research, 14(3), 396-402.
Ashill, N. J., & Jobber, D. (2014). The effects of the external environment on marketing decision-maker uncertainty. Journal of Marketing Management, 30(3-4), 268-294.
Atuahene-Gima, K., & Murray J. (2004). Antecedents and outcomes of marketing strategy comprehensiveness. Journal of Marketing, 68(4), 33-46.
Azadegan, A., Patel, P. C., Zangoueinezhad, A., & Linderman, K. (2013). The effect of environmental complexity and environmental dynamism on lean practices. Journal of Operations Management, 31(4), 193-212.
Bailey, M. (2011). Policy, professionalism, professionality and the development of HR practitioners in the UK. Journal of European Industrial Training, 35(5), 487-501.
Barling, J., Weber, T., & Kelloway, E. K. (1996). Effects of transformational leadership training on attitudinal and financial outcomes: A field experiment. Journal of Applied Psychology, 81(6), 827.
Bass, B. M., & Avolio, B. J. (1989). Potential biases in leadership measures: How prototypes, leniency, and general satisfaction relate to ratings and rankings of transformational and transactional leadership constructs. Educational and Psychological Measurement, 49(3), 509-527.
Boyd, B. K., & Fulk, J. (1996). Executive scanning and perceived uncertainty: A multidimensional model. Journal of Management, 22(1), 1-21.
Brand, M. J., & Croonen, E. P. (2010). Franchised and small, the most beautiful of all; HRM and performance in plural systems. Journal of Small Business Management, 48(4), 605-626.
Broderick, R., & Boudreau, J. W. (1991). The evolution of computer use in human resource management: Interviews with ten leaders. Human Resource Management, 30(4), 485-508.
Cannon, A. R., & John, C. H. S. (2007). Measuring environmental complexity a theoretical and empirical assessment. Organizational Research Methods, 10(2), 296-321.
Chapman, C. S. (2005). Not because they are new: Developing the contribution of enterprise resource planning systems to management control research. Accounting, Organizations and Society,30(7), 685-689.
Clarke, N. (2004). HRD and the challenges of assessing learning in the workplace. International Journal of Training and Development, 8(2), 140-156.
Couger, J. D., Davis, G. B., Dologite, D. G., Feinstein, D. L., Gorgone, J. T., Jenkins, A. M., & Valacich, J. S. (1995). IS’95: Guideline for undergraduate IS curriculum. MIS Quarterly, 341-359.
Coulter, M.K. (2002). Strategic Management in Action 2nd, New Jersey: Prentice Hall.Ehlen, C., van der Klink, M., Roentgen, U.,
Curfs, E., & Boshuizen, H. (2013). Knowledge productivity for sustainable innovation: social capital as HRD target. European Journal of Training and Development, 38(1/2), 54-74.
Garavan, T. N., Wilson, J. P., Cross, C., Carbery, R.,Sieben, I., de Grip, A., & McCracken, M. (2008). Mapping the context and practice of training, development and HRD in European call centres. Journal of European Industrial Training, 32(8/9), 612-728.
Garg, N. (2015). Readiness of india inc for modern hrm practices. IUP Journal of Organizational Behavior, 14(1), 58-76.
Hair, Jr. J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis: A Global Perspective. New Jersey: Prentice Hall.
Hamlin, B. (2002). In support of evidence-based management and research-informed HRD through HRD professional partnerships: an empirical and comparative study. Human Resource Development International, 5(4), 467-491.
Hassan, R. A., Fuwad, B. A., & Rauf, A. I. (2010). Pre-training motivation and the effectiveness of transformational leadership training: An experiment. Academy of Strategic Management Journal, 9(2), 1-8.
Hekelova, E., & Srdosova, K. (2009). Management of human resources in the automotive industry: Retrieved December, 1, 2016, from https://www.sjf.stuba.sk/docs/docs/casopis/ZVP2009/ 06_F. SP. Hekelova_Srdosova.pdf.
Huda, K. N., Anika, T. R., & Khaled, M. C. (2014).Strategic human resource development practices: An empirical study of steel manufacturing industries of Bangladesh. International Management Review, 10(2), 24-31.
Jain, R., & Gulati, S. (2016). HRD systems and organizational performance: Qualitative review of research. Journal of Institute of Public Enterprise, 39(1), 86-109.
Ji, L., Tang, G., Wang, X., Yan, M., & Liu, Z. (2012). Collectivistic-HRM, firm strategy and firm performance: An empirical test. The International Journal of Human Resource Management, 23(1), 190-203.
Kratzer, J., Gemünden, H. G., & Lettl, C. (2008). Balancing creativity and time efficiency in multiteam R&D projects: the alignment of formal and informal networks. R & D Management, 38(5), 538-549.
Mark, G., & Su, N. M. (2010). Making infrastructure visible for nomadic work. Pervasive and Mobile Computing, 6(3), 312-323.
Norton, T. A., Zacher, H., & Ashkanasy, N. M. (2014). Organizational sustainability policies and employee green behavior: The mediating role of work climate perceptions. Journal of Environmental Psychology, 38, 49-54.
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric Theor. (3rd ed.). New York: McGraw-Hill.
Pearce, C. L., Yoo, Y., & Alavi, M. (2004). Leadership, social work, and virtual teams. Improving Leadership in Nonprofit Organizations, edited by Ronald E. Riggio and Sarah Smith Orr, 180-199.
Pfeffer, J. (2000). The human equation: Building profits by putting people first. Human Resource Management Journal, 10(2), 91-96.
Radhakrishna, A., & Raju, R. S. (2015). A Study on the effect of human resource development on employment relations. IUP Journal of Management Research, 14(3), 28-42.
Raper, P., Ashton, D., Felstead, A., & Storey, J. (1997). Towards the learning organization? Explaining current trends in training practice
in the UK. International Journal of Training
and Development, 1(1), 9-21.
Ray, G., Barney, J. B., & Muhanna, W. A. (2004). Capabilities, business processes, and competitive advantage: choosing the dependent variable in empirical tests of the resourcebased view. Strategic Management Journal, 25(1), 23-37.
Schmitt, A., & Klarmer, P. (2015). From snapshot to continuity: A dynamic model of organizational adaptation to environmental changes. Scandinavian Journal of Management, 31(1), 3-13.
Snellen, I. T. M. (2012). Human resource management in the information age. Public Administration in the information- age: Revisited, 19(1), 252-280.
Sriboonlue, P., & Ussahawanitchakit, P. (2014). Strategic renewal capability and business success: Evidence from auto parts businesses in Thailand. Journal of International Finance and Economics, 14(2), 45-62.
Swanson, R. A. (2001). Human resource development and its underlying theory. Human Resource Development International, 4(3), 299-312.
Takeno, T., Okamoto, A., Uetake, T., & Sugawara, M. (2001). Collaboration of small and medium sized companies and business resources sharing. In Proceedings of 7th International Conference on Concurrent Enterprising, 27-29.
Thai Auto Parts Manufacturers Association. (2016). TAPMA’S Member: December 2016. Retrieved from https://www. thaiautoparts.or.th/index.php?op=member-index.
Tjepkema, S., & Wognuym, A. A. M. (1999). Human resource development in a corporate setting from an organizational point of view, in A. J. Visscher (ed.) Managing School toward High Performance, Lisse: Swets & Zritlinger, 245-287.
Turulja, L., & Bajgorić, N. (2016). Human Resources or information technology: What is more important for companies in the digital era?. Business Systems Research Journal, 7(1), 35-45.
Vermeeren, B. (2014). Variability in HRM implementation among line managers and its effect on performance: A 2-1-2 mediational multilevel approach. The International Journal of Human Resource Management, 25(22), 3039-3059.
Waldman, D. A., Ramirez, G. G., House, R. J., & Puranam, P. (2001). Does leadership matter? CEO leadership attributes and profitability under conditions of perceived environmental uncertainty. Academy of Management Journal, 44(1), 134-143.
Wallace, W. A., & Kreutzfeldt, R. W. (1991). Distinctive characteristics of entities with an internal audit department and the association of the quality of such departments with errors. Contemporary Accounting Research, 7(2), 485-512.
Wene, C. O. (2007). Technology learning systems as non-trivial machines. Kybernetes, 36(3/4), 348-363.
Wognum, A. A. M. (2001). Vertical integration of HRD policy within companies. Human Resource Development International, 4(3), 407-421.
Abdinnour-Helm, S., Lengnick-Hall, M. L., & Lengnick-Hall, C. A. (2003). Preimplementation attitudes and organizational readiness for implementing an enterprise resource planning system. European Journal of Operational Research, 146(2), 258-273.
Alagaraja, M., & Egan, T. (2013). The strategic value of HRD in lean strategy implementation. Human Resource Development Quarterly, 24(1), 1-27.
Ambrozová, E., Koleňák, J., & Pokorný, V. (2016). Connatural management approach to preparation and development of individuals in the business environment. Verslas: Teorija ir Praktika, 17(2), 81-88.
App, S., Merk, J., & Büttgen, M. (2012). Employer branding: sustainable HRM as a competitive advantage in the market for high-quality employees. Management Revue, 23(3), 262-278.
Armstrong, A., & Foley, P. (2003). Foundations for a learning organization: organization learning mechanisms. The Learning Organization, 10(2), 74-82.
Armstrong, J. S., & Overton, T. S. (1977). Estimating nonresponse bias in mail surveys. Journal of marketing research, 14(3), 396-402.
Ashill, N. J., & Jobber, D. (2014). The effects of the external environment on marketing decision-maker uncertainty. Journal of Marketing Management, 30(3-4), 268-294.
Atuahene-Gima, K., & Murray J. (2004). Antecedents and outcomes of marketing strategy comprehensiveness. Journal of Marketing, 68(4), 33-46.
Azadegan, A., Patel, P. C., Zangoueinezhad, A., & Linderman, K. (2013). The effect of environmental complexity and environmental dynamism on lean practices. Journal of Operations Management, 31(4), 193-212.
Bailey, M. (2011). Policy, professionalism, professionality and the development of HR practitioners in the UK. Journal of European Industrial Training, 35(5), 487-501.
Barling, J., Weber, T., & Kelloway, E. K. (1996). Effects of transformational leadership training on attitudinal and financial outcomes: A field experiment. Journal of Applied Psychology, 81(6), 827.
Bass, B. M., & Avolio, B. J. (1989). Potential biases in leadership measures: How prototypes, leniency, and general satisfaction relate to ratings and rankings of transformational and transactional leadership constructs. Educational and Psychological Measurement, 49(3), 509-527.
Boyd, B. K., & Fulk, J. (1996). Executive scanning and perceived uncertainty: A multidimensional model. Journal of Management, 22(1), 1-21.
Brand, M. J., & Croonen, E. P. (2010). Franchised and small, the most beautiful of all; HRM and performance in plural systems. Journal of Small Business Management, 48(4), 605-626.
Broderick, R., & Boudreau, J. W. (1991). The evolution of computer use in human resource management: Interviews with ten leaders. Human Resource Management, 30(4), 485-508.
Cannon, A. R., & John, C. H. S. (2007). Measuring environmental complexity a theoretical and empirical assessment. Organizational Research Methods, 10(2), 296-321.
Chapman, C. S. (2005). Not because they are new: Developing the contribution of enterprise resource planning systems to management control research. Accounting, Organizations and Society,30(7), 685-689.
Clarke, N. (2004). HRD and the challenges of assessing learning in the workplace. International Journal of Training and Development, 8(2), 140-156.
Couger, J. D., Davis, G. B., Dologite, D. G., Feinstein, D. L., Gorgone, J. T., Jenkins, A. M., & Valacich, J. S. (1995). IS’95: Guideline for undergraduate IS curriculum. MIS Quarterly, 341-359.
Coulter, M.K. (2002). Strategic Management in Action 2nd, New Jersey: Prentice Hall.Ehlen, C., van der Klink, M., Roentgen, U.,
Curfs, E., & Boshuizen, H. (2013). Knowledge productivity for sustainable innovation: social capital as HRD target. European Journal of Training and Development, 38(1/2), 54-74.
Garavan, T. N., Wilson, J. P., Cross, C., Carbery, R.,Sieben, I., de Grip, A., & McCracken, M. (2008). Mapping the context and practice of training, development and HRD in European call centres. Journal of European Industrial Training, 32(8/9), 612-728.
Garg, N. (2015). Readiness of india inc for modern hrm practices. IUP Journal of Organizational Behavior, 14(1), 58-76.
Hair, Jr. J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis: A Global Perspective. New Jersey: Prentice Hall.
Hamlin, B. (2002). In support of evidence-based management and research-informed HRD through HRD professional partnerships: an empirical and comparative study. Human Resource Development International, 5(4), 467-491.
Hassan, R. A., Fuwad, B. A., & Rauf, A. I. (2010). Pre-training motivation and the effectiveness of transformational leadership training: An experiment. Academy of Strategic Management Journal, 9(2), 1-8.
Hekelova, E., & Srdosova, K. (2009). Management of human resources in the automotive industry: Retrieved December, 1, 2016, from https://www.sjf.stuba.sk/docs/docs/casopis/ZVP2009/ 06_F. SP. Hekelova_Srdosova.pdf.
Huda, K. N., Anika, T. R., & Khaled, M. C. (2014).Strategic human resource development practices: An empirical study of steel manufacturing industries of Bangladesh. International Management Review, 10(2), 24-31.
Jain, R., & Gulati, S. (2016). HRD systems and organizational performance: Qualitative review of research. Journal of Institute of Public Enterprise, 39(1), 86-109.
Ji, L., Tang, G., Wang, X., Yan, M., & Liu, Z. (2012). Collectivistic-HRM, firm strategy and firm performance: An empirical test. The International Journal of Human Resource Management, 23(1), 190-203.
Kratzer, J., Gemünden, H. G., & Lettl, C. (2008). Balancing creativity and time efficiency in multiteam R&D projects: the alignment of formal and informal networks. R & D Management, 38(5), 538-549.
Mark, G., & Su, N. M. (2010). Making infrastructure visible for nomadic work. Pervasive and Mobile Computing, 6(3), 312-323.
Norton, T. A., Zacher, H., & Ashkanasy, N. M. (2014). Organizational sustainability policies and employee green behavior: The mediating role of work climate perceptions. Journal of Environmental Psychology, 38, 49-54.
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric Theor. (3rd ed.). New York: McGraw-Hill.
Pearce, C. L., Yoo, Y., & Alavi, M. (2004). Leadership, social work, and virtual teams. Improving Leadership in Nonprofit Organizations, edited by Ronald E. Riggio and Sarah Smith Orr, 180-199.
Pfeffer, J. (2000). The human equation: Building profits by putting people first. Human Resource Management Journal, 10(2), 91-96.
Radhakrishna, A., & Raju, R. S. (2015). A Study on the effect of human resource development on employment relations. IUP Journal of Management Research, 14(3), 28-42.
Raper, P., Ashton, D., Felstead, A., & Storey, J. (1997). Towards the learning organization? Explaining current trends in training practice
in the UK. International Journal of Training
and Development, 1(1), 9-21.
Ray, G., Barney, J. B., & Muhanna, W. A. (2004). Capabilities, business processes, and competitive advantage: choosing the dependent variable in empirical tests of the resourcebased view. Strategic Management Journal, 25(1), 23-37.
Schmitt, A., & Klarmer, P. (2015). From snapshot to continuity: A dynamic model of organizational adaptation to environmental changes. Scandinavian Journal of Management, 31(1), 3-13.
Snellen, I. T. M. (2012). Human resource management in the information age. Public Administration in the information- age: Revisited, 19(1), 252-280.
Sriboonlue, P., & Ussahawanitchakit, P. (2014). Strategic renewal capability and business success: Evidence from auto parts businesses in Thailand. Journal of International Finance and Economics, 14(2), 45-62.
Swanson, R. A. (2001). Human resource development and its underlying theory. Human Resource Development International, 4(3), 299-312.
Takeno, T., Okamoto, A., Uetake, T., & Sugawara, M. (2001). Collaboration of small and medium sized companies and business resources sharing. In Proceedings of 7th International Conference on Concurrent Enterprising, 27-29.
Thai Auto Parts Manufacturers Association. (2016). TAPMA’S Member: December 2016. Retrieved from https://www. thaiautoparts.or.th/index.php?op=member-index.
Tjepkema, S., & Wognuym, A. A. M. (1999). Human resource development in a corporate setting from an organizational point of view, in A. J. Visscher (ed.) Managing School toward High Performance, Lisse: Swets & Zritlinger, 245-287.
Turulja, L., & Bajgorić, N. (2016). Human Resources or information technology: What is more important for companies in the digital era?. Business Systems Research Journal, 7(1), 35-45.
Vermeeren, B. (2014). Variability in HRM implementation among line managers and its effect on performance: A 2-1-2 mediational multilevel approach. The International Journal of Human Resource Management, 25(22), 3039-3059.
Waldman, D. A., Ramirez, G. G., House, R. J., & Puranam, P. (2001). Does leadership matter? CEO leadership attributes and profitability under conditions of perceived environmental uncertainty. Academy of Management Journal, 44(1), 134-143.
Wallace, W. A., & Kreutzfeldt, R. W. (1991). Distinctive characteristics of entities with an internal audit department and the association of the quality of such departments with errors. Contemporary Accounting Research, 7(2), 485-512.
Wene, C. O. (2007). Technology learning systems as non-trivial machines. Kybernetes, 36(3/4), 348-363.
Wognum, A. A. M. (2001). Vertical integration of HRD policy within companies. Human Resource Development International, 4(3), 407-421.