Access the full text.
Sign up today, get DeepDyve free for 14 days.
Kuldeep Singh (2004)
Impact of HR practices on perceived firm performance in IndiaAsia Pacific Journal of Human Resources, 42
Md Miah, M. Wakabayashi, N. Takeuchi (2003)
Cross-cultural Comparisons of HRM Styles: Based on Japanese Companies, Japanese Subsidiaries in Bangladesh and Bangladesh Companies1Global Business Review, 4
Abbas Ali, Manton Gibbs, R. Camp (2000)
Human resource strategy : The ten commandments perspectiveInternational Journal of Sociology and Social Policy, 20
M. Hannan (1984)
Structural Inertia and Organizational ChangeThe Sociological Review, 49
Yau-De Wang, H. Niu (2010)
Multiple Roles of Human Resource Department in Building Organizational Competitiveness- Perspective of Role TheoryInternational Management Review, 6
D. Ulrich, James Dulebohn (2015)
Are we there yet? What's next for HR?Human Resource Management Review, 25
Shahzad Uddin, Jamal Choudhury (2008)
Rationality, traditionalism and the state of corporate governance mechanisms: Illustrations from a less-developed countryAccounting, Auditing & Accountability Journal, 21
Mary Devanna, C. Fombrun, N. Tichy, L. Warren (1982)
Strategic planning and human resource managementHuman Resource Management, 21
Ying Zhu, M. Warner, C. Rowley (2007)
Human resource management with ‘Asian’ characteristics: a hybrid people-management system in East AsiaThe International Journal of Human Resource Management, 18
Mark Ciavarella (2003)
The adoption of high-involvement practices and processes in emergent and developing firms: A descriptive and prescriptive approachHuman Resource Management, 42
R. Drazin, Robert Kazanjian (1990)
RESEARCH NOTES AND COMMUNICATIONS A REANALYSIS OF MILLER AND FRIESEN'S LIFE CYCLE DATA
Ingrid Bonn, A. Pettigrew (2009)
Towards a dynamic theory of boards: An organisational life cycle approachJournal of Management & Organization, 15
G. Bruton, C. Lau (2008)
Asian Management Research: Status Today and Future OutlookEmerging Markets: Economics eJournal
A. Al-Hamadi, P. Budhwar, H. Shipton (2007)
Management of human resources in OmanThe International Journal of Human Resource Management, 18
J. Paauwe, Paul Boselie (2005)
HRM and performance: What's next?Human Resource Management Journal, 15
John Campbell (2007)
Why would corporations behave in socially responsible ways? an institutional theory of corporate social responsibilityAcademy of Management Review, 32
Shamsud Chowdhury, Monowar Mahmood (2012)
Societal institutions and HRM practices: an analysis of four European multinational subsidiaries in BangladeshThe International Journal of Human Resource Management, 23
(2006)
Identifying and understanding HR competencies and their relationship to organisational practices
I. Osman, T. Ho, M. Galang (2011)
The relationship between human resource practices and firm performance: an empirical assessment of firms in MalaysiaBusiness Strategy Series, 12
C. Lengnick-Hall, M. Lengnick-Hall (1988)
Strategic Human Resources Management: A Review of the Literature and a Proposed TypologyAcademy of Management Review, 13
Jennie Sumelius, Adam Smale, Ingmar Björkman (2009)
The strategic role of HR in MNC subsidiaries in China between 1999 and 2006Chinese Management Studies, 3
C. Bortolon, S. Raffard (2015)
Self-reported psychotic-like experiences in individuals with obsessive-compulsive disorder versus schizophrenia patients: characteristics and moderation role of trait anxiety.Comprehensive psychiatry, 57
N. Absar, B. Nimalathasan, Monowar Mahmood (2012)
South Asian Journal of Global Business Research Emerald Article: HRM-market performance relationship: evidence from Bangladeshi organizations
H. Demsetz, Belén Villalonga (2001)
Ownership Structure and Corporate PerformanceCorporate
Ingmar Björkman, Xiucheng Fan (2002)
Human resource management and the performance of Western firms in ChinaThe International Journal of Human Resource Management, 13
David Sikora, G. Ferris (2014)
Strategic human resource practice implementation: The critical role of line managementHuman Resource Management Review, 24
Melissa Cardon (2003)
Contingent labor as an enabler of entrepreneurial growthHuman Resource Management, 42
Journal of Corporate Finance, 7
Ingmar Björkman, Adam Smale, Jennie Sumelius, Vesa Suutari, Yuan Lu (2008)
Changes in institutional context and MNC operations in China: Subsidiary HRM practices in 1996 versus 2006International Business Review, 17
J. Cunningham, Y. Debrah (1995)
Skills for managing human resources in a complex environment: the perceptions of human resource managers in SingaporeInternational Journal of Human Resource Management, 6
C. Long, W. Ismail (2011)
An analysis of the relationship between HR professionals' competencies and firms' performance in MalaysiaThe International Journal of Human Resource Management, 22
(2015)
Human resource competency conference 2016: 2016 HR competency model
P. Buller, Glenn Mcevoy (2012)
Strategy, human resource management and performance: Sharpening line of sightHuman Resource Management Review, 22
Jia He, F. Vijver (2012)
Bias and Equivalence in Cross-Cultural ResearchOnline Readings in Psychology and Culture, 2
P. Budhwar, Kamel Mellahi (2007)
Introduction: human resource management in the Middle EastThe International Journal of Human Resource Management, 18
C. Rowley, Johngseok Bae, S. Horak, Sabine Bacouel-Jentjens (2017)
Distinctiveness of human resource management in the Asia Pacific region: typologies and levelsThe International Journal of Human Resource Management, 28
D. Ulrich, Jon Younger, W. Brockbank (2008)
The twenty‐first‐century HR organizationHuman Resource Management, 47
Jyotsna Bhatnagar, Anuradha Sharma (2005)
The Indian perspective of strategic HR roles and organizational learning capabilityThe International Journal of Human Resource Management, 16
G. Hofstede, G. Hofstede, M. Minkov (1991)
Cultures and Organizations: Software of the Mind
P. Buller, N. Napier (1993)
Strategy and Human Resource Management Integration in Fast Growth Versus Other Mid‐sized Firms1British Journal of Management, 4
A. Hosking (2015)
SHRM HR Professional Competency Model under the spotlight : international waters - global masterclass, 2015
Bruce Kaufman (2016)
Globalization and convergence–divergence of HRM across nations: New measures, explanatory theory, and non-standard predictions from bringing in economicsHuman Resource Management Review, 26
Saba Colakoglu, Ying Hong, David Lepak (2010)
Models of Strategic Human Resource Management
D. Ulrich (2016)
HR at a crossroadsAsia Pacific Journal of Human Resources, 54
A. Mamman, Yudi Somantri (2014)
What role do HR practitioners play in developing countries: an exploratory study in an Indonesian organization undergoing major transformationThe International Journal of Human Resource Management, 25
F. Cooke, Debi Saini, Jue Wang (2014)
Talent management in China and India: A comparison of management perceptions and human resource practicesJournal of World Business, 49
A. Hayes (2015)
An Index and Test of Linear Moderated MediationMultivariate Behavioral Research, 50
G. Boyne (2002)
Public and Private Management: What's the Difference?Journal of Management Studies, 39
Xiaoyun Wang, N. Bruning, Siqing Peng (2007)
Western high-performance HR practices in China: a comparison among public-owned, private and foreign-invested enterprisesThe International Journal of Human Resource Management, 18
Human Resource Management: Critical Perspectives on Business and Management, 2
N. Schutte, N. Barkhuizen, L. Sluis (2015)
Exploring the current application of professional competencies in human resource management in the South African contextSa Journal of Human Resource Management, 13
E. Schein (1991)
Organisational culture and leadership
M. Porter (1985)
TECHNOLOGY AND COMPETITIVE ADVANTAGEJournal of Business Strategy, 5
A. Hayes, Jörg Matthes (2009)
Computational procedures for probing interactions in OLS and logistic regression: SPSS and SAS implementationsBehavior Research Methods, 41
Donald Lester, J. Parnell (2008)
Firm size and environmental scanning pursuits across organizational life cycle stagesJournal of Small Business and Enterprise Development, 15
A. Mamman, Khamis Kulaiby (2014)
Is Ulrich's model useful in understanding HR practitioners' roles in non-western developing countries? An exploratory investigation across private and public sector organizations in the Sultanate Kingdom of OmanThe International Journal of Human Resource Management, 25
Kaifeng Jiang, David Lepak, Jia Hu, J. Baer (2012)
How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating MechanismsAcademy of Management Journal, 55
Kamel Mellahi, P. Budhwar (2010)
Introduction: Islam and human resource managementPersonnel Review, 39
C. Fornell, D. Larcker (1981)
Structural Equation Models with Unobservable Variables and Measurement Error: Algebra and StatisticsJournal of Marketing Research, 18
International Journal of Human Resource Management, 18
Virginia Lewis, N. Churchill (1983)
The Five Stages of Small Business Growth
R. Schuler, S. Jackson (1989)
Determinants of Human Resource Management Priorities and Implications for Industrial RelationsJournal of Management, 15
Françoise Deist, J. Winterton (2005)
What Is Competence?Human Resource Development International, 8
D. Ulrich (1997)
MEASURING HUMAN RESOURCES: AN OVERVIEW OF PRACTICE AND A PRESCRIPTION FOR RESULTSHuman Resource Management, 36
S. Jacoby, E. Nason, Kazuro Saguchi (2005)
The Role of the Senior Hr Executive in Japan and the United States: Employment Relations, Corporate Governance, and ValuesWiley-Blackwell: Industrial Relations: A Journal of Economy & Society
L. Baird, I. Meshoulam (1988)
Managing Two Fits of Strategic Human Resource ManagementAcademy of Management Review, 13
Kamel Mellahi, J. Frynas (2003)
AN EXPLORATORY STUDY INTO THE APPLICABILITY OF WESTERN HRM PRACTICES IN DEVELOPING COUNTRIES: AN ALGERIAN CASE STUDYInternational Journal of Commerce and Management, 13
J. Paauwe, Paul Boselie (2003)
Challenging ‘strategic HRM’ and the relevance of the institutional settingHuman Resource Management Journal, 13
S. Jackson, R. Schuler, Kaifeng Jiang (2014)
An Aspirational Framework for Strategic Human Resource ManagementThe Academy of Management Annals, 8
D. Ralston, C. Egri, Liesl Riddle, A. Butt, Tevfik Dalgic, David Brock (2012)
Managerial values in the greater Middle East: Similarities and differences across seven countriesInternational Business Review, 21
W. Breed, B. Cohen (1964)
The Press and Foreign Policy.American Sociological Review, 29
C. Brewster, W. Mayrhofer, F. Cooke (2015)
Convergence, divergence and diffusion of HRM in emerging markets
F. Hoy (2006)
The Complicating Factor of Life Cycles in Corporate VenturingEntrepreneurship Theory and Practice, 30
D. Bowen, C. Galang, Rajnandini Pillai (2002)
The Role of Human Resource Management: An Exploratory Study of Cross‐Country VarianceAsia Pacific Journal of Human Resources, 40
M. Galang, I. Osman (2016)
HR managers in five countries: what do they do and why does it matter?The International Journal of Human Resource Management, 27
Po-Chien Chang, Shyh-Jer Chen (2011)
Crossing the level of employee's performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizationsThe International Journal of Human Resource Management, 22
A. Huque (2011)
Accountability and governance: strengthening extra‐bureaucratic mechanisms in BangladeshInternational Journal of Productivity and Performance Management, 60
Anastasia Katou, P. Budhwar, Habte Woldu, A. Al-Hamadi (2010)
Influence of ethical beliefs, national culture and institutions on preferences for HRM in OmanPersonnel Review, 39
Paul Boselie, J. Paauwe (2004)
Human Resource Function Competencies in European Companies
P. Wright, Benjamin Dunford, S. Snell (2001)
Human resources and the resource based view of the firmJournal of Management, 27
J. Delaney, Mark Huselid (1996)
The Impact of Human Resource Management Practices on Perceptions of Organizational PerformanceAcademy of Management Journal, 39
C. Zhu, B. Cooper, Helen Cieri, P. Dowling (2005)
A problematic transition to a strategic role: human resource management in industrial enterprises in ChinaThe International Journal of Human Resource Management, 16
P. Budhwar, Y. Debrah (2009)
Future research on human resource management systems in AsiaAsia Pacific Journal of Management, 26
James Combs, Yongmei Liu, A. Hall, D. Ketchen (2006)
HOW MUCH DO HIGH-PERFORMANCE WORK PRACTICES MATTER? A META-ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCEPersonnel Psychology, 59
C. Fornell, D. Larcker (1981)
Evaluating structural equation models with unobservable variables and measurement error.Journal of Marketing Research, 18
N. Bloom, R. Sadun, J. Reenen (2012)
Does management really work?Harvard business review, 90 11
C. Brewster, P. Sparrow, Guy Vernon (1995)
International Human Resource ManagementNHRD Network Journal, 2
Paul DiMaggio, W. Powell (1983)
THE IRON CAGE REVISITED:The New Economic Sociology
P. Budhwar, A. Varma, Charmi Patel (2016)
Convergence-divergence of HRM in the Asia-Pacific: context-specific analysis and future research agendaHuman Resource Management Review, 26
Boris Groysberg, M. Slind (2012)
Leadership is a conversation.Harvard business review, 90 6
H. Ngo, Chunfeng Jiang, Raymond Loi (2014)
Linking HRM competency to firm performance: an empirical investigation of Chinese firmsPersonnel Review, 43
Mark Huselid, S. Jackson, R. Schuler (1997)
Technical and Strategic Human Resource Management Effectiveness as Determinants of Firm PerformanceAcademy of Management Journal, 40
Monowar Mahmood, S. Akhter (2011)
International Briefing 24: Training and Development in BangladeshERN: Other Organizations & Markets: Personnel Management (Topic)
Sarah Jack, J. Hyman, F. Osborne (2006)
Small entrepreneurial ventures culture, change and the impact on HRM: A critical reviewHuman Resource Management Review, 16
P. Gooderham, Odd Nordhaug (2011)
One European model of HRM? Cranet empirical contributionsHuman Resource Management Review, 21
Jia He (2014)
Bias and Equivalence in Cross-Cultural Research
Human Resource Management, 41
M. Subramony (2009)
A meta‐analytic investigation of the relationship between HRM bundles and firm performanceHuman Resource Management, 48
Changgang Guo, Fengmei Zhang (2015)
Religion and social stability: China’s religious policies in the Age of ReformThird World Quarterly, 36
Abbas Ali, Abdullah Al-Owaihan (2008)
Islamic work ethic: a critical reviewCross Cultural Management: An International Journal, 15
A. Boroughs (2015)
Ulrich comes of age: what have 18 years of the Ulrich model done for HR?
S. Jackson, Randell Schuler (1995)
Understanding human resource management in the context of organizations and their environments.Annual review of psychology, 46
Paul Gerhart, T. Kochan, T. Barocci (1985)
Human resource management and industrial relations: Text, readings, and cases
S. Chau (2014)
RECONSIDERING THE LINK BETWEEN HUMAN RESOURCE MANAGEMENT AND FIRM STRATEGY FOR FIRMS AT THE BEGINNING AND END OF THE ORGANIZATIONAL LIFE CYCLE
Matthew Rutherford, P. Buller, P. McMullen (2003)
Human Resource Management Problems Over the Life Cycle of Small to Medium-sized FirmsHuman Resource Management, 42
(2016)
HRCS round 7: creating HR value from the outside-in
Hui Liu, Yong Fu, Xing Wang, Yingbo Fang (2014)
Empirical Analysis of the Relationship between HR Professionals’ Competency and Enterprise Performance
Li‐Qun Wei, Jun Liu, Yichi Zhang, R. Chiu (2008)
The role of corporate culture in the process of strategic human resource management: Evidence from Chinese enterprisesHuman Resource Management, 47
A. Belal (2007)
The Views of Corporate Managers on the Current State of, and Future Prospects for, Social Reporting in Bangladesh: An Engagement Based Study
S. Ketkar, P. Sett (2010)
Environmental dynamism, human resource flexibility, and firm performance: analysis of a multi-level causal modelThe International Journal of Human Resource Management, 21
Mizanur Rahman (2013)
A Comprehensive Relationship between Job Satisfaction and Turnover Intention of Private Commercial Bank Employees' in Bangladesh
S. Ketkar, P. Sett (2009)
HR flexibility and firm performance: analysis of a multi-level causal modelThe International Journal of Human Resource Management, 20
David Miller, P. Friesen (1984)
A Longitudinal Study of the Corporate Life CycleManagement Science, 30
(2013)
Bangladesh: seeking better employment condition for better socio-economic outcomes
M. Brookes, R. Croucher, Mark Fenton‐O'Creevy, P. Gooderham (2011)
Measuring competing explanations of human resource management practices through the Cranet survey: Cultural versus institutional explanationsHuman Resource Management Review, 21
The purpose of this paper is to examine the HR roles of Bangladesh HR professionals in the public and private firms in Bangladesh using Human Resource Competency Study (HRCS) model (2016). The impact of identified HR competencies on firm performance and moderation of this relationship concerning different stages of organisation life cycle (OLC) is also explored.Design/methodology/approachThis quantitative study uses the HRCS model (RBL, 2015) as its underpinning analytical framework, and explores the impact of identified HR competencies on firm performance and analyses whether this relationship is moderated by different OLC stages. The sample for this study consisted of 202 HR professionals from both public and private organisations in Bangladesh.FindingsResults confirmed that all the nine competencies of HRCS model were demonstrated by the HR professionals in Bangladesh. The “credible activist” competency achieved the top ranking and “paradox navigator competency” recorded the lowest. Minor variation in terms of levels of competencies was observed in the context of private and public firms. HR competencies positively impacted the firm performance and only the maturity and growth stages of a firm’s life cycle moderated this relationship.Originality/valueThere is a deficit of studies which have tested this relationship in terms of the moderating effects of OLC stages in the Asian developing country context. Focusing on this paucity of research concerning the transference of western human resource management models in developing economies and their resultant impact on firm performance, this is the first study set out to explore whether the most cited western HRCS model (RBL, 2015) is useful in understanding HR competencies in Bangladesh.
Evidence-based HRM a Global Forum for Empirical Scholarship – Emerald Publishing
Published: Aug 3, 2018
Keywords: Convergence/divergence of HR; HR competencies; HR in developing countries
Read and print from thousands of top scholarly journals.
Already have an account? Log in
Bookmark this article. You can see your Bookmarks on your DeepDyve Library.
To save an article, log in first, or sign up for a DeepDyve account if you don’t already have one.
Copy and paste the desired citation format or use the link below to download a file formatted for EndNote
Access the full text.
Sign up today, get DeepDyve free for 14 days.
All DeepDyve websites use cookies to improve your online experience. They were placed on your computer when you launched this website. You can change your cookie settings through your browser.