This study reports a recent survey of the current state of quality management implementation and practices in China with reference to the Malcolm Baldrige National Quality Award (MBNQA) criteria. Comparisons are made between firms in three different stages of the development of a quality system: firms that focus on inspection, statistical quality control, and total quality management. The resul...

The purpose of this empirical study is to evaluate the extent to which information security governance domain practices: strategic alignment, value delivery, resource management, risk management, and performance measurement relate to information security governance effectiveness. Random sampling technique was employed and data were collected via web survey from Ghanaian organizations. Employing...

Purpose: The objective of the study was to determine effect Strategic Human Resource Management Practices (SHRMPs) on performance public universities.
 Methodology: This essentially guided by Based Theory, as exemplified philosophical inclination positivist ontology. research used a descriptive design, in census approach. target population were all universities Kenya. Data collected from 3...

The potential for human resource management to enhance the competitiveness of U.S. life insurance companies has received little attention in the past. Our evidence suggests that U.S. life insurance firms give little attention to consciously aligning their human resource systems with the requirements of their competitive strategies. We also find evidence suggesting that care in preserving relati...

High performance work practices (HPWPs) are human resource management practices aimed at stimulating employee and organisational performance. The application of HPWPs is not widespread in small organisations. We examine whether the implementation of coherent bundles of HPWPs (aimed at employee ability, employee motivation or at the opportunity to perform) depends on the scarcity of resources, a...

In the past few decades, researchers have witnessed a paradigm shift in Human Resource Management-from individual performance to organizational outcomes with the role of Human resource (HR) managers becoming increasingly significant to the organization. In such a context, it is important to examine HR practices from a strategic perspective on the sustained competitive advantage (SCA) of the org...