Abstract
Purpose - This paper aims to study the effect of HRM practices on the knowledge management process, focusing on HRM practices both in isolation and forming a knowledge-oriented HR system.Design/methodology/approach - After reviewing the relevant literature, the paper empirically analyzes the relationship between knowledge-oriented HR practices and the processes of knowledge acquisition, distribution, interpretation and storing, using a sample of 701 firms. Findings - Findings provide evidence of a positive relationship between the adoption of a knowledge-oriented HR system and each of the knowledge management processes, but also show that the HRM practices comprising that system have different effects on the knowledge management processesResearch limitations/implications - The main limitations of this paper are the cross-sectional design of the empirical research and the fact that data were collected from one source only.Practical implications - Findings can guide managers hoping to enhance the development of organizational knowledge. They show that HRM practices may foster all the knowledge management process when they are adopted jointly, as a system of consistent knowledge-oriented HRM practices. The paper also suggests some particular HRM practices that system should include. Originality/value - Although literature suggests that HRM can play a key role in knowledge management, little empirical research has explicitly examined the relationship between HRM and each of the knowledge management processes, what is the main purpose of this paper. In addition, this paper tries to define which practices should be included in a knowledge-oriented HR system.
Purpose - This paper aims to study the effect of HRM practices on the knowledge management process, focusing on HRM practices both in isolation and forming a knowledge-oriented HR system.Design/methodology/approach - After reviewing the relevant literature, the paper empirically analyzes the relationship between knowledge-oriented HR practices and the processes of knowledge acquisition, distribution, interpretation and storing, using a sample of 701 firms. Findings - Findings provide evidence of a positive relationship between the adoption of a knowledge-oriented HR system and each of the knowledge management processes, but also show that the HRM practices comprising that system have different effects on the knowledge management processesResearch limitations/implications - The main limitations of this paper are the cross-sectional design of the empirical research and the fact that data were collected from one source only.Practical implications - Findings can guide managers hoping to enhance the development of organizational knowledge. They show that HRM practices may foster all the knowledge management process when they are adopted jointly, as a system of consistent knowledge-oriented HRM practices. The paper also suggests some particular HRM practices that system should include. Originality/value - Although literature suggests that HRM can play a key role in knowledge management, little empirical research has explicitly examined the relationship between HRM and each of the knowledge management processes, what is the main purpose of this paper. In addition, this paper tries to define which practices should be included in a knowledge-oriented HR system.