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dc.contributor.authorMalik, A.
dc.contributor.authorFroese, F.
dc.contributor.authorSharma, Piyush
dc.date.accessioned2019-02-19T04:16:18Z
dc.date.available2019-02-19T04:16:18Z
dc.date.created2019-02-19T03:58:08Z
dc.date.issued2019
dc.identifier.citationMalik, A. and Froese, F. and Sharma, P. 2019. Role of HRM in knowledge integration: Towards a conceptual framework. Journal of Business Research. 97: pp. 1-40.
dc.identifier.urihttp://hdl.handle.net/20.500.11937/74240
dc.identifier.doi10.1016/j.jbusres.2019.01.029
dc.description.abstract

Knowledge integration (KI) is a source of sustained competitive advantage for firms. This paper draws upon the knowledge-based view of the firm and ability-motivation-opportunity framework to develop a theoretical and empirical model showing the role of human resource management (HRM) practices in achieving KI. Findings suggest three ability-enhancing practices (training and development, focused hiring, and knowledge questioning values), four motivation-enhancing practices (project-specific performance, competency-based performance management, project-based information dissemination, and information and knowledge sharing forums) and five opportunity-enhancing practices (team working, information and knowledge sharing, verticalisation of business, geographical information and knowledge sharing, and structural change) that facilitate KI. The paper concludes with managerial implications, directions for future research and the study's limitations.

dc.publisherElsevier
dc.titleRole of HRM in knowledge integration: Towards a conceptual framework
dc.typeJournal Article
dcterms.source.volume97
dcterms.source.startPage1
dcterms.source.endPage40
dcterms.source.issn0148-2963
dcterms.source.titleJournal of Business Research
curtin.departmentSchool of Marketing
curtin.accessStatusFulltext not available
dc.date.embargoEnd2022-01-20


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