Computational and Decision Methods in Economics and Business by Unknown

Author:Unknown
Language: eng
Format: epub
ISBN: 9783030937874
Publisher: Springer International Publishing

5.3 Limitations and Future Investigations

Our study has several limitations which could lead to future researches. First, we focus on the moderating effect of SHRM, but we tested SHRM as a whole and not only the factors which have a direct influence on CE for innovative organizational performance. Therefore, future study could discuss which SHRM dimension plays a more specific moderating effect on the relationship between corporate entrepreneurship and organizational performance. Researchers in the field of human resources management did not give enough attention to these relationships.

The proposed framework represents a model that tries to contribute to the literature exploring the relationship among influence of SHRM, CE and innovation in the organization. For future researches this model can be completed with a model that tries to contribute to the literature through exploring the connections and relationships among human resource management practices, knowledge management, organizational innovation, organizational culture, and organizational performance between SHRM and innovate performance, investigating how firms preserve and continuously refine human capital and value to sustain competitive advantage and long-term success. Human Capital, which, could be as a determinant to understanding SHRM, employment practices and innovation results [136] since it represents the connections that exist between people and their shared values and behavioural norms to influence the innovative performance firms. These enable and encourage social cooperation and the generation of new knowledge for innovative processes.

Second, in our survey, we will send questionnaires to CEO, finance managers and HR managers. We could also send questionnaire to employees in future research.

Furthermore, we select 250 European technology-based firms as our sample because we think the development of CE is more advanced and developed in Europe. However, we cannot doubt that technology-based firms exist in other countries, China and Japan. Thus, future studies could use a cross-cultural approach to test the hypothesized model.

Besides, research about which, whether, how, and when about different types of employee-experienced SHRM systems jointly influence the innovative organization performance, would be necessary for determinate the human capital organisation influence.

Whereas, our research uses a cross-sectional design, in the future, we plan to use a longitudinal design to ovoid common variance. Although longitudinal studies are more informative about the nature of the relationship between CE and firm performance, they can be challenging to execute because of their resource intensiveness and complex nature and also because of the low follow-up response rate (between two time periods of data collection) caused by the usual time lag between introduction, implementation and impact of CE and firm performance and only allow researchers to suggest a possible causal inference.

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