The effects of slack resource of R&D professionals on firm performance

evidence from traditional manufacturing firms in an emerging economy

Ying Zhang, Ji Li, Yanghong Hu (Corresponding Author), Wenwen Song, Wanxing Jiang, Wanling Ding

Research output: Contribution to journalArticle

Abstract

As an important component of organizational human resource slack (HR slack), the slack of research-and-development (R&D) professionals has been studied by several authors. However, it remains unclear whether and how this small component of general HR slack, i.e. the slack of research-and-development professionals (RHR slack), may affect overall firm performance in an emerging economy without much R&D tradition or pro-R&D institutions. Based on two organizational theories, i.e. institutional theory and the resource-based view of the firm (RBV), we propose competing hypotheses on the relationship between RHR slack and firms’ accounting performance. We also examine whether the relationship between RHR slack and firm performance should be linear or curvilinear. Finally, we also test the relationship between RHR slack and other dimensions of firm performance. Several interesting findings have been obtained. For instance, neither the perspective based on institutional theory nor that based on RBV can fully predict all types of RHR slack-performance relationships, be these relationships linear or curvilinear.
Original languageEnglish
JournalInternational Journal of Human Resource Management
Early online date9 Jan 2018
DOIs
Publication statusE-pub ahead of print - 9 Jan 2018

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Personnel
Resources
Firm performance
Manufacturing firms
Emerging economies

Keywords

  • R&D professionals
  • human resource
  • slack
  • void of institutions
  • firm performance

Cite this

@article{5c535c17c1f547ac97915ce779fe6d9d,
title = "The effects of slack resource of R&D professionals on firm performance: evidence from traditional manufacturing firms in an emerging economy",
abstract = "As an important component of organizational human resource slack (HR slack), the slack of research-and-development (R&D) professionals has been studied by several authors. However, it remains unclear whether and how this small component of general HR slack, i.e. the slack of research-and-development professionals (RHR slack), may affect overall firm performance in an emerging economy without much R&D tradition or pro-R&D institutions. Based on two organizational theories, i.e. institutional theory and the resource-based view of the firm (RBV), we propose competing hypotheses on the relationship between RHR slack and firms’ accounting performance. We also examine whether the relationship between RHR slack and firm performance should be linear or curvilinear. Finally, we also test the relationship between RHR slack and other dimensions of firm performance. Several interesting findings have been obtained. For instance, neither the perspective based on institutional theory nor that based on RBV can fully predict all types of RHR slack-performance relationships, be these relationships linear or curvilinear.",
keywords = "R&D professionals, human resource, slack, void of institutions, firm performance",
author = "Ying Zhang and Ji Li and Yanghong Hu and Wenwen Song and Wanxing Jiang and Wanling Ding",
note = "The authors gratefully acknowledge the support for this research from the National Natural Science Foundation of China (71402098) and Guangdong Department of Education Youth Innovative Talents Projects (2014WQNCX076).",
year = "2018",
month = "1",
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doi = "10.1080/09585192.2017.1416654",
language = "English",
journal = "International Journal of Human Resource Management",
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T1 - The effects of slack resource of R&D professionals on firm performance

T2 - evidence from traditional manufacturing firms in an emerging economy

AU - Zhang, Ying

AU - Li, Ji

AU - Hu, Yanghong

AU - Song, Wenwen

AU - Jiang, Wanxing

AU - Ding, Wanling

N1 - The authors gratefully acknowledge the support for this research from the National Natural Science Foundation of China (71402098) and Guangdong Department of Education Youth Innovative Talents Projects (2014WQNCX076).

PY - 2018/1/9

Y1 - 2018/1/9

N2 - As an important component of organizational human resource slack (HR slack), the slack of research-and-development (R&D) professionals has been studied by several authors. However, it remains unclear whether and how this small component of general HR slack, i.e. the slack of research-and-development professionals (RHR slack), may affect overall firm performance in an emerging economy without much R&D tradition or pro-R&D institutions. Based on two organizational theories, i.e. institutional theory and the resource-based view of the firm (RBV), we propose competing hypotheses on the relationship between RHR slack and firms’ accounting performance. We also examine whether the relationship between RHR slack and firm performance should be linear or curvilinear. Finally, we also test the relationship between RHR slack and other dimensions of firm performance. Several interesting findings have been obtained. For instance, neither the perspective based on institutional theory nor that based on RBV can fully predict all types of RHR slack-performance relationships, be these relationships linear or curvilinear.

AB - As an important component of organizational human resource slack (HR slack), the slack of research-and-development (R&D) professionals has been studied by several authors. However, it remains unclear whether and how this small component of general HR slack, i.e. the slack of research-and-development professionals (RHR slack), may affect overall firm performance in an emerging economy without much R&D tradition or pro-R&D institutions. Based on two organizational theories, i.e. institutional theory and the resource-based view of the firm (RBV), we propose competing hypotheses on the relationship between RHR slack and firms’ accounting performance. We also examine whether the relationship between RHR slack and firm performance should be linear or curvilinear. Finally, we also test the relationship between RHR slack and other dimensions of firm performance. Several interesting findings have been obtained. For instance, neither the perspective based on institutional theory nor that based on RBV can fully predict all types of RHR slack-performance relationships, be these relationships linear or curvilinear.

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