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Abstract
The aim of this study is to determine the impact of strategic human capital management practices on innovation performance through middle management characteristics. Using a sample comprised three-hundred managers and human resource professionals from thirty industrial companies in Jordan, data were collected via a questionnaire established based on the literature. A total of three-hundred questionnaires were administered to sample members and two-hundred and sixty-three questionnaires were returned complete with a response rate of eighty eight percent. Analysing data by the aid of IBM SPSS and AMOS, the results revealed that strategic human capital management practices have significant effects on innovation performance and middle management characteristics. Middle management characteristics significantly exerted an effect on innovation performance. Therefore, it was revealed that middle management characteristics have no significant effect on innovation performance. On the basis of these results, the practical conclusion of the study accentuated the importance of middle managers in local industrial organizations who should gain a great attention as major facilitators of strategies implementation.
Keywords: strategic human capital management practices; innovation performance; middle management characteristics.
1.Introduction
One of the most principal topics discussed by authors in the context of strategic management is how organizations used their resources (Bendickson and Chandler, 2019; Al-Nady et al., 2013). Indistinguishably, a key resource of organizations is their human capital (Hitt and Duane, 2002). Human capital management has been found to play foremost role in improving the management of supply chains (Mira et al., 2019), achievement of sustainable competitive advantage (Mahdi et al., 2019), control system management (Widener, 2004) and organizational performance and success (Odden and Kelly, 2008; Gambardella et al., 2015; Al-Lozi et al., 2018; Al-Lozi et al, 2017). Therefore, organizations' engrossment in maximizing human capital impact was justified (Crook et al., 2011).
Strategic human capital has evolved as term combines both human resource management and strategy (Wright et al, 2014). Therefore, management practices of human capital should be aligned with the strategic goals of the organization. This type of alignment can be specified through the nature of those practices. By way of explanation, practices used by organizations to manage human capital should be reflected on the ultimate goal of strategic management. According to Buller and McEvoy (2012), all theories of strategic management admit organizational resources as...
