Organizational Change and Organizational Sustainability: The mediating effect of Innovative Human Capital

• I. A. Saadi ^[1] ; R Che Razak ^[1]
  1. [1] Universiti Malaysia Kelantan

     Universiti Malaysia Kelantan

     Malasia

     
• Localización: Opción: Revista de Ciencias Humanas y Sociales, ISSN 1012-1587, Nº. 89, 2019
• Idioma: inglés
• Títulos paralelos:
  • Cambio organizacional y sostenibilidad organizacional: el efecto mediador del capital humano innovador
• Enlaces
  • Texto completo (pdf)
• Resumen
  • español

    El propósito de este documento es examinar empíricamente las relaciones entre el cambio organizacional y la sostenibilidad organizacional con el efecto mediador del capital humano innovador entre las PYME manufacture-ras en la región de Kurdistán en Irak. Se lleva a cabo un cuestionario de encuesta distribuido utilizando un método autoadministrado entre 506 altos ejecutivos de las PYME. En consecuencia, 312 conjuntos de cuestionarios fueron recopilados y utilizados con éxito para el análisis. El modelo se probó utilizando el procedimiento de mínimos cuadrados parciales (PLS). Los resultados indican que el efecto del cambio organizacional en la sostenibili-dad organizacional. Sin embargo, dos de las tres dimensiones del cambio organizacional, como la valencia personal y el apoyo principal, no tienen un efecto significativo en la sostenibilidad organizacional. Se descubre que el capital humano innovador no juega un papel mediador en el efecto del cambio organizacional en la sostenibilidad organizacional.

  • English

    The purpose of this paper is to empirically examine the relationships between organizational change and organizational sustainability with the mediating effect of innovative human capital among manufacturing SMEs in the Kurdistan Region of Iraq. A survey questionnaire distributed utilizing a self-administered method is undertaken among 506 SMEs’ senior executi-ves. Consequently, 312 sets of questionnaires were successfully collected and used for the analysis. The model was tested using Partial Least Squares (PLS) procedure. Results indicate that organizational change effect on orga-nizational sustainability. However, two out of three dimensions of organiza-tional change such as personal valence and principal support have no signi-ficant effect on organizational sustainability. The innovative human capital is found does not play a mediating role in the effect of organizational change on organizational sustainability.

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