The Relationship between Human Resource Competency and Organizational Success of Private Hospitals in Thailand
Article Sidebar
Main Article Content
Abstract
The objective of this study is to examine the relationship among HR Competency and organizational success: An empirical investigation is conducted on 321 firms in Private Hospitals. Data is gathered from these firms, as samples in this study using a mail questionnaire as a research instrument. Data analysis includes descriptive statistics and multiple regression analysis for hypotheses testing1) HR delivery andHR technology positive effect employee engagementand stakeholder reliability 2) employee engagementand stakeholder reliabilityhas positive effect on organizational success and 3) employee engagementeffectiveness has positive effect on innovation establishment 4) innovation establishment effectiveness has positive effect on stakeholder reliability 5) innovation establishmenthas positive effect on stakeholder reliability 6)employee engagementhas positive effect on organizational success 7) stakeholder reliabilityhas positive effect on organizational success.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
1. All articles undergo a thorough with at least three reviewers evaluating their suitability within the respective field of study, during the double-blind review.
2. The views expressed by individual authors do not represent the official views of the Editorial Boards of RMUJ: The author of each articie is responsible for all its contents.
3. The Editorial Boards do not reserve the copyrights. but proper citations need to be made.
References
McClelland, D.C., (1975). A Competency model for human resource management specialists to be used in the delivery of the human resource management cycle. Boston: Mcber.
Sakda Siriphattrasophon and Parnthip Thanaphikhuptanon. (2011) “Relatioships Between Percieved Service Quality, Patient Satisfaction And Loyalty : A Case Of Private Hospital In Bangkok. KKU Res. J. (be), 10(2), 160-172.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), pp. 99-120.
Gratton, Linda and Sumantra, Ghoshal. (2003, February). Managing Personal Human Capital. European Management Journal, 21 (2) : 1-10.
Davenport, T.H. and Prusak, L. Working Knowledge: How Organizations Manage What They Know.Harvard Business School Press, Boston, MA, (1998). Management : anorganizational Capabilities perspective. Journal Management Information System,18(1), 185-214.
DeLong, D.W. & Fahey, L. (2000). Diagnosing Culture Barriers to Knowledge Management. The Academy of Management Executive, 14 (4), 113-127
Watkins,K.E.and Marsick,V.J. (1992). Building theLearning Organization: A New Rolefor Human Resource Developers. Studies in Continuing Education, 4(2).
Arunee Akewongtrakool, (2002). Relationships between personal factors, job involvement, organizational climate, and quality of work life of staff nurses, regional hospital and medical centers, southern region. Master of Nursing Science Thesis : Chulalongkorn University.
Wallapa Boonrod, (2009). Quality of Working Life: Perceptions of Professional Nurses at Phramongkutklao Hospital. Journal of the Medical Association of Thailand, 92(1), Suppl. 1.
Lawless, D.J. (1979). Organizational Behavior.2nd ed. New Jersey: Prentice-Hall,Inc.
