Browsing by Author "Mathushan, P."

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Human Resource Management as a Catalyst for Firm Innovation: A Bibliometric Review
(Faculty of Commerce and Management Studies, University of Kelaniya, 2021) Mathushan, P.; Gamage, A.S.
Growing competition owing to global-wide firm operations has urged firms to consistently force themselves in turning their organizational structures, systems, procedures, and techniques to something more modernistic and even better to reap sustainable competitive advantage. Innovation is of roust competitive strategy that permits firms to elevate growth, competitive position, which in turn achieve sustained competitive advantage. Further, the resource-based view of the firm claims that developing valuable, scarce resources and capabilities are the pivotal sources of sustainable competitive advantage. Literature shows that human resource management aids in developing organizational capabilities, a ‘proxy variable’ of competitive advantage. It can contribute to organizational capabilities insofar as it provokes and reinforces the set of role behaviors that create firm innovation. Innovation is being recognized as one of the organizational capabilities. However, the link between human resource management and innovation remains obscure and findings are heterogeneous. Thus, it warrants further investigations. The present study aims to analyze and synthesis the documents published in the Scopus database on human resource management and innovation. Bibliometric analysis was performed to discover the present trend of a research field, identify the principal authors, articles, and topics, and propose future research lines to develop it further. Based on the analysis seven compelling research clusters were identified and discussed.
Role of Big Data in Human Resource Management: A Review and Bibliometric Analysis
(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Mathushan, P.; Gamage, A. S.; Thero, V. W.
During the last decades, big data has been recognized as a salient enabler of human resource management performance. Although increasing academic attention on big data in human resource management has been generated, there is still a void in this research domain. Due to the increasing academic interest in big data in HRM, a thorough bibliometric analysis of the structure and development of this research topic is required. Correspondingly, classic narrative literature evaluations provide substantial contributions, notwithstanding inadequate to give an exhaustive overview of a particular research area. Consequently, scientific mapping, which garners bibliometric techniques to structure and develop a specific area graphically, is gaining salience. Thereby, the overriding aim of this research is to examine Scopus publications related to big data and human resource management. Bibliometric analysis was performed to explore the growing trends, global distribution, thematic evolution, influential articles, researchers, keywords, and dominating countries in big data and HRM. The cluster analysis results highlight the most important topics for current and future academics in the fields of HRM and AI. Emerged clusters include Cluster1: adoption of HR analytics; Cluster2: decision support systems; Cluster 3: dynamic capabilities; Cluster4: digital innovation; Cluster5: organizational ambidexterity; Cluster6: internet of things; Cluster 7: cloud computing. The result is intended to show academics and practitioners a state-of-the-art and comprehensive view of the diverse and multidimensional phenomena of big data and HRM research.
The Moderating Effect of Employee Well-Being between Employee Engagement and Firm Performance: Evidence from the Apparel Industry in Sri Lanka
(Faculty of Commerce and Management Studies, University of Kelaniya., 2022) Mathushan, P.; Kengatharan, N.
Owing to globalization and dynamic business environment, organizations quest for sustaining their business performance by crafting various compelling strategies. Recently, employee engagement and well-being have gained dramatic popularity among managers and practitioners as a salient strategy to augment firm performance. Notably, the research studies on the nexus among employee engagement, employee well-being and firm performance are still nascent, and past findings are obscure. Moreover, the studies that have been conducted in developed countries cannot be generalisable to the developing countries since the variables are subject to country culture specific nature. To fill the void left by the earlier studies, the present study is designed to investigate the moderating role of employee well-being on the relationship between employee engagement and firm performance based on the sampled from Sri Lankan apparel industry. Using the convenience sampling technique, data were marshalled through a self-reported questionnaire from 177 employees working in the apparel industry in Sri Lanka. The data were analyzed using SmartPLS. The study shows a significant positive relationship between employee engagement and firm performance. The study further reveals a moderating effect of employee well-being on the relationship between employee engagement and firm performance”. The study contributed to the fronters of extant HRM literature and provided many useful practical implications that have been discussed at the end of the paper. Importantly, the present study adds to the evolving debate on the critical role of employee engagement in enhancing firm performance through employee well-being.