Journal of Economics and Business

ISSN 2615-3726 (Online)

ISSN 2621-5667 (Print)

Published: 28 December 2018

Impact of Human Resources Recruitment and Management of Process, Quality, Technology on Total Factor Productivity of Cooperative Industry

Nguyễn Duy Thành

Thang Long University

Download Full-Text Pdf



The objective of this research is to evaluate the impact of human resources recruitment and management of the process, manufacturing quality, and technology on outcomes of cooperative industry (total factor productivity (TFP) and revenue (R)). We link indicators of management and outcomes of management based on two sets of data: (i) annual business survey by General Statistic Office (GSO) and (ii) technological survey of cooperate industry in 2016 including 3.830 enterprises considered input and output variables of 4 management models. The results of the estimation show that general management and management of process and quality improvement management have a good impact on increasing revenue and TFP of enterprises. However, the human resources recruitment problem has not met the objective of increasing revenue and TFP of enterprises yet. The ability of management on both human and technological resources of the business on average has not been effective in encouraging revenue and TFP.


  • Abelson M. A., & Baysinger, B. D. (1984), “Optimal and dysfunctional turnover: Toward an or-ganizational-level mode," Academy of Management Review, 9: 331–341

  • Arnold H. J. & Feldman. D. C. (1982), “A muttivariate analysis of the determinants of turnover," Journal of Applied Psychology, 67: 350-360

  • Bailey, T. (1993), “Discretionary effort and the organization of work: Employee participation and work reform since Hawthorne," Working paper, Columbia University, New York

  • Barney J. (1991), "Firm Resources and Sustained Competitive Advantage," Journal of Management, 17: 99-120

  • Baysinger B. D., & Mobley. W. H. (1983), "Employee turnover: Individual and organizational analysis," In K. M, Rowland & G. R. Ferris (Eds.), Research in personnel and human resource management, vol 1: 269-319. Greenwich, CT: JAI Press

  • Begin J. P. (1991), "Strategic employment policy: An organizational systems perspective," Englewood Cliffs, Nf: Prentice-Hall

  • Boudreau J. W. 1991, Utility analysis in human resource management decisions. In M. D. Dunnette & L. M, Hough (Eds.l), Handbook of industrial and organizational psychology (2d ed.), vol. 2; 621-745. Palo Alto, CA: Consulting Psychologists Press

  • Butler J. E., Ferris G. R., Napier N. K. (1991), Strategy and human resources management, Cincinnati: South-Western

  • Cappelli. P & Singh H. (1992), "Integrating strategic human resources and strategic management," In D. Lewin, O. S. Mitchell, & P, Sherer (Eds.), Research Frontiers in industrial relations and human resources: 165-192. Madison, WI: Industrial Relations Research Association

  • Cotton J. L., & Tuttle J. M. (1986), "Employee turnover: A meta-analysis and review with implications for research," Academy of Management Review, 11: 55-70

  • Jackson S. E., Schuler R. S., Rivero J. C (1989), "Organizational characteristics as predictors of personnel practices," Personnel Psychology, 42: 727–786

  • Jones, G. R & Wright P. M. (1992), "An economic approach to conceptualizing the utility of human resource management practices," In K. Rowland & G. Ferris (Eds.), Research in personnel and human resources management, vol. 10: 271-299. Greenwich. GT: JAI Press

  • Kleiner M. M. (1990), The role of industrial relations in firm performance. In. A. Fossum &. Mattson (Ed.s.), Employee and labor relations: 4.23-4.43. Washington, DC: BNA Press

  • Mark A. Huselid (1995), “The impact of human resource management on turn over, productivity, and corporate finance performance," Academy of management journal, vol. 38 no. 3: 635-672

  • McEvoy G. M & Cascio W. F (1985), “Strategies for reducing employee turnover: A raeta-analysis," Journal of Applied Psychology, 70: 342-353

  • Porter M. E (1985), Competitive advantage: Creating and sustaining superior performance, New York: Free Press

  • Schuler, R. S (1992), "Strategic human resource management: Linking people with the needs of the business," Organizational Dynamics, 20: 19-32

  • Sheridan J. E (1992), "Organizational culture and employee retention," Academy of Management Journal, 35: 1036-1056

  • Wright P. M, McMahan G. C (1992), “Thereotical perspectives for strategic human resource management," Journal of management, 18 (2): 295 – 320.

About Us

The Asian Institute of Research is an online and open-access platform to publish recent research and articles of scholars worldwide. Founded in 2018 and based in Indonesia, the Institute serves as a platform for academics, educators, scholars, and students from Asia and around the world, to connect with one another. The Institute disseminates research that is proven or predicted to be of significant influence for the general public.

Contact Us

Please send all inquiries to the email:

Business Address:

5th Floor, Kavling 507, Fajar Graha Pena Tower, Jl. Urip Sumohardjo No.20, Makassar, Indonesia 90234

Copyright © 2018 The Asian Institute of Research. All rights reserved

Stay Connected

  • Instagram - Black Circle
  • Facebook - Black Circle
  • LinkedIn - Black Circle