This paper seeks to propose a conceptual structural equation model to investigate the relationships among human resource management (HRM), organizational learning (OL), knowledge management capability (KMC) and organizational performance (OP) and to demonstrate the direct and indirect effect of HRM on OP from the perspectives of KMC and OL.
An empirical study is conducted in financial training centers in Taiwan and the collected survey data are used to test the relationships among the four dimensions expressed in the proposed structural equation model.
The results show that HRM has a direct and significant impact on OL and KMC. HRM influences OP indirectly through OL and KMC. In addition, OL and KMC have direct and significant influences on OP.
Only data from Taiwan were collected. Therefore, the results may not be easily generalized to other areas or countries, but are useful for managers' reference, especially for those whose circumstances are similar to those in Taiwan.
The conceptual structural equation model provides useful information for managers to enhance OP through the adoption of appropriate HRM, OL and KMC policies.
The study demonstrates how HRM indirectly impacts OP and illustrates the paths of influence through either OL or KMC.
