The role of knowledge development and internalization as a mediator between HRM practices and job performance among selected universities in Malaysia

Knowledge management is such a big umbrella concept of how knowledge is managed which crucial for companies and government agencies to improve their operations. As such knowledge is created, captured, developed, used, managed, transferred, shared, stored, preserved, replicated, and repurposed. This study explored the mediating role of Knowledge Development and Internalization (KDI) in the relationship between human resources management (HRMS) and job performance (JP) in Malaysian higher education They are the head of HR departments or HR officers or both and they are chosen because of their knowledge and experience working in a selected university in Malaysia. the sample size of this study consists of a total of 245 participants or 46.56 % out of 670 HR staff departments of the selected university in Malaysia. This study adopted a quantitative research approach and questionnaire was developed and used as a tool for this study, this research discussed the factors that affect the practice of managing human resources in Malaysia by managing knowledge and how it will improve employee performance well. In both theoretical and practical terms, this study is considered significant as this study will explore the practice of HRM and job performance with the mediating element of Knowledge Development and Internalization (KDI) are indirectly linked. The findings revealed that all five HRM practices positively and significantly influenced Knowledge Development and Internalization (KDI), which in turn had a strong positive impact on Job Performance. Furthermore, KDI was found to partially mediate the relationship between HRM practices and Job Performance. This study developed a comprehensive model that incorporates contingency approach theories and utilizes resource-based views theory to examine the relationship between HRM activities and job performance, with the mediation of knowledge-based dynamic capabilities (KDI). (RBV). This study contributed to the expanding literature in the field of HRM by testing the proposed effects of HRM on job performance with the mediating effect of (KDI) in the context of a developing country, in selected universities in Malaysia. From the practical point of view, this study offers practical benefits to practitioners by establishing a standard to be employed by universities for optimizing their HRM to obtain improved job performance by applying the mediation effect through (KDI). Hence, this research recommended an increased focus study on HRMs factors.