A breakthrough model to create sustainable individual competence

Sustainable individual competence (SIC) is an indicator to competitive in business. The low possessing of SIC is becoming interesting to highlight as it relates to the reluctance of individuals to invest in product and service innovation (R&D) that rarely provides returns in the future. Furthermore, in a dynamic and ever-changing business environment, new products and services can be easily imitated, especially by low-labor economies, for examples, China and India (Bashir & Verma, 2019). Therefore, individuals need breakthroughs to possess SIC to be more competitive. Several studies point out knowledge management (KM) as a precursor to SIC (Bashir & Verma, 2019). However, due to a lack of individual understanding in seeing the potential value proposition in business to external parties, the role of KM as a predictor of SIC is viewed as a not optimal solution (Anser et al. , 2020). Moreover, it considers that individuals still show a dearth of skill to convert tacit to explicit information for external parties (customers, givers, beneficiaries). Indeed, the existence of KM that integrates with business model innovation (BMI) will result in SIC (Bashir & Verma, 2019). The collaboration between KM and BMI will encourage the acquisition, conversion, dissemination, application, and reuse of knowledge, which simoultaneiusly with BMI will affect SIC. Rehman et al. , (2019) try to integrate innovative work behavior (IWB) into the relationship between green human resource management (GHRM) to BMI. Gede Riana et al. , (2020) mention that individuals that exhibit high IWB will have a propensity to achieve company targets beyond standards. It implies that IWBs tend to be a sign of reciprocity from individuals whose receives human resource management practices from the company. Furthermore, Rahman & Siswowiyanto, (2018) found facts about knowledge inertia (KI) in reducing learning and innovation abilities. The result shows that KI can hinder any progress toward innovation as individuals retain past knowledge and experience to solve today’s problems. The dimension of GHRM (staff placement, training, participatory decision making, evaluation, and performance-based rewards) are developed based on green business principles and practices (Ren et al. , 2018). GHRM contributes to performance of individuals results in increasing capabilities, motivation, opportunities, and innovation (Shahzad et al. , 2019). However, a study shows that most individuals do not disseminate knowledge and skills of green business in their business operations (Aboramadan, 2022). It implies that there is a dearth of strategic plans, costs, cultural changes, technological limitations, fluctuating profits, and business model innovation that need to address (Bekti Sunarharum et al. , 2018; Gede Riana et al. , 2020) Finally, this study attempts to address the research gaps from previous studies while offering an essential part of the GHRM theoretical framework for SIC. The following research gaps such as; first, the study proposes the integration model of KM and BMI towards SIC. Second, the study mainly emphasizes research of GHRM at the individual level, which was a rare to find in previous studies (Sanz-Valle & Jiménez-Jiménez, 2018). And lastly, the study focuses on examining the role of KI in moderating GHRM against IWB.