Abstract
In spite of tremendous research on the relationship between HPWS and firm performance, a paucity of them has examined the antecedent of HPWS. Data were collected from CEOs and HRM managers from 311 firms including state-owned, private and foreign invested enterprises. Multiple regression analysis suggests that (1) firm characteristics (firm capital, firm age) and CEO’s education were positively associated with the adoption of Ability-Motivation-Opportunity bundles of HPWS, (2) HPWS were positively associated with firm performance, and (3) ownership style moderates the relationship between HPWS and firm performance in different manners. Theoretical and practical implications were discussed.
Highlights
High performance work system (HPWS) plays a critical role in promoting organizations’ competitive advantage and enhances their performance (Becker & Huselid, 1998; Bello-Pintado, 2015; Boxall & Macky, 2007; Delery & Shaw, 2001; Huselid & Becker, 1997; Joyti & Rani, 2017; Rabl, Jayasinghe, Gerhart, & Kühlmann, 2014)
While research attention has turned into exploring the mechanism through which HPWS improves firm performance referred to as the “black box”, few studies focused on the potential moderators of the relationship between HPWS and organizational outcomes
Self-administered questionnaires were e-mailed to 700 companies from the list of the enterprise database published by the Vietnam General Statistics Office (GSO)
Summary
High performance work system (HPWS) plays a critical role in promoting organizations’ competitive advantage and enhances their performance (Becker & Huselid, 1998; Bello-Pintado, 2015; Boxall & Macky, 2007; Delery & Shaw, 2001; Huselid & Becker, 1997; Joyti & Rani, 2017; Rabl, Jayasinghe, Gerhart, & Kühlmann, 2014). It can be hypothesized that: H5a: Controlling for Motivation and Opportunity enhancing practices, the positive impact of Ability enhancing practices on organizational outcomes will be stronger in FIEs than in SOEs and POEs. Previous research in Vietnam provided evidence for diversity among ownership forms regarding the application of performance management system. It is hypothesized that: H5b: Controlling for Opportunity and Ability enhancing practices, the positive impact of Motivation enhancing practices on organizational outcomes will be stronger in SOEs than in POEs and FIEs. Literature in Vietnamese context claimed that in the state-owned sector, close supervision with a great deal of direction was adopted by most managers to ensure that the work is finished (Quang & Vuong, 2002). It is hypothesized that: H5c: Controlling for Motivation and Ability enhancing practices, the positive impact of Opportunity enhancing practices on organizational outcomes will be stronger in SOEs than in POEs or FIEs
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