Re-Engineering the Human Resource Strategies Amid and Post-Pandemic Crisis: Probing into the Moderated Mediation Model of the High-Performance Work Practices and Employee's Outcomes.

Ma Zhiqiang,Li Mingxing,Hira Salah Ud Din Khan,Muhammad Salman Chughtai

doi:10.3389/fpsyg.2021.710266

Abstract

By incorporating the conservation of resource theory, this study examines how high-performance work practices (HPWPs) affect the employee's in-role performance (EIRP) and employee's task performance (ETP) during the coronavirus disease 2019 (COVID-19) pandemic. Furthermore, this study investigates how organization-based self-esteem (OBSE) and positive psychological capital (PPC) affect the relationship between HPWPs and outcomes of employees such as EIRP and ETP. A quantitative technique based on the survey method was used to gather the primary data of the investigation. Two hundred and eleven bank employees working in different banks of Punjab and Pakistan participated in the survey process. The PROCESS-macro was used to test the relationship among the study constructs. Our results supported all the study hypotheses, however positive psychological capital did not moderate the indirect effect of high performance work practices on employee's task performance via organization based self-esteem. This study is the earliest of its kind that focuses on HPWPs and outcomes of employees amid the COVID-19 pandemic in a developing country like Pakistan. The findings of this study provide practical implications in the post and continuing pandemic situation for organizations to human resource management to redesign workforce strategies to increase their contribution and responses to realize organizational priorities. Although researchers have explored the topic in different sectors, scant studies have investigated the potential impact, barriers, and enabling mechanisms that function as a catalyst in HPWPs during the pandemic situation.

Highlights

Novel coronavirus disease 2019 (COVID-19) epidemic broke out in China (Wuhan) in December 2019 (Zhu et al, 2020), which was declared a pandemic by WHO in January 2020
This study focused on the supportive organizational mechanisms, such as organization-based self-esteem (OBSE), which can serve as a mediator between high-performance work practices (HPWPs) and employee’s in-role performance (EIRP) and employee’s task performance (ETP)
The objectives and manifold contribution of this study are as follows: first, this study investigates the direct influence of HPWPs on the outcomes of employees (i.e., EIRP and ETP)

Summary

INTRODUCTION

Novel coronavirus disease 2019 (COVID-19) epidemic broke out in China (Wuhan) in December 2019 (Zhu et al, 2020), which was declared a pandemic by WHO in January 2020. This situation leads to physical illnesses and affects the psychological health of employees (Zhu et al, 2020), especially in financial institutions These circumstances have adversely influenced the developing countries leading to massive economic crises due to increased downsizing by the private sector organizations; it developed uncertainty and job insecurity giving rise to intolerant and depressive behaviors (Godinic et al, 2020). We proposed that PPC can act as a moderating construct between HPWPs and OBSE relationship and the outcomes of employees (i.e., EIRP and ETP) in the COVID-19 epidemic situation (Kim, 2020).

MATERIALS AND METHODS

RESULTS

DISCUSSION

Limitations and Future

ETHICS STATEMENT