High Performance Work Practice Research Articles

High Performance Work Practice (HPWP) Implementation at Pt. Sumoda Tama Berkah (“Mbok Darmi Milk”) In Bogor City, West Java

The community service program is the university's commitment to carry out the functions of the Tri Darma of Higher Education in an integrated manner with the functions of education and research. The mentoring program for improving management systems in SMEs, namely PT. Sumoda Tama Berkah, which has a business in the food and beverage industry with the Trademark "Susu Mbok Darmi," takes the theme Implementation of High Performance Work Practices (HPWPs), which aims to build a strong foundation on three pillars: 1) Practices to improve employee capabilities, such as training and skills development; 2) Practices to increase employee motivation, such as structuring reward systems, career development, and information sharing through improving organizational communication skills; and 3) Practices that give employees the opportunity to go the extra work, such as employee engagement and teamwork. The program is implemented through training using problem-based learning and experiential training methods, as well as through direct consultation, assistance and mentoring. Strengthening the "Outside-in" mindset in the concept of Human Resource Business Partners (HRBP) is very important to provide ways to find arguments for customers, namely "value propositions", so that every employee understands the importance of providing a excellent service. Through training in the fields of HR, operation management and supply chain, communication skill and excellent service, and managerial skills training, it is expected to be able to provide a strong foundation for practicing HPWPs, which ultimately aim to improve company performance and corporate sustainability.

The Impact Of High Work Performance Practices On Hospital Employee Performance: The Mediation Moderation Of Employee Engagement And Employee Extra Role

Purpose – This study aimed to determine the determinants of employee performance at Zainoel Abidin General Hospital, and how it affects the employee performance at this hospital. In addition, to find out whether the extra role can serve as a moderating variable on the influence of high-performance work practices on employee performance. Design/methodology/approach – The sampling technique used in this study is simple probability sampling. The sample count is 217, calculated using the Slovin formula with an error rate of 5%. Primary data collection is carried out using a 5-point questionnaire on the Likert scale and depth interview with several key informants information from the in-depth interview can also be used to support finding from quantitative analysis. It is processed using AMOS 26.0. Findings – There is a significant effect of high-performance work practices (HWP) on employee engagement and employee performance. The effect of employee engagement on employee performance is also significant. When compared between these two determinant variables and their effect on employee performance, the high-performance work practice (HWP) has a larger magnitude so that the impact on improving employee performance will be greater than employee involvement. The results of testing moderating hypotheses also show significant results. The employee's extra role can increase the magnitude of the influence of high-performance work practices on employee performance and employee involvement in employee performance. Limitations/research implications – Future research can develop a wider sample of hospital customers that is not only limited scope in one city but several cities within the Aceh province so that the findings will be more comprehensive. Originality/value – During this time, most strategic HWP research focused more on the manufacturing sector that cannot be generalized to the service sector because of its different characteristics. In this study, the author applied the concept of HWP to the service sector (health services in hospitals).

Research in Pesantren-based Higher Education: Exploring The Factors Improving Lecture's Research Performace

Integrating two different systems between higher education and pesantren (Islamic boarding schools), Pesantren-based Higher Education (PTBP) is alleged as an ideal Islamic higher education model considering its critical role in the process of integration-interconnection of science and Islamic teaching. Like other Islamic higher educations in Indonesia, PTBP represents poor organizational performance, particularly in research productivity and quality. Since research performance has the most considerable portion in the higher education performance evaluation both nationally and internationally, this study attempted to explore the factors that possibly improve lecturers' research performance at PTBP, categorized into the level of the individual, institutional and resource factors. This study involved 84 lecturers at 7 PTBP in Bogor, Indonesia, selected based on the stratified random sampling and voluntary sampling method. The collected data was analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS). The results showed that only research competence positively affected research performance at the individual level, but not for work motivation and time management. Research culture and academic leadership insignificantly affected research performance. However, only high-performance work practice (HPWP) at the institutional level positively affected research performance. Meanwhile, collaboration networks at the resource level positively affected research performance, but not for university research funding. The managerial implications are further discussed in this study.

The Effect of Access to Training and Development Opportunities, on Rates of Work Engagement, Within the U.S. Federal Workforce

This study aims to identify how the access to training and development opportunities influence rates of work engagement in the U.S. federal workforce. Organizations with high rates of work engagement tend to be happier and more efficient than those with lower rates of work engagement. Studies have evidenced that organizational and managerial characteristics can promote work engagement among employees. Through the lens of high-performance work systems and the job demands-resource theory, access to training and development is used as both a high-performance work practice and a job resource to explore its effect on work engagement. Data were drawn from the 2017 Federal Employee Viewpoint Survey, a nationally representative sample of U.S. federal employees. By employing ordinary least squares analyses, this study shows that there is a positive correlation between having access to training and development opportunities and higher rates of work engagement across the federal workforce.

Construct of Extensive Training: Towards an Instrument of Measuring it

Modern day’s organizations are facing fierce competitions and are in need of high-quality employees with high competencies. This has become a greater challenge for organizations. Recruitment and selection of a right talent is getting tougher, and tougher even there are many qualified. High performance work practices bring competitive advantage to such organizations. Extensive training is one such high performance work practice. This study aims to provide a working definition for extensive training. Extensive training is endowed with knowledge, skills and attitudes of employee continuously with the intention of covering a boarder scope without restricting to a one particular job. A scale to measure the construct of extensive training through conceptualization and operationalization is also provided as a part of the study. As a part of the study examples from the military context were also provided.

THE ROLE OF EMPLOYEE CREATIVITY AS A MEDIATOR BETWEEN HIGH-PERFORMANCE WORK PRACTICE, INNOVATIVE BEHAVIOR, AND SUSTAINABLE COMPETITIVE ADVANTAGE IN THE HOTEL INDUSTRY

This study aims to find if employee creativity has a significant impact as a mediator to High-performance work practice, innovative behavior, and sustainable competitive advantage in the Hotel industry during the pandemic. This study was conducted by conducting observations and surveys to Four Stars Hotels around the Jakarta area. Population and samples were taken from employees who work in the Four stars Hotel since the hotel was started operating again around December 2020. This research was conducted in a quantitative approach. The data collection instrument using a questionnaire with a sampling technique is purposive sampling. The analysis technique, namely path analysis using SMART PLS, is carried out to show whether employee creativity has an impact as a mediator to high-performance work practice, innovative behavior, and sustainable competitive advantage. The result shows that Employee creativity has an impact as a mediator to high-performance work practice, innovative behavior, and sustainable competitive advantage. Innovative behavior has no direct impact on sustainable competitive behavior.

Transmission mechanism of simmelian ties on the knowledge spiral – the conducive combination of a high-performance work practice and knowledge fermentation

PurposeThe purpose of this paper is to analyse how different strengths of simmelian ties affect knowledge spirals and investigate which major factors affect the influence of simmelian ties on knowledge spirals.Design/methodology/approachThe empirical data in this paper were collected through e-mail and interview questionnaires to R&D teams in high-tech manufacturing enterprises in China. The authors obtained 132 teams' valid responses. The interval decision-making trial and evaluation laboratory (interval DEMATEL) method, differential evolution (DE) algorithm and Bayesian structural equation modelling (BSEM) were employed to test the theoretical framework developed for this paper.FindingsThe results show that strong simmelian ties have positive associations with high-performance work practices (HPWPs). Meanwhile, weak simmelian ties have positive associations with HPWPs. Furthermore, HPWPs and knowledge fermentation play a conducive role in the relationship between simmelian ties and knowledge spirals.Originality/valueThis paper contributes in three ways. First, it extends research on the relational antecedents of knowledge spirals. Second, this paper extends the study of social capital related to knowledge spirals. Third, this paper elucidates less familiar factors relating HPWPs to knowledge fermentation by testing the mediating role of HPWPs in knowledge fermentation.

The Linkage of High Performance Work Practice, Job Satisfaction and Customer Orientation among Customer-contact Hotel Employees

The Linkage of High Performance Work Practice, Job Satisfaction and Customer Orientation among Customer-contact Hotel Employees

Healthcare relational coordination: a review on parameter selection for modified high performance work practices

Top 25 global supply chains emphasise the role of supply chain management professionals and the relational coordination (RC) as the vital element for success of supply chain collaboration. RC is essential for manufacturing and service supply chains and it is an invisible bonding element. Research findings suggest that the strength of RC ties among participants in a work that process depends on several parameters like quality, efficiency, and workforce engagement. Typically, healthcare service operations deal with humans and success of it depends on several care parameters that result in increased quality, improved clinical outcomes, shorter length of stay, and improved patient satisfaction. To address this query, a systematic literature review is done to identify the vital RC parameters. The Gittell's framework for healthcare coordination is modified as per Indian healthcare context. The outcome of this paper is parameter selection for RC and modified high performance work practice (MHPWP).

Healthcare relational coordination: a review on parameter selection for modified high performance work practices

Top 25 global supply chains emphasise the role of supply chain management professionals and the relational coordination (RC) as the vital element for success of supply chain collaboration. RC is essential for manufacturing and service supply chains and it is an invisible bonding element. Research findings suggest that the strength of RC ties among participants in a work that process depends on several parameters like quality, efficiency, and workforce engagement. Typically, healthcare service operations deal with humans and success of it depends on several care parameters that result in increased quality, improved clinical outcomes, shorter length of stay, and improved patient satisfaction. To address this query, a systematic literature review is done to identify the vital RC parameters. The Gittell's framework for healthcare coordination is modified as per Indian healthcare context. The outcome of this paper is parameter selection for RC and modified high performance work practice (MHPWP).

The impact of the organizational cultures on the job performance in the GCC companies

This paper summarizes the arguments and counterarguments within the scientific discussion on the issue the link between organizational cultures on the job performance in the Gulf Council countries companies. The main goal of the paper is to examine empirically the determinants of organizational cultures (structure, strategy, leadership, and high-performance work), and their impacts on job performance. The relevance of the decision of this scientific problem is that organizational cultures are a relevant problem for the companies in the Gulf Council countries. The Investigation of the topic of organizational cultures and the job performance in the paper is carried out in the following logical sequence: The methodological tool of this contribution tries to measure the effect of organizational cultures, structure, strategy, leadership, and high-performance work on job performance. The main purpose of the research is focused on the empirical approach justified by the use of the structural equations. The paper presents the results of an empirical analysis which showed that the effect of organizational cultures, structure, strategy, leadership, and high-performance work exerts positive relationships on job performance. The results found suggest that structure and strategy as indicators of organizational cultures, job performance with a high-performance work practice. The results showed a positive impact between the variables and implied that organizational cultures in the Gulf Council countries companies have a positive and significant relationship with job performance. The results confirm the existence of positive relationship as significant between structure, strategy and job performance in the Gulf Council countries companies. The research empirically confirms and theoretically proves that organizational cultures are significant relationships with job performance. The results of the research can be useful for the Gulf Council countries companies to promote the organizational cultures for good job performance. Keywords: organizational cultures, strategy, leadership, high-performance work, job performance.

High performance work practice implementation and employee impressions of line manager leadership

Human resource management (HRM) research has documented the importance of high performance work practices (HPWPs) to organizations, and recent efforts have argued for increasing attention to the role of line manager implementation of HPWPs. To date, research in this area has focused largely on the organizational or employee implications of HPWP implementation, ignoring the process through which implementation affects outcomes. In this article, we use theory on impression formation to describe the perceptual process through which line manager implementation of HPWPs facilitates the formation of different employee impressions of manager leadership styles. We argue that this process is contingent upon employee attributions of implementation intent, which are influenced by the interaction of employee affective and attributional tendencies with line manager implementation style (i.e., political skill). Our conceptualization of this process contributes to HRM research by demonstrating the benefits of integrating it with leadership theory, as well as identifying the role of interpersonal perceptual processes in the effects of HPWPs.

PENGARUH HIGH PERFORMANCE WORK PRACTICE (HPWP) TERHADAP JOB PERFORMANCE PADA FRONTLINER BANK

Generally High Performance Work Practice (HPWP) is a part of management human resources.The objectives of this research are getting and analyzing the effect of HPWPs with Job Satisfaction;HPWPs with Organizational Commitment; Job Satisfaction with Organizational Commitment;Job Satisfaction with Job Performance; and Organizational Commitment with Job Performance.The total of sample in this research is 100 respondents which are as Front liner BNI and Mandiri.The result of this research concluded that has effect between HPWPs with Job Satisfaction;there is no positive correlation between HPWPs with Organizational Commitment; there is positivecorrelation Job Satisfaction with Organizational Commitment; there is positive Job Satisfactionwith Job performance; there is positive correlation Organizational Commitment with JobPerformance.Keywords: HPWP, Job Performance, Frontliner Bank

High Performance Work Practice or Abusive Supervision: Where’s the Boundary?

As organizations move to adopt high performance work practices (HPWP), the onus falls on supervisors to do whatever it takes to maximize the productivity of their work teams. This, however, creates...

Promoting Work Motivation in Organizations

What are the best interventions that Work and Organizational Psychology offers today for promoting high work motivation in organizations? This paper seeks to answer this question in two steps. First, we briefly summarize the main findings from 26 meta-analyses concerned with traditional practices such as goal setting, feedback, work design, financial incentives, or training. These practices can improve both organizational performance and the well-being of organizational members. Second, we examine in more depth a new, increasingly important high performance work practice: Employee involvement in organizational leadership (EIOL). This approach is built on theories focusing on organizational participation, shared leadership, and organizational democracy. We also illustrate recently constructed measurement instruments for assessing these constructs. This synopsis leads us to the development of a new integrative, multilevel model of EIOL. The model includes several mediator (e.g., knowledge exchange) and moderator variables (e.g., self-leadership competencies of actors) that explain why and when this approach is effective. We conclude that future research should focus on cross-level interactions of different forms of organizational participation, shared leadership, and organizational democracy, and seek to identify the processes mediating their interplay.

Union impact on the effective adoption of High Performance Work Practices

This paper examines the literature and research on unions relevant to the effective adoption of High Performance Work Practices. It demonstrates that unions that have a cooperative relationship with management can play an important role in overcoming barriers to the effective adoption of practices that have been linked to organizational competitiveness through the development and application of human capital. In particular, unions have the unique advantage of delivering independent voice that cannot be substituted by management. Not only can unions make a contribution to organization competitiveness but they can also ensure that employees benefit from High Performance Work Practice adoption and in doing so secure their own relevance. The contribution that unions can make is inhibited by management and union's reluctance to engage in an integrative relationship and an institutional context that does not value unions. Organizations that want to capture the value that unions can add must move away from a pluralist model of autocratic management, hostile unions and adversarial industrial relations, beyond a unitarist model that sees no role for unions, to a cooperative partnership with unions that shares the gains of implementing High Performance Work Practices.

It's the system that matters

PurposeThis paper aims to highlight the importance of creating an effective work system.Design/methodology/approachThe paper shows the benefits of systematically incorporating good work practices.FindingsThe paper illustrated that a systematic work system can unify work efforts. Several different work systems are described within the text.Practical implicationsThe paper describes what is needed so everyone is knows “Who we are” and “Where we are going”.Originality/valueThis paper makes the case that it is more important to create a systematic approach to work than it is to implement any particular high performance work practice.

Talent Management as High Performance Work Practice: Emerging Strategic HRM Dimension

This study attempts to explore the use of Strategic Human Resource Management (SHRM), as a context for talent management practices in high performing work organizations. Following a multiple case embedded research design, we have investigated how the Talent Management System has been successfully implemented at five high performing well known organizations in the National Capital Region of India. Literature review highlights some testable propositions which the literal replication from the case studies support. Mapping of the Talent Management System is attempted in the case studies. Core issues emerging in the caselets and the linkage with high performance work practices are discussed therein. Implications drawing on the nomonological domain of talent management in HR practice and research are further addressed, in the current study.