High-performance Work Systems Research Articles

Analysing the effect of AMO framework on the employee's voice behaviour

PurposeThe paper is built upon the conceptual framework of ability, motivation and opportunity (AMO) to identify the effect of the high performance work system (HPWS) on the voice behaviour of the organisation.Design/methodology/approachThe human resource department of the steel plants was approached to facilitate the data collection. A standardised questionnaire was used to collect responses from 169 full-time employees working at different levels and departments in the steel plant in India. Partial least squares structural equation modeling (PLS-SEM) was used to validate and examine the model identifying the relationship of AMO enhancing practices with the voice behaviour in the organisation.FindingsAMO was found to affect voice behaviour in the organisation. The positive and significant effect of ability enhancement practices was examined on the acquiescent voice and the opportunity enhancing practices on the acquiescent and defensive voice in the organisation.Practical implicationsEven though the organisation has tried to improve the employee's ability through proper training and development efforts, the organisation still fails to develop confidence in the employee for giving the suggestion or opinions without hesitation. The research papers try to provide valuable suggestions to the human resource management (HRM) and other managers for improving the voice behaviour of the employees based on the current study that identifies the effect of AMO practices on the voice behaviour of the employees.Originality/valueFactors affecting voice behaviour are not yet extensively studied in the Indian context. The researcher examined the effect of HPWS, considering the AMO framework on the organisation's acquiescent voice, defensive voice, and prosocial voice behaviour.

The mediating role of employee ambidexterity in the relationship between high-performance work system and employee work performance: An empirical evidence from ethio-telecom

The mediating role of employee ambidexterity in the relationship between high-performance work system and employee work performance: An empirical evidence from ethio-telecom

The Influence of High-Performance Work Systems on the Innovation Performance of Knowledge Workers

In the era of a knowledge economy, how to build an effective incentive system and to motivate the creativity of knowledge workers is extremely important to the long-term future of high-tech enterprises. However, a performance incentive system based on material incentives widely constructed by managers not only is difficult to generate in the long term and a significant incentive effect for knowledge workers but also brings heavy economic burden to enterprises. This paper constructs a high-performance work system (HPWS) that includes three variables: career growth, career calling and inclusive leadership. This study also discusses its effects on the innovation performance of knowledge workers, and examines the role of the craftsman spirit in the above-mentioned influence relationships. Based on the valid sample data of 364 knowledge workers from 14 different high-tech enterprises, the hierarchical regression analysis and the bootstrap analysis are used to analyze the data and to verify the relationship between the above-mentioned variables. The results show that: (1) Career growth, career calling and inclusive leadership can significantly improve the innovation performance of knowledge workers. (2) The craftsman spirit plays the part of an intermediary role in the above-mentioned influence relationships. (3) Career calling, inclusive leadership and their interaction can positively regulate the relationship between career growth and the craftsman spirit. Compared with previous studies, the purpose of this paper is to build a cross-level incentive system for knowledge workers from the perspective of non-material incentives, which effectively makes up for the deficiencies of material incentive system. Furthermore, the conclusion of this paper also provides practical suggestions for managers to better integrate the limited resources of enterprises to meet the multi-level needs of knowledge workers and to improve their innovation performance to the maximum extent.

What do we know about High Performance Work Systems? A bibliometric summary of 30 years of research

What do we know about High Performance Work Systems? A bibliometric summary of 30 years of research

An Assessment of High-Performance Work System Theory towards Academic Development, Work Environment and Promotion in Higher Education: A Thailand and International Comparison

An Assessment of High-Performance Work System Theory towards Academic Development, Work Environment and Promotion in Higher Education: A Thailand and International Comparison

The influence of the fit between strategic human resource management and CEO strategic leadership behaviours on organizational effectiveness in China

ABSTRACT Strategic human resource management and strategic leadership are both important factors affecting organizational effectiveness. However, few studies have organically integrated their influences on organizational outcomes. Drawing on social information process theory, this study proposed a variety of relationships between high performance work system (HPWS) and CEO relationship-focused leadership behaviours on organizational outcomes including firm performance, organizational-level affective commitment and employee overall turnover rate (e.g. strengthening effect, weakening effect, and substitution effect). Based on a matched data from vice presidents, human resource managers and employees in 182 Chinese firms, this study found the above three relationships between HPWS and CEO relationship-focused leadership behaviours on organizational outcomes. Specifically, when HPWS and CEO relationship-focused leadership behaviours were both high, firm performance and organizational-level affective commitment were higher, and employee overall turnover rate was lower; the effects of HPWS on organizational outcomes would not be significant when CEO relationship-focused leadership behaviours was low; when HPWS was low but CEO relationship-focused leadership behaviours was high, employee overall turnover rate was highest. This study contributed to the understanding of the relationship between ‘system’ and ‘renqing’ in the context of Chinese enterprises, integrated the research on strategic leadership and strategic human resource management, and had important inferences for management practice.

The Impact of Innovative Human Resources Management Practices on Employee Behavior

This paper aims to define the aspects (practices) of innovative human resources management and identify the impact on such behavioral outcomes as employee engagement and organizational commitment at the workplace. Proposed practices for innovative human resources management are: idiosyncratic work arrangements, high performance work systems (HPWS), sustainable workplace, employee autonomy. Review of primary and secondary sources has shown that these variables are related to such positive organizational outcomes as workplace productivity, flexibility, level of innovativeness, resistance to internal and external threats. In addition, it was indicated that intensity of HPWS can lead to a workplace burnout in the long run and it is crucial to understand how HRM practices work and what we should expect. This paper gives an overview of abovementioned HRM practices and what impact they can make on employee behavioral outcomes.

The dynamic capability view in exploring the relationship between high-performance work systems and innovation performance

In this study, we develop and test a framework that theorizes how high-performance work systems (HPWS)—a set of interrelated HR practices—build dynamic capabilities (i.e. learning, integration, and reconfiguration capabilities), which in turn lead to innovation performance. We also hypothesize that organizations with a stronger innovation culture, where employees share a common understanding of the value and importance of innovation, will be better able to convert capabilities into innovation performance. We test our hypotheses using time-lagged, multisource data from 173 companies in the Iranian pharmaceutical industry, a knowledge-intensive, high-velocity environment highly dependent on HRs to innovate. Our results show that the relationship between HPWS and innovation performance is mediated by dynamic capabilities (DCs). Further, alongside finding support for the moderating effect of innovation culture in the relationship between DCs and innovation performance, we find that innovation culture moderates the indirect effect of HPWS on innovation performance via DCs such that innovation culture strengthens the mediated relationship. The theoretical and practical implications of our findings are discussed.

Reliability and Validity of the Korean Version of the High-Performance Work System Scale (HPWS-K).

The application of the concept of high-performance work system (HPWS) to nurses can improve the quality of nursing care by enhancing nurse supply and patient safety culture. This study aimed to test the validity and reliability of the Korean version of the HPWS Scale (HPWS-K) and verify its adequacy for measuring HPWS within the context of nurses working in Korean hospitals. Data analyses were performed by using data from 214 nurses engaged in patient care in Korean general hospitals with over 300 beds, with SPSS version 22.0 and AMOS version 26.0 software. The data collected were translated into Korean and the adapted Korean version was back-translated into English by bilingual nursing professionals. The content validity of the HPWS-K was tested by administering it to 10 participants, and the collected data underwent reliability and validity testing. In the exploratory factor analysis, the total variance explained was 49.97%, and the instrument’s reliability (Cronbach’s α) was 0.87. A one-factor confirmatory factor analysis showed an acceptable model fit. The results confirmed the feasibility of using the HPWS-K with Korean nurses, and its application in this context is expected to contribute to creating a safe and effective healthcare environment in Korea.

Perceived Strengths-Based Human Resource System and Thriving at Work: The Roles of General Self-Esteem and Emotional Exhaustion

Although extant literature has highlighted the importance of human resource system to thriving at work, we have yet to know whether perceived strengths-based human resource (HR) system has a significant relationship with employee thriving at work. Drawing upon conservation of resources theory, the current study sought to investigate the relationship of perceived strengths-based HR system with employee thriving at work and the mediating role of general self-esteem and the moderating role of emotional exhaustion in this relationship. Research data were gathered at three points in time from employees working in various organizations in China. Results of structural equation modeling analyses demonstrated that perceived strengths-based HR system is positively related to thriving at work even after controlling for perceived high performance work system, and general self-esteem partially mediates the positive relationship of perceived strengths-based HR system with thriving at work. In addition, emotional exhaustion negatively moderated the direct relationship of general self-esteem with thriving and the indirect relationship of perceived strengths-based HR system with thriving at work through general self-esteem. The current study is the first to empirically investigate the perceived strengths-based HR system and thriving at work linkage, which advances HR system and thriving at work theories and research.

Effects of high-performance work system on team ambidexterity in China: a dual path model based on emergence perspective

ABSTRACT Innovation is a collective endeavour with a duality of ‘exploration’ and ‘exploitation’. Balancing the paradox between the two is the key to improving team innovation performance. Based on emergence theory, we build a dual-path model linking high-performance work system (HPWS) and team ambidexterity. Using multi-source data of 338 employees nested in 57 work teams, we found a positive relationship between HPWS and team ambidexterity, which is mediated by team social capital and team psychological capital respectively. Moreover, team leadership support moderates the mediating effects of team social and psychological capital.

It’s worth it! High performance work systems for employee job satisfaction: The mediational role of burnout

This study aims to analyse the mechanisms through which high performance work systems (HPWSs) affect employee job satisfaction in hospitality firms. A sample of 202 hotel employees working on Gran Canaria (Spain) was surveyed, and partial least squares structural equation modelling was applied to analyse the data. The results confirmed both the direct positive effect of HPWSs on job satisfaction and the indirect effect through a reduction in burnout. This study provides the first evidence of burnout as a mediating mechanism in the so-called black box that relates HPWSs to employee outcomes in the context of tourism and hospitality, and it contributes to the field with important theoretical contributions, as well as managerial recommendations.

High-performance work systems in public service units: examining the social capital and ambidexterity as mediating process

PurposeThis study clarifies how intra-organizational social capital (IOSC) and unit-organizational ambidexterity (UOA), using resource-based view and dynamic capability theory, together support organizational value creation. While there is research in strategic human resource management (SHRM) exploring the role of resources and its uses, there remains limited understanding of how resources are linked and their effective utilization in the service sector. This study aims to examine the mediating process linking employee-experienced service-oriented high-performance work systems (SHPWS) experienced by employees and service performance by integrating IOSC and UOA.Design/methodology/approachThis study uses time lagged data from managers and employees of different branches of Chinese state-owned banks. To test the proposed hypotheses, path analysis was applied.FindingsThe path analysis results reveal that employee-experienced SHPWS is an important antecedent of service performance. Moreover, IOSC (as resources) and UOA (uses) strongly mediate the theorized relationship.Originality/valueThis study attempts to refine theory and practice with clearer, more insightful and coherent means to better understand and help unpack the ‘black box’ between SHPWS-performance relationships through a new linkage model.

High-Performance Work Systems, Thriving at Work, and Job Burnout among Nurses in Chinese Public Hospitals: The Role of Resilience at Work.

The overall purpose of this study is to explore and examine whether high-performance work systems (HPWS) can impact thriving at work and job burnout via resilience at work among nurses in Chinese public hospitals. Specifically, it draws on social exchange theory to conceptualize a positive relationship between HPWS and resilience at work. Then, based on a socially embedded model of thriving at work and knowledge about job burnout in the literature, it further proposes the differentiated mediation roles of resilience at work in the relationship of HPWS to thriving at work and job burnout. A time-lagged survey involving three rounds of data collection with self-reported online questionnaires was employed. A total of 160 nurses from 20 public hospitals in China were invited to participate in the research. Finally, a sample of 845 responses was obtained. The response rate was 52.8%. Multiple regression analyses were conducted to test the hypotheses. It was found that HPWS (time 1) positively impacted resilience at work (time 2). The results also demonstrated that HPWS (time1) enhanced thriving at work (time 3) and reduced job burnout (time 3) via developing resilience at work (time 2). To conclude, being resilient in the workplace is crucial for nurses to enhance thriving at work, and inhabit job burnout among nurses. HPWS is a valid management tool that can be used to cultivate a nurse’s resilience at work, which further reduces job burnout and enhance thriving at work.

Were Employee Welfare and Work Commitment Impacted by the High Performance Work System?

The High Performance Work System (HPWS) serves as a decisive tool that enables organizations to prioritize quality work. Despite this, instructors in both public and private higher education do not have a strong enough collective voice to influence its policies at the state and federal levels. This study focuses in particular on the instructors of Higher Education Institutions in Pakistan, to investigate the influence of the HPWS on Employee Welfare and Work Commitment in the context of COVID-19. Nineteen items on a 5.0-point Likert scale, with “1” denoting "Strongly Disagree" and “5” indicating "Strongly Agree" was included in a survey for this study that covers its three latent variables, i.e., HPWS, Work Commitment, and Employee's Welfare. 204 teaching professionals/instructors from higher educational institutions, both public and private, made up the study's participant pool. SmartPLS was used in the measurement and structural model analyzes with Confirmatory Factor Analysis and inter-construct correlation of this study. The study concluded that the HPWS has an implicit and substantial impact on Employee Welfare and determined that Work Commitment significantly mediates the association between HPWS and Employee Welfare. This study includes earlier research on HPWS with effective collaboration and opposing viewpoints. This study contributed to the existing literature novel by concentrating on the complexity of Employees' performance and their workplace environment. This study significantly implicates the HR strategists and managers that to enhance employee engagement with their jobs and duties and to improve employee welfare, academic and corporate institutions should have efficient HPWS implemented within their organizations.

Managing Affective Commitment to Change in Public Sector Organization of Pakistan: A Social Exchange Perspective

Literature on organizational development is well-stocked with researches advocating change as a universal remedy for organizational survival and success. However, the importance of eliciting positive employees’ response during change lacks attention. Considering the crucial role of managing employees’ positive change reactions in public sector organizations, the current study highlights the role of High Performance Work Systems (HPWS) in fostering affective commitment to change (ACTC) in culturally diverse employees’ along with its interlinking mechanisms. Based on Social Exchange perspective, we hypothesized that employees’ perceptions of the nature of exchange mediates the relationship between HPWS-Affective commitment to change. More specifically, we proposed a moderating mediation model outlining how individual’s cultural orientation might play a significant role in influencing the nature of exchange which in turn may predict the dynamics of HPWS-employees’ affective commitment to change relationship. A sample of 591 full-time employees from the largest public-sector bank of Pakistan undergoing Privatization were surveyed. The results reveal the positive impact of High performance work systems on affective commitment to change. Moreover, employees’ perceptions of social exchange mediate the positive relationship between HPWS and Affective CTC. However, this underpinning mechanism is stronger for employees scoring high collectivism and low power distance orientation and vice versa. The study contributes to the literature through examining the intermediatory mechanism and boundary conditions under which the positive impact of HPWS- Affective CTC might prove to be more effective. Finally, both practical and theoretical implications are discussed in the light of results obtained followed by future directions.

Understanding the Nexus of Human Resource Management and Financial Management: A Literature Review Perspective in Accounting

This study explores the nexus between Human Resource Management (HRM) and Financial Management (FM) within the domain of accounting, aiming to elucidate its implications for organizational performance and financial reporting. Employing a qualitative literature review methodology, the research systematically identifies, analyzes, and synthesizes relevant scholarly works to provide a comprehensive understanding of this integration. The study's objectives are to investigate the alignment of HRM practices with financial objectives, examine the implications for financial reporting and disclosure, and propose future research directions. Through systematic search strategies and data collection techniques, diverse perspectives, theories, and empirical findings are synthesized to develop a coherent narrative. The thematic analysis reveals significant insights: firstly, strategic alignment of HRM practices with financial objectives positively impacts organizational performance, as evidenced by studies on high-performance work systems and talent management. Secondly, the integration of HRM and FM extends beyond operational performance to influence financial reporting practices and governance mechanisms, as explored in research on human resource accounting and earnings management. Finally, the study identifies future research directions, emphasizing the need for longitudinal studies, interdisciplinary research, and exploration of ESG considerations. The findings contribute to scholarly understanding by highlighting the strategic importance of aligning HRM practices with financial objectives and implications for financial reporting. Keywords: Human Resource Management, Financial Management, Accounting, Organizational Performance, Financial Reporting.

Workplaces during the COVID-19 pandemic and beyond: insights from strategic human resource management in Mainland China

ABSTRACT We show the relevance of strategic human resource management (SHRM) to addressing the challenges the COVID-19 pandemic has posed to the workplace in the context of Mainland China. In particular, we discuss the insights of prevalent areas of SHRM for navigating the pandemic at the organizational and individual levels. We explore the contextual factors that have affected the relationship between human resource (HR) practices and work outcomes in organizations and the development of HR practices during the pandemic. Looking forward to a future with uncertainties and other possible crises, we discuss research directions for SHRM in the post-pandemic reality. These include resilience-oriented high-performance work systems (HPWSs), contextualized SHRM, and the horizontal fit of SHRM in the ‘new normal’.

Research on the Influential Path of High Performance Work System on Employees' Breakthrough Innovation Behavior

High performance work system is an enterprise work practice system based on the open innovation mode. It is an important driving force for the organization to carry out and implement knowledge search, actively acquire external knowledge, carry out knowledge diffusion, promote knowledge innovation and achieve breakthrough innovation. Under the national strategic goal of innovation-driven development, radical innovation is regarded as the core force for developing countries to realize leapfrog catch-up and transform from factor driven and investment driven to innovation-driven and knowledge-driven. For enterprises, breakthrough innovation is the key to achieve connotative growth. Therefore, this study explores the mechanism and influence path of high performance work system to promote employees' radical innovation behavior by constructing the structural equation model of high performance work system. The results show that high performance work system has a significant positive effect on employees' radical innovation behavior, and knowledge absorption and knowledge diffusion play a mediating role. Therefore, this study suggests that enterprises can stimulate employees' creative thinking and innovation ability by building a high performance work system, so as to achieve technological and knowledge breakthrough innovation and ensure sustainable development of enterprises.

High Performance Work Systems: An Interactive Variable of the Relationship Between The Characteristics of the Reconfigurable Manufacturing System and the Philosophy of Lean Manufacturing

The current research seeks to present a perception of the role of high performance work systems in achieving the relationship between the reconfigurable manufacturing system and the philosophy of lean manufacturing, and on this basis a hypothetical scheme was built that reflects the nature of the relationship between the research variables, The independent variable is represented by the reconfigurable manufacturing system, The dependent variable is represented by the Lean Manufacturing philosophy, while the interactive variable is represented by the high performance work systems, The research included a theoretical framework for its variables in light of a group of Arab and foreign sources related to its subject, The research also adopted a field framework to measure the nature of the relationship and the impact between the research variables, based on a questionnaire prepared for this purpose, The researchers chose the General Company for the Automotive Industry and Equipment / Babylon Battery Factory as a field for the current research, As for the research sample, it was represented by a sample of them that included (220) individuals from its administrative leadership and specialized technicians holding a bachelor’s degree, In light of the answers provided by the respondents, which were analyzed using the statistical software (SPSS V23), (AMOS 24), it was confirmed that there are direct and indirect correlations and effects between the research variable, On the basis of this, the research reached a set of conclusions indicating the presence of direct and indirect effects of the reconfigurable manufacturing system and high performance work systems in the Lean Manufacturing philosophy, A set of proposals was presented indicating the need for the manufacturing system in the factory