High-performance Work Systems Research Articles

Unlocking employee flourishing in the hospitality industry: role of high-performance work systems, psychological capital and work passion

PurposeThe present study investigates the relationship between high-performance work systems (HPWS) and employee flourishing-at-work (FAW) through psychological capital (PsyCap) and employee work passion (EWP).Design/methodology/approachA three-path serial mediation model was constructed to explore the proposed relationships. The hypotheses were empirically tested using SPSS 25 and AMOS 21.0. The study was conducted in India and included a total of 357 hotel employees as participants.FindingsThe study revealed that PsyCap and EWP were significant independent mediators between HPWS and FAW. Moreover, PsyCap and EWP were identified as serial mediators in the relationship between HPWS and FAW. Additionally, a direct relationship between HPWS and FAW was also found.Practical implicationsImplementing HPWS in hospitality organizations can foster PsyCap of the employees and foster EWP among their workforce. This approach not only increases the organization's competitive advantage but also enhances employees' holistic well-being, i.e. FAW.Originality/valueThis study marks a pioneering effort to establish a distinct relationship between HPWS and FAW. Moreover, the study introduces an innovative approach by employing EWP to delve into the influence of both HPWS and PsyCap on FAW.

The relationship between high-performance work system and knowledge sharing behavior via perceived organizational support: the moderating role of coaching leadership

The relationship between high-performance work system and knowledge sharing behavior via perceived organizational support: the moderating role of coaching leadership

High-performance work systems and organizational ambidexterity: the mediating role of knowledge management systems—evidence from the Egyptian public-telecommunication sector

PurposeThe purpose of this study is to examine the mediating role of the quality-based knowledge management systems (KMSs) in explaining the relationships between AMO-based high-performance work systems (HPWSs) and organizational ambidexterity (OA).Design/methodology/approachUsing cross-sectional survey, the authors collected data from 277 employees working at the Egyptian public-telecommunication sector and analyzed the hypothesized model using the partial least square structural equation modeling technique. Interviews were conducted with 39 key positions and mirrored against the quantitative data. The qualitative data were analyzed using the thematic analysis technique.FindingsThe authors found that the HPWSs dimensions (i.e., ability and opportunity-enhancing practices) explain the OA level. The HPWSs dimensions (i.e., ability, motivation, and opportunity-enhancing practices) have a significant positive effect on the KMSs quality. The KMSs (i.e., system, service, and information quality) have a significant positive effect on OA and mediate the relationship between HPWSs and OA.Originality/valueThis study is among the first to add significant information on how the quality-based KMSs (as mediator) explain the complex relationship between HPWSs dimensions and OA.Research limitations/implicationsLimited attention was paid to investigating the OA enablers. This study bridges the aforementioned research gap by providing in-depth explanations on how the working systems atmosphere emphasizing ability, motivation, and opportunity-enhancing practices alongside the quality-based KMSs enable OA.Practical/managerial implicationThe findings provide the decision makers in public-telecom sector with a clear guideline for achieving ambidexterity in turbulent business environment.

High-performance work systems and firm performance: the mediation effect of the quality of employee turnover

High-performance work systems and firm performance: the mediation effect of the quality of employee turnover

Work Practices Mediated By Motivation Enhancing Productivity and Performance of Airports Post-Privatization – An Empirical Evidence

Purpose: Airport privatisation is rapidly gaining ground, leading to a significant increase in research interest. Amid rapid airport privatisation, Indian airports offer a unique lens to study the impact of work practices on productivity and performance mediated by motivation.   Theoretical Framework: The study draws upon relevant theories including high-performance work systems (HPWS) and motivation theories impacting productivity and performance.   Method: This study investigates the detailed thematic analysis and self-administered surveys (Likert scale) collected from 50 professionals in 9 major Public-Private Partnership (PPP or 3Ps) airports in India on various aspects of work practices which includes work design, digitisation, and flexibility, with motivation mediating productivity and performance including effectiveness, efficiency, and quality outcomes. Their reliability and validity were analysed using Cronbach's alpha, Pearson correlation, and Mediating analysis using Process 4.2. Purposive sampling is employed in this study.   Result: The study finds a positive impact of work practices on employee productivity and performance through motivation. Importantly, it reveals motivation as a key mediator, offering valuable insights for aviation professionals. The analysis confirms model accuracy by representing strong prediction and regression value alignment.

High-Performance Work Systems in Service Industries: A Bibliometric and Thematic Analysis

The imperative need of this hour is to measure the influence of high-performance work system (HPWS) research and comprehend its patterns as HPWS became more prevalent in service- oriented businesses. Underscoring this, authors aim to shed light on the publication trends and set the future research schema in the arena of HPWS with special reference to the service sector context. The study adopts a bibliometric approach as authors intend to identify and analyse the research breadth of HPWS research in the service context across the world, so that a statistical and analytical comprehensive overview of the research and suggestions for future directions can be provided. A portfolio of 262 articles was extracted from the Scopus database and various bibliometric techniques were used to analyse the collected research articles using “R” programming with biblioshiny web interface. The bibliometric results revealed the dynamics of research trends in HPWS service context studies, the most influential publications, authors, sources, the most productive countries, and affiliations. The citation analysis revealed the most cited scientific publications, and the countries from which most citations were received. Likewise, the thematic analysis revealed the underlying themes and patterns of HPWS service context studies that emerged with time. In such ways, this study contributes to the literature by depicting the intellectual landscape of HPWS research in the service context, that will be useful to the researchers, academicians, practitioners, policy makers and funding agencies.

High Performance Work Systems and its Relation to Safety Climate and Nurses’ Thriving at Work

High Performance Work Systems and its Relation to Safety Climate and Nurses’ Thriving at Work

Exploring Relationship of High-performance Work System with Knowledge Workers' Work engagement through Indirect and Indirect Effects

This research work was undertaken to examine how the implementation of a high-performance work system (HPWS) affected the level of work engagement in Indian knowledge workers by observing the both direct and indirect effects. Research was carried out involving 202 knowledge workers from India. The study employed an online survey to gather information from the participants, and the data was obtained through a structured questionnaire. According to the study's findings, Indian knowledge workers recognized and valued the advantages of an HPWS (High Performance Work System) that embraced employees’ participation in important decisions, receive ongoing training and development, access pertinent information and knowledge, and have access to a well-structured performance evaluation system. Furthermore, the study demonstrated that Indian knowledge workers also acknowledged their level of engagement in their work, indicating a willingness to take on challenges, voluntarily assist colleagues and supervisors, and fully engage with their tasks. In general, HPWS reported for 35 per cent of the variability in job engagement and exhibited a positive connection with work assignment. The study's findings also showed that HPWS reported for 31 per cent of the alteration in psychological contract fulfillment, 22 per cent of the variance in workers' perceived organizational support in terms of resources, and 33 per cent of the variance in organizational identity among Indian knowledge workers. Notably, constructs like ‘psychological contract fulfillment,’ ‘organizational identity’ and ‘perception of job resources’ influenced the Indian knowledge workers’ ‘work engagement.’ Also, findings showed that in the context of Indian knowledge workers, factors such as the ‘psychological contract fulfillment,’ ‘perception of job resources,’ and ‘organizational identity’ played a role as partial mediators between High-Performance Work Systems (HPWS) and knowledge workers’ ‘work engagement.’ Moreover, 'job satisfaction' acted as a perfect intermediary or mediator between 'fulfillment of psychological contract' and 'work engagement'.

A Multilevel Perspective on High-Performance Work System, Mindfulness, Employee Work Well-Being, and Employee Creative Engagement

As the basis of firm innovation, employee creativity engagement plays an important role in this process. According to strategic human resources management, high-performance work systems (HPWS) (organizational level) and mindfulness (individual level) trigger employee creativity in improving several work-related outcomes like work well-being and employee creativity. However, existing studies that have considered the relationships between HPWS and the underlying/boundary mechanism (organization-to-employee) are scarce. A cross-level influence of the hierarchical linear model based on 44 enterprises and 382 employees in Taiwan indicated: Based on the findings of the study, HPWS and mindfulness have significant positive effects on employee creativity. While HPWS enhanced employee creative engagement by increasing employee work well-being, at the same time, employee mindfulness could improve employee creative engagement by increasing employee work well-being. We also find strong evidence that the system is an important organizational factor that modifies work well-being and employee creative engagement relationship; furthermore, employees’ work well-being may affect mood disturbances and stress reduction in association with creative engagement and mindfulness. The findings of our study shed light on a blueprint for future research into HPWS, mindfulness, and employee creativity is presented. Taking these findings into account, we discussed them both theoretically and practically.

The relationship between high performance work systems and flourishing at work "An applied study on Mansoura University employees" Prepared by

The relationship between high performance work systems and flourishing at work "An applied study on Mansoura University employees" Prepared by

Bridging the Gap Between High-Performance Work System and Organizational Performance: Role of Organizational Agility, Transformational Leadership, and Human Resource Flexibility

Bridging the Gap Between High-Performance Work System and Organizational Performance: Role of Organizational Agility, Transformational Leadership, and Human Resource Flexibility

The Effect of High Performance Work System on Research Performance: The Moderated Mediation Effect of Perceived Organizational Support

The Effect of High Performance Work System on Research Performance: The Moderated Mediation Effect of Perceived Organizational Support

The Impact of High-Performance Work Systems on Confrontation Competitive Challenges and The Role of Managerial Control as Moderating Variable in The Banking System at Dongola Locality in The Northern State of Sudan

هدفت الدراسة إلى التعرف على أثر نظم عمل الأداء العالي في مواجهة تحديات المنافسة ودور الرقابة الإدارية كمتغير مُعدِّل في الجهاز المصرفي بمحلية دنقلا، واستخدمت المنهج الوصفي التحليلي والمنهج التاريخي، وتمثلت عينة الدراسة في الموظفين بعدد (150) مفردة، وتوصلت الدراسة لتعديل الرقابة الإدارية للعلاقة بين نظم عمل الأداء العالي ومواجهة تحديات المنافسة بقيمة تغير في معامل التحديد (0.237). وأوصت الدراسة بتفعيل بعض الممارسات التي تؤدي إلى مواجهة تحديات المنافسة في أفرع المصارف محل الدراسة.

Entrepreneurial leadership and organizational innovation: The role of mediating analysis

This study explores entrepreneurial leadership's influence on organizational innovation as mediated by high-performance work systems and knowledge sharing. Our respondents were 280 employees of small and medium exporting industries selected using the Krejcie and Morgan formulations. Data were analyzed using the Smart PLS 3.2.9 software. The findings indicate that entrepreneurial leadership positively affects high-performance work systems, knowledge sharing, and organizational innovation. In addition, high-performance work systems and knowledge-sharing mediate the relationships. This study offers insights into the leadership literature from an entrepreneurial perspective and emphasizes the favorable effects on HRM practices and knowledge exchange, which ultimately contribute to organizational innovation. Knowledge, particularly knowledge sharing, is critical in explaining SMIs’ capacity to synchronize their resources. From a practical standpoint, SMIs, particularly those prioritizing exports, must perceive organizational innovation as a tangible measure to sustain their competitiveness in the global market. Moreover, SMIs must facilitate information sharing among all parties engaged in business activities. SMIs may acquire new information and be able to resolve any technical issues that may arise due to knowledge sharing.

Building cooperative and high-performance organizations with high-performance work systems: the role of firm age and industry dynamism

Although numerous empirical studies have linked human resource (HR) management systems, including systematic HR practices, such as high-performance work systems (HPWS), to superior organizational performance, our understanding of how these benefits vary among firms operating under different levels of environmental uncertainty is limited. By integrating insights from organizational theory, strategy, and strategic human resource management (SHRM), I theorize that an organization’s internal and external environments—specifically firm age and industry dynamism—modulate the benefits derived from HPWS. Utilizing longitudinal data encompassing 1,585 firm-year observations across five waves from 2009 to 2017, I demonstrate that the positive impact of HPWS on organizational performance is most pronounced for younger firms in highly dynamic industries. Conversely, for older firms, this positive effect weakens as industry dynamism increases. Additionally, I discovered that cooperative norms serve as a crucial mediating mechanism. My findings mark a significant advance in our understanding of when and how firms, amidst varying degrees of environmental uncertainty, reap differential benefits from HPWS—especially through the mediation of cooperative norms.

Linking top management’s HR focus to innovation: the role of ownership structures and high-performance work systems

Unraveling the intricate ties between top management, human resource management, and firm innovation is crucial in today’s dynamic business landscape. The role of firm ownership is particularly vital in understanding these processes, especially within the context of increasingly diverse ownership structures. This study leverages the signaling theory and the upper echelon theory to investigate the direct and indirect impacts of top management (TM)’s strategic human resource focus (SHF) on firm innovation and improvement (FII). We investigate the moderating effect of firm ownership structures (state-owned enterprises and privately-owned enterprises) and the mediating effect of a high-performance work system (HPWS) in these processes. Findings reveal that TM’s SHF has both a positive direct effect and a positive indirect effect on FII through the implementation of HPWS. The study affirms the moderating influence of firm ownership on the relationship between TM’s SHF and HPWS, as well as on the mediating effect of HPWS in the relationship between TM’s SHF and FII. Our analysis also uncovers distinct patterns in how firm ownership moderates the direct and indirect effects of TM’s SHF on FII. Theoretical and practical implications are discussed.

Impacts of Human Resource Management Strategies on Entrepreneurial Innovation

This research article examines the impact of HR management strategies on entrepreneurial innovation, focusing on High-performance management, High Involvement Management, and High Commitment Management. High-performance work systems improve organizational efficiency and effectiveness, while high-involvement HRM practices enhance dynamic capabilities. The study uses quantitative methodology to assess the effects of HRM strategies on entrepreneurial innovation, with High-Performance Management HRM having the highest association (44.855) and High Involvement Management having the least (18.632).

고성과 작업시스템과 혁신: 저성과자 관리관행의 조절효과

Today, many organizations are pursuing innovation in order to survive in
 a rapidly changing environment. As a result, based on resource-based theory,
 organizations are introducing various human resource management practices
 for the growth of workers toward innovation. However, the resulting effect
 has not been the same for each company. This is because not enough consideration
 has been given to the relationship between the newly established human
 resource management practices and the existing practices of the company.
 The synergy effect of human resource management practices may be weakened
 or strengthened depending on how the sum of individual practices is bundled.
 From this point of view, this study conducted an exploration of the synergy
 between high-involvement work practices in high-performance work systems
 and low-performance management practices to create innovation based on
 the AMO framework. Specifically, the Korea Labor Institute's Workplace
 Panel Survey analyzed the moderating effect of low-performance management
 practices on the impact of high-involvement work practices for innovation.
 According to the analysis results, high-involvement work practices had a positive
 effect on innovation. In addition, the relationship between high-involvement
 work practices and innovation was moderated positively by pull-type practices
 among low-performance management practices. On the other hand, among
 the low-performance management practices, push-type practices did not have
 a significant moderating effect on the relationship between high-involvement
 work practices and innovation. Based on the results, we discussed the need
 for low-performance management and the direction for organizations pursuing
 innovation in high-performance work systems.

Going the extra mile for patients: Service-oriented high-performance work systems drive nurses' job crafting and extra-role service behaviour.

This study intends to investigate whether, how and when service-oriented high-performance work systems (SHPWSs) drive nurses' extra-role service behaviour. This was a quantitative cross-sectional study conducted with matched nurse-patient participants. We tested hypotheses using data from 284 nurses and their matched 566 patients. The data were collected in 2019. We conducted a set of hierarchical regression analyses to test our hypotheses. The results showed that SHPWSs have a positive impact on job crafting, which, in turn, mediates the link between SHPWSs and extra-role service behaviours. Additionally, the influence of professional identification moderates these relationships. Specifically, SHPWSs are significantly and positively associated with job crafting among highly professionally identified nurses. The indirect effect is significantly positive when nurses strongly identify with their profession but not significant when their professional identification is low. The results indicated that SHPWSs can elicit job crafting among higher professional identifiers, which further increases extra-role service behaviours towards patients. Our research emphasizes the significance of HRM themes in the healthcare service industry and their direct impact on healthcare personnel. Shifting from a management-centric to an individual-centric perspective, we focus on the proactive role of nurses. Furthermore, this study enhances the understanding of the boundary conditions for the effectiveness of SHPWSs. Nurses and their mated patients from a Chinese hospital contributed to this study by completing the survey.

The Influence of High Performance Work Systems on Service Quality and the Mediating Role of Trust, Job Satisfaction and Affective Commitment

This research aims to prove the existence of a relationship between all variables that are assumed to occur in Beauty Clinics in the DKI Jakarta area, consisting of the variables High Performance Work System (HPWS), Trust, Job Satisfaction, Affective Commitment and Service Quality. The research approach used in this research is quantitative research. The population in this study were employees who worked in the Beauty Clinic industry in the DKI Jakarta area. The data was collected using a survey method by distributing questionnaires to respondents, namely Beauty Clinic employees in the DKI Jakarta area with a work period of more than 1 year. The questionnaires collected were 210 respondents, the data was then processed using Smart PLS. Partially, theHigh Performance Work System (HPWS) variable has been proven to have a positive effect on Trust, Job Satisfaction and Affective Commitment. Then Trust, Job Satisfaction and Affective commitment have a positive effect on Service Quality. Furthermore, results were obtained regarding the mediating role of Trust, Job Satisfaction and Affective Commitment on the influence of theHigh Performance Work System on Service Quality.
  
 Keywords: high performance work system. trust, job satisfaction, affective commitment, service quality