High Performance Work Research Articles

ANALYSIS OF THE EFFICIENCY IN THE STRUCTURE OF FUNCTIONAL CONDITIONS IN COMMUNICATION WITH SOCIAL-PSYCHOLOGICAL QUALITIES OF WATCH EMPLOYEES OF THE MINING AND PROCESSING PLANT

The authors prove the relevance of the study of the effectiveness of professional activities of employees in relation to personal characteristics and functional states in extreme conditions, especially in conditions of the shift work in the Far North. The purpose of the study was to analyze the interrelationship between the efficiency of professional activities of shift workers in a mining and processing factory with their social and psychological qualities and functional states during the shift-work period. Study group: 41 shift workers of the mining and processing factory of one of the diamondiferous deposits of the Arkhangelsk region. Methods of research included the psychological testing, set of psychophysiological techniques. The research show the social-psychological characteristics of the personality such as an evaluation of others as an etalon of oneself, moderate severity of altruistic type of attitude towards people, desire to achieve results in their activities at an average level, ability to control one’s feelings and emotions to be important for the effectiveness of the professional activity of shift specialists. The states of high effective workers are estimated at the level of the norm according to the indices of well-being and mood, the activity is estimated below the norm. The states of high-performance workers are also characterized by heteronomy and a strong degree of predominance of the right hemisphere. Average effective workers have a setting for the result at a level above the average, developed the ability to control one’s feelings, responsibility towards people. The states arising in the course of the labor activity, average-effective workers are estimated to be on average higher than the group of highly efficient workers. They are more autonomous and have a small degree of predominance of the right hemisphere. Employees, judged by experts as average-effective, resort to the use of the adaptation strategy for the emergency job, highly effective workers use economical strategy.

High performance work system and performance: Opening the black box through the organizational ambidexterity and human resource flexibility

This paper contributes to the growing research about Human Resource Management (HRM) by examining the interrelationships between High Performance Work System (HPWS) and their effects on firm performance in the hotel industry. Recent studies stress the need to delve deeper into this link considering the role that may be played by certain dynamic capabilities as mediating variables (Patel, Messersmith, & Lepak, 2013; Prieto-Pastor & Martin-Perez, 2014).The current study proposes a multiple mediating model and tests the mediation. More specifically, this research establishes that human resource flexibility (HRF) and organizational ambidexterity (OA) play a mediating role in the HPWS-performance relationship.A variance-based structural equation modeling (Partial Least Squares) has been applied to a sample of Spanish hotel firms. The results obtained support the mediation hypotheses according to which HRF and OA play a critical mediating role in the HPWS-performance relationship.

Controllable printing droplets on demand by piezoelectric inkjet: applications and methods

Piezoelectric inkjet is a kind of device which can achieve drop-on-demand and has the advantages of high injection precision, fast response, and good stability. Nowadays, the piezoelectric inkjet technology has been widely used in various industrial fields. In this paper, the applications of piezoelectric inkjet in different industries are reviewed and summarized. In order to make the piezoelectric inkjet to perform stable and high-performance work, the parameters that affect the injection performance are analyzed by researchers and recommended parameters are given depend on the analyzing results. There are many parameters that influence the injection performance, such as excitation parameters, fluid physical parameters, structure size and bubbles. And the useful methods for analyzing the effect of different parameters are reviewed and discussed. Besides, the corresponding analysis results are also summarized.

Developing high performance working through case study evidence

PurposeThis paper aims to theoretically proffer and empirically evidence five inter-related high performance working (HPW) groupings of value to practitioners interested in developing HPW in their organizations.Design/methodology/approachThe empirical research is based on three UK-based qualitative case studies. Data are drawn from nine in-depth interviews with managers (three from each case) and three subsequent focus groups (one in each case). Focus groups comprised six, eight, and four employee (non-manager) interviewees.FindingsThe empirical findings validate the theoretical importance of the five identified HPW groupings. More, they imply a number of relationships within and between the five groupings, confirming the need to view the groupings collectively and dynamically.Originality/valueThe five HPW groupings provide a foundation for further research to closely evaluate the dynamism within and across the groupings. They also offer practical types of human resource interventions and actions for practitioners to evaluate the strengths and weaknesses of HPW in their organizations.

Is Active Commuting to Work Related to Work Performance Among Male Office Workers?

This study aimed to elucidate the association between active commuting to work (ACW) and work performance among male office workers. This cross-sectional study included 331 male office workers (age 44.0 ± 11.5 years), with ACW assessed on a self-reported questionnaire and then categorized into non-ACW (0 to 19 minutes) and ACW (≥20 minutes). Work performance [World Health Organization Health and Work Performance Questionnaire (HPQ)] was categorized as high (≥50) and low (<50). Multiple logistic regression models were used to examine the association between ACW and HPQ. We found that 42.2% respondents adopted ACW. After adjusting for demographic data, lifestyle factors, and depressive symptoms, ACW was significantly associated with high HPQ (odds ratio: 2.43; 95% confidence interval: 1.30 to 4.54). In male office workers, ACW was independently associated with higher work performance.

Human resource flexibility and performance in the hotel industry

PurposeThe purpose of this paper is to explore if human resource (HR) flexibility facilitates the development of organizational ambidexterity, which in turn has positive effects on firm performance.Design/methodology/approachThe research hypotheses are tested by partial least squares with data from a sample of 100 Spanish hotels.FindingsThe results confirm a total mediator effect of organizational ambidexterity on the relationship between HR flexibility and performance. However, it was not possible to check that such flexibility directly influences performance. This may be due to the fact that HR flexibility has a gradual effect on the development of organizational ambidexterity.Research limitations/implicationsThe results of this study contribute to the knowledge on the impact of HR flexibility on performance. This paper, thus, stresses the strategic role that HRs play within organizations, insofar as their flexibility makes it possible to develop a highly relevant organizational capability such as ambidexterity. The study’s limitations are the analysis technique utilized (it assumes linearity between latent variables) and that the research only explores the hotel industry.Practical implicationsHR managers need to consider that HR flexibility contributes to developing organizational ambidexterity and the ability to combine the learning of exploration and exploitation, which affects the firm’s performance and, therefore its competitiveness.Originality/valueThe results of this study can contribute to broaden the knowledge about the impact of HR flexibility on performance. In fact, the studies on HR flexibility performed so far have focused on analysing the role played by that flexibility as a mediator variable between high performance work system and performance. This work goes one step further, trying to examine the extent to which HR flexibility influences the ability to undertake exploitation and exploration processes at the same time. This paper, thus, stresses the strategic role that HRs play within organizations, insofar as their flexibility makes it possible to develop a highly relevant organizational capability as is ambidexterity.

Identifying Factors That Impact Virtual Teams

Abstract In our modern age of globalization, organizations are forced to explore several means of increasing performance, by using technology in the most efficient ways. The speed and agility of technology have caused the materialization of Virtual Teams. The following literature review attempts to cover various identifying factors that impact virtual teams. Factors such as Leadership and Management Styles, Multiculturalism, Communication, Conflict resolution, and Trust. Studies showed that effective leadership would help to facilitate an easier workflow. This included leaders that understood the significant effects of multiculturalism on team cohesiveness. The literature gives a clear understanding of how communication if not properly managed can lead to conflict in virtual teams. The literature reported on the investigation of the impact of conflict resolution on virtual teams and how trust must be built to encourage high work performance. Though several studies on the dynamic nature of virtual teams were insightful, many contained limited solution on conflict resolution. This study concludes with the possibility of future investigation and hopes that more studies would soon emerge.

Effects of employee satisfaction on the organizational commitment of employees in hotel management

Employee satisfaction is paramount in achieving high work performance and efficiency in providing services, which directly results in increased productivity of an organization. For the needs of this paper, with theoretical approximation, a study was conducted into the effect that job satisfaction has on the organizational commitment of employees in selected hotels in Serbia. The study revealed the extent of job satisfaction of employees working in hotels in Serbia and how committed they are to the organization they work in. It is important to note that respondents gave higher grades to intrinsic aspects of job satisfaction than extrinsic. The results of the study confirmed the existence of a statistically significant positive correlation between job satisfaction determinants on one hand and types of organizational commitment on the other. The study used standardized questionnaires adjusted to studies in the domain of hotel management.

Effects of Budgetary Constraints on HR Reforms in Central Public Administrations and the Importance of Institutional Context

ABSTRACTA standard criticism toward New Public Management has been its focus on efficiency and cost saving. As a consequence, other important reform objective aspects and administrative values such as quality, fairness, engagement, trust, and sustainability would be neglected. In the field of HRM, this again would result in many (un-)intentional reform effects, such as more demotivation, less engagement, and less trust of the workforce in leadership. Unfortunately, many of these claims have not been tested empirically.Especially in the field of HRM, there is very little comparative evidence on how costs are being cut on a grand scale in different institutional contexts, Human Resource Management policies, with regard to different HR instruments and how these cuts impact on Human Resource Management.This study investigates the current HR reforms in central public administration in 32 OECD countries. Using recent OECD data (OECD Data Set, 2015), the study analyses the impact of budgetary constraints with regard to 40 HR issues and HR instruments. These issues were grouped into different HR bundles. The analysis reveals a strong correlation between budgetary constraints and cost-cutting measures. As a consequence, HRM as such is changing dramatically in some countries. Whereas the past reform trends in most OECD countries were characterized by a move away from the classical bureaucratic model, the present focus is on the implementation of ad hoc reforms in order to save resources. Neither is there a common trend toward one alternative high-work performance model nor a reformed universal “bureaucracy-lite mode.” Overall, data show that HR management is not seen as a strategic factor in the reform process in many countries. In fact, most countries have focused on cost reductions and downsizing and not on responsible restructuring.

Work performance and tax compliance in flat and progressive tax systems

Different tax systems, and their impact on work motivation and tax compliance are significant issues in contemporary political and economic debates. The proportional feature of a flat tax system is assumed to lead to higher performance, while the fairness of the redistributive progressive tax system is assumed to result in higher tax compliance. However, empirical findings on the topic are inconclusive. Both work performance and tax compliance under different tax systems were examined in an experiment, with special attention devoted to the effect of a change in tax systems. A flat tax system was supposed to induce greater work performance, whereas a progressive tax system was expected to increase tax compliance based on fairness perceptions, allowing for the opposite effect due to higher complexity. Furthermore, it was assumed that performance and tax payments would be influenced by motives of self-interest. The design included 20 rounds with a real-effort task in each round, determining participants’ experimental income. Participants (N=191) made decisions about their tax payments from round-to-round in four different experimental conditions: (1) a flat tax system, (2) a progressive tax system, (3) starting with a flat and changing to a progressive, and (4) starting with a progressive and changing to a flat tax system. Results indicate higher work performance in a progressive system. However, a change from a progressive tax system to a flat system led to increased tax compliance.

Toward Organizational Ambidexterity in the Hotel Industry

A few years ago and coinciding with the dilemma posed by March about the contradictions involved in exploration and exploitation learning, we saw the emergence of the “Organizational Ambidexterity” (OA) concept as a metaphor to define organizations that are able to develop exploitation and exploration learning at the same time. Despite the efforts made to discern the OA antecedents and moderating factors, a number of aspects still remain to be studied on the map of research into this topic. One of them is the role that human resources can play in ambidextrous learning. Special attention has also been paid in the field of human resource management to the link between high performance work systems (HPWS) and performance. Recent studies highlight the need to make further progress in this direction but using some organizational capacity as a mediating variable between HPWSs and performance. This article uses OA as the mediator variable in this relationship. The main objectives of this research are (a) to determine whether the utilization of an HPWS exerts a positive influence on OA, (b) to know the extent to which HPWSs and OA contribute to organizational performance, and (c) to verify the potential mediating role played by OA on the HPWS performance relationship. The theoretical model and the hypotheses proposed were tested using a sample of 100 Spanish hotels.

A Study on Impact of Job Satisfaction on Employee Performance

Employee Performance is a major concern for all competitive business organizations in the world today. Leading organizations today’s viable requirement is high performance work system.It is true to say that different employees in an organization yield different levels of performance under the various circumstances according to their satisfaction level, motivation level, behavior and many other reasons contribute in yielding various levels of performance by various individuals (Arif & Chohan, 2012).. Employee performance may assess through two parameters ie Qualitative and Quantitative. There is a belief that satisfied employees’ performance would be higher. This paper highlights how far Job satisfaction makes impact on employee performance.

"The Cross Level Study of Human Resource Management System, Stressors, and Job Performance"

In this cross level study, we draw on the human resource management literature to propose that implementing a set of interrelated human resource management system called the high performance work s...

Sustainable Workplaces as Innovation

IntroductionACADEMIC RESEARCH AND POPULAR NEWS sources alike decry what has come to be called the (Chamberlain & Hodson, 2010; Williams, 2011; Morgan, 2013; Schwartz, 2014). As an environment, the toxic workplace includes an array of harmful working conditions ranging from hostile co-workers and insensitive bosses to chaotic and exploitative work environments. Awareness of the toxic workplace has become more pronounced since the great recession of 2008. As businesses downsized, there have been myriad reports that surviving employees are forced to work harder to offset the diminished worker population, and subjected to debilitating working conditions (Greenhouse, 2015, p. BU1; Sanger-Katz, 2015; Miller, 2015, p. A3). Worse, workers are trapped in bad jobs by a weak labor market.Yet, amid bad news on the labor front, here and there pockets of hopeful news have emerged. Some management scholars and a host of local and international social movement organizations are calling for action to promote more sustainable workplaces (PricewaterhouseCoopers, 2007; Pfeffer, 2010; Spreitzer & Porath, 2012). They argue for conceptualizing sustainable workplaces in ways that go beyond eco-friendly environments to positive, regenerative environments for employees. Sustainable workplaces are viewed as an innovation, not so much of products or production processes, but as a change that entails decent treatment of employees (Ehnert & Harry, 2012).In this paper, we present an analysis of 60 interviews of small business owners that employed 1-100 employees. These firms were identified by local chambers of commerce, business organizations and business magazines as innovative businesses. Innovations included product, service and process types (Jurik, McGhee, & Bivona, 2010). In the course of interviews, we asked owners how they created innovative businesses. Over three-fourths of the 60 businesses credited the work environment that they had created for themselves and their employees. Upon a review of our findings and the growing body of literature on toxicity and its counterpart, sustainable work environments, we found that our sample of small businesses offered important insights into managerial strategies for building non-toxic work environments in small businesses. Some literature argues that sustainable work environments promote high employee work performance. Our data link such environments to business innovation.In the sections below, we discuss the literature on toxic and sustainable work environments followed by a discussion of our methodology and sample. We then present our analysis of owner narratives about the work environment. We found that 77% of owners stressed the importance of strategies in one or some combination of the following three realms: job dimensions, organizational level dynamics, and interpersonal interactions.Toxic vs. sustainable work environments: the literatureThe global recession that began in 2008 heightened the sense of insecurity, stress, and exhaustion that workers experience, and older terms such as burnout or rustout have reappeared in the literature (Docherty et al., 2007). Amid unemployment at rates not seen in decades, downsizing (even globally) is the new normal, and workers have been stretched to and beyond capacity. Yet, workers are afraid to complain about, much less leave, a bad job because there are so few jobs. The situation is so dire that research decries that Taylorism lives (Kira, 2002; Crowley et al., 2010; Witzel & Warner, 2015), and there are increasingly allusions to the (Chamberlain & Hudson 2010).Recent years have been a time of much bad news in the workplace. The academic literature is replete with research about incivility and rudeness, even outright bullying in the workplace (Hutton, 2006; Tracy et al., 2006; Johnson & Indvik, 2001). U.S. businesses seem to be so obsessed with short-term financial gain that there is little concern about job insecurity, ill-health due to job-related stress, or any sense of work-life balance for workers. …

Strategies to improve job outcomes of construction site supervisors

This study examined ways to boost site supervisors' job outcomes through the characteristics of their jobs and how their jobs are designed. Using a structured questionnaire, data were collected from site supervisors working on construction projects in Singapore. Data were collected via face-to-face interviews. It was found that site supervisors have significantly good job outcomes, operationalised as high internal work motivation, high job satisfaction and good quality work performance. The results show some of the significant job characteristics affecting job outcomes are: given discretion to decide what to be done; allowed to offer suggestions for job improvement; regular working hours; and adequate pay. This study found that job outcomes of site supervisors would not significantly improve if their jobs are designed with characteristics which use skill variety, and provide task identity and task significance.

The mediating effect of strategic human resource practices on knowledge management and firm performance

Previous empirical evidence has suggested that knowledge management and human resource practices can interact in order to improve firm performance. Based on this idea, the purpose of this study is to propose and test an integrative model that examines strategic human resource practices as a catalytic mechanism influencing the effectiveness of knowledge management. Our findings confirm that knowledge management strategies positively influence firm performance through certain high work performance practices – selective staffing, intensive training, active participation, comprehensive performance appraisal, and performance-based compensation – highlighting the mediating role of human resource management in this relationship and the need to align human resource practices with organizational strategies.

High work ability and performance in psychiatric health care services: Associations with organizational, individual and contextual factors

IntroductionContinuing development in the German healthcare system has a strong influence on the work situation of hospital clinicians working in Psychiatric Medicine. Since the job demands for psychiatrists are growing, there is a strong need to promote, preserve and restore doctors’ work ability. The aim of this study was to assess the prevalence of psychiatrists’ work ability and to examine relations between work ability, job performance and organizational as wells as individual resources (e.g. work engagement) of doctors working in psychiatric hospitals. Methods and materialsThe current survey investigation was conducted as a cross-sectional. The Utrecht Work Engagement Scale, the Copenhagen Psychosocial Questionnaire and the Work Ability Index were used to evaluate psychiatrists’ work engagement, working conditions and work ability. ResultsPsychiatrists reported high levels of work ability and work engagement. Significant associations have been found between doctors’ sources of work engagement, work ability and organizational factors (e.g. possibilities for development, income, etc.). Moreover, significant differences in gender, age and marital status have been analyzed with regard to perceived work ability scores. ConclusionThe study results reflect the positive effect of supportive working conditions and work engagement on the preservation of psychiatrists’ work ability. Our research suggests that strengthening psychiatrists’ work ability and work engagement will contribute to a more sustainable workplace, in terms of both individual and hospital performance. Innovative strategies for physicians’ personal development and improving capacity and performance of clinicians working in Psychiatric Medicine are strongly required.

Recognising sleep apnoea.

Most people spend a third of their lives sleeping, and thus, sleep has a major impact on all of us. As sleep is a function and not a structure, it is challenging to treat and prevent its complications. Sleep apnoea is one such complication, with serious and potentially life-threatening consequences. Local studies estimate that about 15% of Singapore's population is afflicted with sleep apnoea. The resulting sleep fragmentation may result in poor quality of sleep, leading to daytime sleepiness. Sleep apnoea may also be the underlying cause of high blood pressure, memory loss, poor concentration and work performance, motor vehicle accidents, and marital problems. Evaluation involves a sleep study, followed by patient education, and an individualised step-wise management approach should be explored. Many patients will require follow-up for a long period of time, as management options may not offer a permanent cure; other contributory causes may arise at different phases of their lives, compounded by genetic and hormonal issues, ethnicity and the modern hazards of a fast-paced society.

PENGARUH KETERIKATAN KERJA, BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT. MNC Wahana Wisata

research was conducted at PT.MNC Wahana Wisata, Jakarta. MNC group is a multinational company in Indonesia. This study population of employees of PT.MNC Wahana Wisata. Amounting to 70 people which is a saturated sample. The study aims to determine whether there is an effect between the factor or dimension of work engagement, organization culture, and job satisfaction on work performance. Associative research method with conducted with a quantitative approach to research survey techniques, and descriptive research with causality variables. The result should that partially three exogenous variables are work engagement, organization culture, and job satisfaction, have a significant effect on the endogenous variable is work performance. Suggestions submitted to the management company, should pay attention and increase the intensity of the factors of work engagement, organization culture, and job satisfaction to achieve high work performance to improve the company high work performance to create added value and make it even better.

A Framework for Co-alignment of Doctor’s Performance and Computer Mediated Characteristics in Hospitals: Task and Technology Fit Perspective

The evaluation of healthcare service task and how technology (computer mediated tools) support the delivery of such services in rural hospitals is of great concern to doctors at the point of healthcare servicedelivery. The study investigated the relevant set of healthcare service tasks rendered by the doctors in remote areas in South Africa and assessed how computer-mediated technology support users (doctors) to communicate with experienced or specialist doctors for professional advice using Task-Technology Perspective. The case study approach was used. Participants were selected from a population group of doctors. Semi-structured, open- ended interview questions were used to gather evidences from the participants regarding the different task doctors perform, how do they communicate with their counterparts using computer mediated tools and how these tools fit and support the task and vice versa. The findings revealed that time critical tasks, information dependent task and mobility task were not supported by the characteristics of computer mediated technology available in the hospitals. Thefindings leaded to a proposal of Fit Task Technology Framework (FTTF). The FTTF is to co- aligndoctors' tasks with technology (computer mediated tools). The proposed framework of FTTF will lead to high work performance of doctors, which will intend produce satisfaction to the doctors. Besides, the FTTF as a framework will underpin the assessment of doctors task and supportive communication technologies in other hospitals and healthcare institutions