Impact Of High-performance Work Systems Research Articles

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.

The impact of High-Performance Work Systems on Work Engagement: An applied study on Workers in Local Administration Units in Dakahlia Governorate

The impact of High-Performance Work Systems on Work Engagement: An applied study on Workers in Local Administration Units in Dakahlia Governorate

High-performance work systems and employee attitudes: evidence from Indian healthcare industry

PurposeBy following the “employee-centric” approach, this study aims at identifying the impact of high-performance work systems (HPWS) on specific employee attitudinal outcomes such as work engagement, job satisfaction and affective commitment in the Indian healthcare industry.Design/methodology/approachThe target population for this study includes the nurses working in large private multi-specialty tertiary care hospitals in India. Partial Least Squares Structural Equation Modelling (PLS-SEM) techniques are used on a sample of 152 nurses working in two large specialty hospitals.FindingsIn the Indian healthcare industry context, the nurse's perception of HPWS has shown a significant positive effect on their attitudinal variables such as work engagement, job satisfaction and affective commitment. When checked for mediation of work engagement and job satisfaction variables in HPWS – affective commitment relationship, nurse's job satisfaction partially mediated the relationship, but nurse's work engagement has shown no mediation effect.Originality/valueThis is one of the pioneering studies conducted in the Indian healthcare industry context, especially on the nurse's sample in identifying the impact of high-performance work systems on their attitudinal outcomes. Underscoring the paucity of HPWS research in the Indian healthcare industry, this study's findings will be an addition to the HPWS literature and also to the nursing research in the Indian healthcare settings.

A Review of Research on the Impact of High-Performance Work System on Employee Job Performance

With the increasingly fierce market competition, high-performance work system has become the focus of strategic human resource management. Previous research has mainly focused on exploring whether high-performance work systems can actually improve organizational performance, while, employee performance, as a proximal human resource result, has a more direct and definite relationship with high-performance work systems, and is a key variable linking the relationship between high-performance work systems and organizational performance. Through combing and analyzing the previous literature, this paper summarizes the research mechanism of high-performance work systems on employee job performance, reviews the previous research, and puts forward suggestions for future research directions, in order to provide useful references for the research on high-performance work system and employee job performance.

Defense industry business performance model in developing countries

The defense industry is vital to supporting a country’s defense, especially in the modern era. While many emerging and developing countries are capable of producing military goods and services domestically, they remain dependent on foreign inputs to varying degrees. Yet, several studies have examined factors that can affect the self-reliance of the defense industries in developing countries. Therefore, the present study aims to examine factors that can explain business performance variation of defense industries in developing countries. It investigates further the business model innovation mediation for the first two factors of business performance. Data have been collected from 70 defense industrial companies in Indonesia. The Partial Least Squares-Structural Equation Modeling method is used to analyze the impact of high-performance work systems, technological innovation, and business model innovation on the business performance of industrial companies. The results show a significant effect of implementing High-Performance Work Systems and Technological Innovation through Business Model Innovation on Business Performance (accounted for R2 = 0.67). The research findings are expected to encourage defense industries in developing countries to focus on implementing human resource practices and adopting new or improved technologies and research results at all levels of management following business model adjustments.

The Impact of high-performance work system perceived by medical staff on job satisfaction: the mediating role of self-efficacy

ABSTRACT As the mainstay of healthcare, the job satisfaction of medical staff deserves attention. This study aimed to explore the correlation between the perception of the high-performance work system (P-HPWS) and job satisfaction of medical staff in public hospitals and to further investigate the mediating effect of self-efficacy. From November 2019 to January 2020, a cross-sectional survey on working doctors and nurses was conducted in five tertiary public hospitals in China. A total of 520 participants were surveyed. The P-HPWS, job satisfaction, and self-efficacy were assessed using the 25-item self-administered scale, six-item job satisfaction questionnaire, and the General Self-Efficacy Scale, respectively. Linear regression and mediation effects models were used to identify the associations between primary variables. The results showed a significant positive correlation between P-HPWS and job satisfaction (P < 0.01), while self-efficacy played a mediating role between P-HPWS and job satisfaction. This finding reveals the benefits of improving employees’ P-HPWS and self-efficacy on their job satisfaction, and that hospitals can improve their management systems by implementing and refining HPWS.

Career Impact of High-Performance Work System: A Kaleidoscope Perspective.

High-performance work system (HPWS) is considered a solid predictor of individual outcomes, but there is less evidence about the impact HPWS on subjective career success (SCS). The current study examines the direct impact of HPWS on SCS through the lens of the Kaleidoscope Career Model. In addition, employability orientation is expected to mediate the relationship while employees' HPWS attribution is hypothesized to moderate the HPWS-SCS linkage. A quantitative research design with two-wave survey collected data from 365 employees working in 27 firms in Vietnam. Partial least square structural equation modelling (PLS-SEM) is used to test the hypotheses. Results indicate that HPWS is significantly associated with SCS through the achievements of career parameters. In addition, employability orientation mediates the above relationship while HPWS external attribution moderates the relationship between HPWS and SCS. This research suggests that HPWS may influence employees' outcomes beyond the current employment, such as career success. HPWS fosters employability orientation which may encourage the employees to seek career advancements outside the current employer. Therefore, HPWS-implementing organizations should provide career opportunities to the employees. In addition, attention should be paid to employees' evaluative reports of HPWS implementation.

How do high-performance work systems affect work fatigue: The mediating effect of job responsibility and role overload.

Work fatigue refers to physical, mental, and emotional exhaustion, resulting in the inability to work. Hitherto research indicate a close relationship between high-performance work systems and work fatigue, and there may be a double-edged sword effect of high-performance work systems on work fatigue. However, a comprehensive theoretical framework has not been developed to understand the relationship between them. Based on the challenge-hindrance stress model, this study employs role overload and job responsibility as mediating variables in a conceptual framework to understand the impact of high-performance work systems on work fatigue. Using the partial least square structural equation model and a sample of 360 employees in China, the mediating effects of role overload and job responsibility were confirmed. Further, the internal mechanisms of how high-performance work systems affect work fatigue are discussed, its adverse effects are confirmed, and its practical implications are proposed.

The moderators of moral identity in the impact of high-performance work systems on immoral unethical pro-organizational behaviors

The moderators of moral identity in the impact of high-performance work systems on immoral unethical pro-organizational behaviors

Tough Love: Impact of High-Performance Work System on Employee Innovation Behavior.

Based on the social exchange theory, this paper discusses the impact of high-performance work system (HPWS) on employee innovation behavior, constructs the mediating model of challenge stress and the moderated mediation model, and explores the influence mechanism of HPWS on employee innovation behavior under the management mode of combining strictness and love formed by “strictness” under the effect of challenge stress and “love” given by perceived organizational support. Through hierarchical regression analysis of 227 employees’ survey data, the results show that HPWS positively influences employee innovation behavior. Challenge stress partially mediates the above relationship, and perceived organizational support positively moderates the mediating effect of challenge stress between HPWS and employee innovation behavior.

Deciphering the black box of HPWS–innovation link: Modeling the mediatory role of internal social capital

This study investigates the impact of High-Performance Work Systems (HPWS) on radical and incremental innovation in the services industry. Insights from the Social Exchange Theory (SET) and Ability-Motivation-Opportunity (AMO) Framework have been used to assess the role of social capital (SC) as a mediator between HPWS, radical innovation (RI), and incremental innovation (II). By using a simple random sampling technique, 328 responses were received from respondents in Pakistan's banking sector firms. For data analysis, structural equation modeling was applied. The results of the study show that HPWS is a significant driver of II, but not RI, in banking sector firms. Moreover, SC plays the role of mediator in the HPWS-innovation link. Outcomes of the study extend the understanding of the “black-box” (i.e., the transmission mechanism between systems of human resources(HR) practices and innovation). It also contributes to understanding HPWS, SC, II, and RI in the context of Pakistan's banking sector. This study expands on earlier research in the areas of HPWS, SC, and Innovation. It supports the view that internal SC enables RI and II. Prior studies indicated that HPWS drives innovations, yet there has been no clear explanation about the mechanism of this effect. By providing empirical evidence on the mediating role of SC, this study expands on existing literature. Empirical validation of an association between HPWS RI, and II contributes to theory by supporting the tenets of the AMO Framework. Unlike prior research that focused on short-term financial outcomes, this study used RI and II as alternate indicators of organizational performance. Our study expanded the literature into the services sector. Furthermore, we contributed to the methodology by conceptualizing HPWS as a high-order formative construct, resulting in significant model parsimony. Insights from our study are relevant to managers because it shows that HPWS implementation not only helps banks to attract, develop, and retain talent but also facilitates the development of SC, which is critical for enabling the innovation capability of the firm. Top managers need to consider internal SC in the design of HPWS because carefully designed HPWS drives SC. This enables idiosyncratic relationships among members of the organization. Thus, the firm gets a competitive advantage that is harder to be copied by competitors. First, data were collected from a single industry. It will be useful to know the effects of multiple industries in future research. Second, this study did not differentiate between different dimensions of SC, i.e., structural, cognitive, and relational. It will be interesting to see how these dimensions relate to HPWS and innovation in future research.

Employee voice: the impact of high-performance work systems and organisational engagement climate

ABSTRACT Employee voice (EV) has been recognised as an essential tool for high-performance work systems (HPWS) in achieving organisational effectiveness. Studies have drawn scholars’ attention to better understand the relationship between EV and HPWS. By taking an employee-centric approach, this study investigates organisational engagement climate (OEC) as a process through which HPWS translates into EV. Data were retrieved from employees of four telecommunication companies in Nigeria through a two-wave time lag. The data collected was analysed using partial least squares-structural equation modelling. The results indicate that HPWS has positive and direct relationships with OEC and EV. Similarly, the OEC was found to have a positive and direct relationship with EV, while it mediated the relationship between HPWS and EV. Accordingly, the results demonstrate that the implementation and provision of HPWS and OEC fosters a conducive work environment and enhances employees’ voice behaviour. The implications are discussed in the paper.

High performance work system and intrapreneurial behavior: the role of relational psychological contract, self-efficacy and boundaryless career orientation

Purpose. The current study investigates the impact of high-performance work system (HPWS) on intrapreneurial behavior (IPB) with mediating effects of self-efficacy and relational psychological contract. In addition, boundaryless career orientation is expected to moderate the relationship between HPWS and IPB. Design. Employees were asked to indicate the extent to which they understood and experienced each HR practice within their firms. The final list of HPWS consists of 13 practices detailed in Appendix 1. The Employee Intrapreneurship Scale (EIS) consists of eight items, measuring two dimensions of IPB, namely strategic renewal behavior and venture behavior. Quantitative research design was applied with data collected from 283 employees using Partial Least Square Structural Equation Modelling (PLS-SEM). Findings. The results confirmed the direct impact of HPWS on IPB as well as the indirect impacts of both relational psychological contract and self-efficacy. Mobility Preference moderated the above relationship while Boundaryless Mindset did not. Theoretical implications. This research confirms the relationship between HPWS and IPB and the mechanisms through which HPWS influences IPB. Practical implications. Building a long-term trust-based relationship between employees and the firm is vital in fostering IPB. Value of results. This study explores the role of general self-efficacy and relational psychological contract as mediators of the link between HPWS and IPB. In addition, it introduces boundaryless career orientation as a moderator of the HPWS-IPB linkage.

HIGH-PERFORMANCE WORK SYSTEMS, ENTREPRENEURIAL ORIENTATION, AND INNOVATION STRATEGY IN DEVELOPING COUNTRIES

Innovation strategy has become an important recent challenge in today’s competitive conditions of developing countries. In this paper, the impact of high-performance work systems (HPWSs) on innovation strategy of knowledge-based enterprises is examined, considering the mediating role of entrepreneurial orientation. The statistical sample of study includes 180 managers and employees of Iranian knowledge-based companies. Data were collected using standard questionnaire, and the structural equation method was used for data analysis. The results showed that HPWSs have a positive and significant impact on innovation strategy of knowledge-based companies and about 75% of the total effect of the HPWS on innovation strategy is explained indirectly by the mediating variable of entrepreneurial orientation.

High-Performance Work System &amp; Employee Performance in Public Sector: Testing the Mediating Effect of Job Engagement

The purpose of this paper is to investigate the impact of high-performance work systems on employee performance mediated by job engagement of the employees working in the public sector organization. The paper attempts to explain how high-performance work systems influence the employees and motivate them to perform in the organization. The study goals to deliver the understanding of high-performance work systems that influences job engagement which in turn significantly affects employee performance. To test the study’s hypotheses, we collected data from a field study of 500 employees working in 25 public sector banks. Our results show that a high-performance work system is significantly related to employee performance and this relationship is mediated by job engagement. This shows that employees who are given improved high-performance work systems showed high job engagement along with high employee performances regardless of their gender and other diversity. Perspectives related to high-performance work systems pose a positive outcome on the employee performance are considered dominant in the current investigation.

The Impact of High-performance Work Systems on the Human Capital Performance in Pharmacy Sector in Thailand: Mediating Role of Employee?s CommitmentKevin Wongleedee

prime aim of existing study is to analyze the influence of high-performance work systems (HPWSs) such as enhancing skills, enhancement of motivation and enhancing empowerment on the performance of the human capital in the firms of pharmacies in Thailand. managers of human resource (HR) that are dealing with performance appraisals are the respondent of the research and PLS-SEM has been use to test the hypotheses as well as validity of the constructs. findings indicated that the HPWSs such as enhancing skills, enhancement of motivation and enhancing empowerment has positive link with the performance of the human capital in the firms of pharmacies in Thailand. outcome also uncovered that the effective commitment of the employees has positive mediates the link among the HPWSs such as enhancing skills, enhancement of motivation and enhancing empowerment and performance of the human capital. findings given the insight to the regulation developing and implementing authorities that they develop and implement the policies that improve the work system of the organization that enhance the performance of employee as well as the organization. How to Cite this Article Pubmed Style Kevin Wongleedee. Impact of High-performance Work Systems on the Human Capital Performance in Pharmacy Sector in Thailand: Mediating Role of Employee’s SRP. 2020; 11(3): 205-213. doi:10.5530/srp.2020.3.23 Web Style Kevin Wongleedee. Impact of High-performance Work Systems on the Human Capital Performance in Pharmacy Sector in Thailand: Mediating Role of Employee’s http://www.sysrevpharm.org/?mno=92467 [Access: March 30, 2021]. doi:10.5530/srp.2020.3.23 AMA (American Medical Association) Style Kevin Wongleedee. Impact of High-performance Work Systems on the Human Capital Performance in Pharmacy Sector in Thailand: Mediating Role of Employee’s SRP. 2020; 11(3): 205-213. doi:10.5530/srp.2020.3.23 Vancouver/ICMJE Style Kevin Wongleedee. Impact of High-performance Work Systems on the Human Capital Performance in Pharmacy Sector in Thailand: Mediating Role of Employee’s SRP. (2020), [cited March 30, 2021]; 11(3): 205-213. doi:10.5530/srp.2020.3.23 Harvard Style Kevin Wongleedee (2020) Impact of High-performance Work Systems on the Human Capital Performance in Pharmacy Sector in Thailand: Mediating Role of Employee’s SRP, 11 (3), 205-213. doi:10.5530/srp.2020.3.23 Turabian Style Kevin Wongleedee. 2020. Impact of High-performance Work Systems on the Human Capital Performance in Pharmacy Sector in Thailand: Mediating Role of Employee’s Systematic Reviews in Pharmacy, 11 (3), 205-213. doi:10.5530/srp.2020.3.23 Chicago Style Kevin Wongleedee. The Impact of High-performance Work Systems on the Human Capital Performance in Pharmacy Sector in Thailand: Mediating Role of Employee’s Commitment. Systematic Reviews in Pharmacy 11 (2020), 205-213. doi:10.5530/srp.2020.3.23 MLA (The Modern Language Association) Style Kevin Wongleedee. The Impact of High-performance Work Systems on the Human Capital Performance in Pharmacy Sector in Thailand: Mediating Role of Employee’s Commitment. Systematic Reviews in Pharmacy 11.3 (2020), 205-213. Print. doi:10.5530/srp.2020.3.23 APA (American Psychological Association) Style Kevin Wongleedee (2020) Impact of High-performance Work Systems on the Human Capital Performance in Pharmacy Sector in Thailand: Mediating Role of Employee’s Systematic Reviews in Pharmacy, 11 (3), 205-213. doi:10.5530/srp.2020.3.23

Human resources flexibility as a mediating mechanism between high-performance work systems and organizational performance: a multilevel quasi-longitudinal study

PurposeThe purpose of this study is to investigate the impact of high-performance work systems (HPWS) on organizational performance through the mediating role of human resources (HR) flexibility (expressed by functional flexibility, skills malleability and behavioural flexibility).Design/methodology/approachThe study examines theoretical relationships in the Greek context, which reflects changing economic and financial crisis, based on multilevel structural equation modelling estimation, using three waves of sample data collected in years 2014, 2016 and 2018 from organizations operating in the private sector.FindingsThe study finds that although HPWS positively influences all three HR flexibility dimensions, this positive effect is not transferred equally to organizational performance. The dominant effect on organizational performance is attributed to skills malleability, a smaller effect to behavioural flexibility and a negligible effect to functional flexibility.Research limitations/implicationsAlthough the data collected refer to three different years, most of the companies and individuals responded to sampling were different. As such, the study does not allow for dynamic causal inferences due to its quasi-longitudinal nature.Practical implicationsThe findings of this study may influence managerial decisions in developing bundles of HPWS policies and practices in relation to HR flexibility attributes.Originality/valueSince most studies consider HR flexibility as an aggregated construct, this study is possibly one of the very few studies that is examining the differential impact of the HR flexibility dimensions on organizational performance in turbulent times.

Impact of High-Performance Work System on Employees Performance: The Mediating Role of Psychological Contract Breach

The High-Performance Work System (HPWS) is leading phenomenon that offers compact package of different human resource practices. The HPWS is important and effective for all organizations in modern competitive situations. This system allows organizations including the higher education institutions to get the desired performance over a compact system to attain the desired short-term tasks and long-term objectives. The HPWS helps in defining the parameters that are dynamic in attaining the desired performance in the institutions. The employees’ performance is the most effective phenomenon leading to the employees’ actual potential and efforts towards task achievement. The existing literature offered different factors that may interrupt the linkages between HPWS and employees’ performance. In this connection, psychological contract breach has been researched as mediator in different contexts which is still missing phenomenon in higher educational context. For this purpose, this study aimed to examine the above-mention relationship in educational sector by collecting and analyzing the data obtained through structured questionnaire from teaching faculty hailing from southern region HEIs in KP, Pakistan. The results provide significant information in deciding relationships among the results thereby offering certain policy implications to policy makers and recommendations to the future researchers.

The effect of high-performance work systems according to AMO model on HRM performance outcomes: An analytical study on the banking sector

This research paper aims to study the impact of high-performance work systems (HPWS) according to the AMO includes three human resource management practices which are (Ability-enhancing human resource management practices, motivation-enhancing human resource management practices, and opportunities -enhancing human resource management practices). The authors select a random sample of 400 individuals from 10 banks in Saudi Arabia, Egypt, Sudan to prove the validity of the hypotheses; The study found a set of results and one of them indicate that there is a significant positive relationship among high-performance work systems according to the AMO model on the results of human resource performance.

High-performance work systems and open innovation: moderating role of IT capability

PurposeThis study aims to explore the impact of high-performance work systems (HPWS) on open innovation and the moderating role of information technology (IT) capability on the relationship between HPWS and open innovation.Design/methodology/approachThis study conducted a questionnaire survey in the industrial parks of the Yangzi River Delta in China and obtained 108 useful responses.FindingsHPWS positively impacts open innovation. IT exploration capability strengthens the relationship between HPWS and open innovation, whereas IT exploitation capability and ambidexterity do not strengthen such relationship.Research limitations/implicationsFirms should use HPWS to improve employees' motivation of external learning and searching for enhancing innovation openness. They should acknowledge the enabling role of IT exploration capability in facilitating employees' learning and searching toward open innovation and discreetly develop IT exploitation capability and ambidexterity during external knowledge searching, which may not achieve the desired facilitation purpose.Originality/valueThis study contributes to human resource management (HRM) by suggesting that a new antecedent, which is HPWS in our case, should be taken into account when considering the influence of HRM in the process of open innovation. This study has important implications for HPWS, IT capability and open innovation; open innovation can be improved by using HPWS and IT capability. This study also expands IT ambidexterity to HRM and innovation studies.