Search results
1 – 10 of 102Dushar Kamini Dayarathna, Peter John Dowling and Timothy Bartram
This paper aims to examine the implications of high performance work system (HPWS) strength from a managerial perspective and the impact of economic, cultural, political, legal…
Abstract
Purpose
This paper aims to examine the implications of high performance work system (HPWS) strength from a managerial perspective and the impact of economic, cultural, political, legal and technological factors on the operationalization of HPWSs in the banking industry in Sri Lanka.
Design/methodology/approach
The data for this study were collected from three licensed commercial banks in Sri Lanka. This research used a case study approach for data collection with archival analysis of records and semi-structured interviews with the CEO, head of HR, two board members and three focus groups (top, middle and lower level managers across various functional areas) in each bank which altogether covers 66 key informants.
Findings
The findings supported the research proposition that to gain positive outcomes on organizational effectiveness, there should be a strong HPWS, resulting in a positive attitudinal climate among employees. Further, the findings provide evidence of the global applicability of HPWSs, although more research is needed to clearly specify the contextual boundaries of HPWS effectiveness.
Originality/value
Contemporary research provides ample evidence to endorse the contribution of high performance work systems toward organizational effectiveness. However, there is a dearth of literature on how high performance work systems are operationalized across the management hierarchy and support the achievement of organizational effectiveness. Few studies have been conducted on high performance work system strength and organizational effectiveness in emerging economies.
Details
Keywords
Agnieszka Wojtczuk-Turek and Dariusz Turek
The purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by…
Abstract
Purpose
The purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy.
Design/methodology/approach
This study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3).
Findings
This research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours.
Research limitations/implications
This study has two limitations: its cross-sectional design and the use of self-reported questionnaire data.
Originality/value
This study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.
Details
Keywords
Ylenia Curzi and Filippo Ferrarini
In the literature, evidence is to be found of the positive effect of high-performance work systems (HPWSs) on innovation in firms. However, innovation is enabled by not only human…
Abstract
Purpose
In the literature, evidence is to be found of the positive effect of high-performance work systems (HPWSs) on innovation in firms. However, innovation is enabled by not only human resources but also digital technology, and scholars have called for further investigation into the interplay between digital technology and HRM systems. Drawing on signalling theory and HPWSs research, the purpose of this study is to explore the moderating role of digital technologies in the relationship between HPWSs and innovation in the firm and consider employee participation as an additional conditioning factor.
Design/methodology/approach
This study uses data from the European Company Suvery 2019 administered in a sample of more than 20,000 European establishments and applies logistic regression with a three-way interaction.
Findings
HPWSs underpin product and process innovation. Moreover, this study shows that in firms with low levels of employee participation, digital technology enhances the effect of HPWSs on innovation, while in firms with high levels of employee participation, this effect is reduced.
Originality/value
This study enriches the scholarly discussion about the link between HPWSs and innovation in the firm, by investigating in theoretical and empirical terms the moderating effect of digital technology, underlining that either positive or negative synergistic effects are possible. By adding employee participation to the analysis, the authors cast light on an important boundary condition for understanding when the synergic effects become more prominent. This intends to respond to recent calls from scholars and practitioners for more insight into the precise nature of the synergies between HPWSs and digital technology on innovation in the firm, with important implications for management.
Details
Keywords
The purpose of this paper is to examine the internal process by which high performance work systems (HPWSs) affect firm performance. It attempts to show the mediating effect of…
Abstract
Purpose
The purpose of this paper is to examine the internal process by which high performance work systems (HPWSs) affect firm performance. It attempts to show the mediating effect of employee job satisfaction in the human resource (HR)‐performance link and also to show the moderating effect of employees' perception on the effectiveness of HPWSs.
Design/methodology/approach
Using a nationally representative data set from Korea (firm‐level samples: 245 firms, employee‐level samples: 6,709), this study analyses the mediating effect of job satisfaction in the relationship between HPWSs and firm performance with ordinary least squares (OLS) analysis and examines the moderating effect of employee perceptions with OLS and hierarchical linear modeling (HLM).
Findings
Results show that: there are positive associations between HPWSs and firm performance and between HPWSs and job satisfaction; job satisfaction has a mediating effect in the HR‐Performance link; and employees' perceptions of the effectiveness of HR practices moderate these relationships.
Research limitations/implications
Limitations of the study are the measurement of HR practices, omitted variable problem, and generalizability of the results in this study. Scholars argue for the positive effect of HPWSs on firm performance and managers attempt to introduce HPWSs in their firms, but most of them do not fully understand what happens in the HR‐performance link. This study demonstrates that job satisfaction is a “black box” in the linkage between HPWSs and firm performance and may inform managers of appropriate policy levers that, if manipulated appropriately so that employees feel the effectiveness of HPWSs, can help the firm achieve more desirable organizational outcomes.
Originality/value
Many scholars argue that research to examine the internal process in the HR‐performance link is essential for rigorous elaborations of SHRM‐related theories, but few studies have investigated this issue. This study reveals the mediating and moderating mechanisms through which the HR‐performance link exerts its influence.
Details
Keywords
The purpose of this paper is to investigate how service-oriented high-performance work systems (HPWSs) contribute to logistics performance and the mediation mechanisms underlying…
Abstract
Purpose
The purpose of this paper is to investigate how service-oriented high-performance work systems (HPWSs) contribute to logistics performance and the mediation mechanisms underlying this relationship.
Design/methodology/approach
Employees and their managers from logistics departments and/or business departments of manufacturing firms in the Vietnamese business setting were recruited as participants in the data collection. Structural equation modeling was employed for the data analysis.
Findings
Service-oriented HPWSs demonstrated the positive effects on logistics performance via serving culture. Serving culture was found to have the positive link with logistics performance via the mediating roles of collective role breadth self-efficacy and collective customer knowledge.
Originality/value
The current research extends the logistics management research by identifying service-oriented HPWSs as an antecedent of logistics performance as well as the mediation mechanisms underlying this effect.
Details
Keywords
Qin Xu, Yixuan Zhao, Meng Xi and Fangjun Li
The purpose of this paper is to test a mediated moderation model of the joint influence of abusive supervision, high-performance work systems (HPWSs) and organizational commitment…
Abstract
Purpose
The purpose of this paper is to test a mediated moderation model of the joint influence of abusive supervision, high-performance work systems (HPWSs) and organizational commitment and intention to leave on employee silence.
Design/methodology/approach
Data were collected from 456 employees and 78 human resource managers in 78 Chinese organizations.
Findings
The results revealed that abusive supervision led to subordinate silence, and HPWSs intensified this effect. In addition, such moderating effect of HPWSs was accounted for by employees’ organizational commitment and intention to leave.
Research limitations/implications
To reduce the occurrence of employee silence, organizations should not only monitor and restrain abusive supervisory actions, but also be aware of subordinates’ work attitudes driven by organizational HPWSs.
Originality/value
This is the first study which demonstrates that HPWSs can foster employees’ organizational commitment and hinder their intention to leave and consequently strengthen the relation between abusive supervision and employee silence.
Details
Keywords
Anna Bochoridou and Panagiotis Gkorezis
Prior studies have shown various mediating and moderating mechanisms regarding the effect of employees' perceived overqualification on intention to leave (ITL). Nonetheless, only…
Abstract
Purpose
Prior studies have shown various mediating and moderating mechanisms regarding the effect of employees' perceived overqualification on intention to leave (ITL). Nonetheless, only a few empirical studies have shed light on the negative underlying processes that explain this relationship. Furthermore, less is known about the role of high-performance work systems (HPWSs) in the overqualification literature. Drawing upon relative deprivation theory (RDT), this research attempts to fill these gaps by examining the mediating role of work-related boredom and the moderating role of perceived HPWSs in the association between perceived overqualification and ITL.
Design/methodology/approach
Data from a sample of 188 employees working in a Greek manufacturing company were analyzed using the PROCESS macros for SPSS.
Findings
The results indicated that work-related boredom mediates the association between perceived overqualification and ITL. Moreover, HPWSs attenuated the relationship of perceived overqualification with both work-related boredom and ITL, such that their association was positive only when employees' perceptions of HPWSs were low.
Originality/value
This study adds to the existing literature regarding why and how perceived overqualification affects ITL. Even more, this is one of the first studies that examine the role of HPWSs in the literature of overqualification. Theoretical and practical implications were also considered.
Details
Keywords
The purpose of this paper is to develop a systematic understanding of the mechanisms through which high-performance work systems (HPWSs) facilitate the incremental and radical…
Abstract
Purpose
The purpose of this paper is to develop a systematic understanding of the mechanisms through which high-performance work systems (HPWSs) facilitate the incremental and radical innovative capabilities of organizations. Using a knowledge-based view of the firm, the paper introduces the mediating role of intellectual capital (composed of human, organizational and social capital) while examining this issue.
Design/methodology/approach
Data were collected using a questionnaire survey approach from 164 firms in the People's Republic of China. The paper used analyses based on structural equation modeling to measure the main constructs and test the hypothesized relationships among the variables.
Findings
The results indicate that HPWSs contribute to both the incremental and radical innovative capabilities of organizations. In addition, intellectual capital mediates the relationships between HPWSs and different types of innovative capabilities. Specifically, organizational and social capital mediate the relationship between HPWSs and incremental innovative capability, whereas social capital mediates the relationship between HPWSs and radical innovative capability.
Originality/value
The study supports and expands on the strategic human resource management (SHRM) literature and knowledge-based view of the firm in terms of whether, why and how HPWSs can develop a competitive advantage on the basis of innovation.
Details
Keywords
Barry A. Macy, Gerard F. Farias, Jean-Francois Rosa and Curt Moore
This chapter reports on a longitudinal quasi-experimental field study within an organizational design of a global consumer products manufacturer moving toward high-performance work…
Abstract
This chapter reports on a longitudinal quasi-experimental field study within an organizational design of a global consumer products manufacturer moving toward high-performance work systems (HPWSs) in North America by integrating business centers and self-directed work teams (SDWTs) coupled with 13 other action-levers within an integrated and bundled high-performance organizations (HPOs) re-design. The results of this organizational design effort are assessed using different types and levels of organizational outcomes (hard record data, behavioral, and attitudinal measures) along a 5-year temporal dimension punctuated by multiple time periods (baseline, during, and after). The organization, which was “built to change” (Lawler & Worley, 2006), in this research had already highly superior or “exemplar” (Collins, 2001) levels of organizational performance. Consequently, the real research question becomes: “What effect does state of the art organizational design and development have on an exemplar organization?” The study also calls into question the field's ability to truly assess exemplar organizations with existing measures of organizational change and development.
This paper aims to theoretically propose and empirically test a research framework that investigates the relationship between high-performance work systems (HPWSs) and…
Abstract
Purpose
This paper aims to theoretically propose and empirically test a research framework that investigates the relationship between high-performance work systems (HPWSs) and organizational performance through the serially mediating mechanisms of employee HPWS-experience attributions of well-being and exploitation, attitudes, and behaviors.
Design/methodology/approach
Multilevel structural equation modeling through Mplus was applied to a sample of 1,112 employees working at 158 Greek organizations.
Findings
The modeling's findings indicate that the serially mediating mechanism of employee HPWS-experience attributions of well-being, attitudes and behaviors improves organizational performance. Meanwhile, the serially mediating mechanism of employee HPWS-experience attributions of exploitation, attitudes and behaviors was found to weaken organizational performance.
Practical implications
This study shows that, to improve employees' well-being and weaken employee exploitation through employees' HPWS-experience attributions, senior and line managers should gain competencies and communication skills through training and development programs, successfully communicating HPWS messages to employees.
Originality/value
This study may be the first study to elucidate the serially mediating mechanisms of employees' well-being and exploitation through employees' HPWS-experience attributions, attitudes and behaviors in the relationship between HPWSs and organizational performance.
Details