Unlocking the black box: Exploring the link between high-performance work systems and performance.

2011 ◽  
Vol 96 (6) ◽  
pp. 1105-1118 ◽  
Author(s):  
Jake G. Messersmith ◽  
Pankaj C. Patel ◽  
David P. Lepak ◽  
Julian S. Gould-Williams
Keyword(s):  
High Performance ◽  
Black Box ◽  
Work Systems ◽  
High Performance Work Systems ◽  
And Performance

scholarly journals INDENTIFIKASI HIGH PERFORMANCE WORK SYSTEM

2020 ◽  
Vol 1 (2) ◽  
pp. 108-118
Author(s):  
I Nengah Aristana ◽  
I Wayan Arta Artana
Keyword(s):  
High Performance ◽  
Work Systems ◽  
Business World ◽  
High Performance Work Systems ◽  
Task Delegation ◽  
Work System ◽  
Analysis Techniques ◽  
Increase Productivity ◽  
High Performance Work System ◽  
And Performance

The development of the business world now requires all forms of business including cooperatives to do various ways to increase productivity and performance. One of the efforts in increasing productivity and performance is by building a high-performance work system. The purpose of this research is to find out the high performance work system in cooperatives. The number of respondents was 132 respondents with factor analysis analysis techniques. From the results of the analysis conducted found three factors as determinants of high performance work systems, namely the method of task delegation, internal planning and motivation.

High performance work systems in the tourism and hospitality industry: a critical review

2020 ◽  
Vol 32 (7) ◽  
pp. 2365-2395 ◽  
Author(s):  
Panagiotis V. Kloutsiniotis ◽  
Dimitrios M. Mihail
Keyword(s):  
High Performance ◽  
Hospitality Industry ◽  
Black Box ◽  
Actual Process ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Hospitality Sector ◽  
Tourism And Hospitality Industry ◽  
Tourism And Hospitality

Purpose This study aims to provide an up-to-date theoretically based qualitative review regarding the “high-performance work systems” (HPWS) approach in the area of the tourism and hospitality management. The aim is to classify the so-far studies between those that examine the general “black-box” issue and those that investigate the actual process of the “black-box.” Finally, this study identifies the “gaps” in the literature and provides avenues for further research. Design/methodology/approach This review is based on a systematic critical analysis of the HPWS research that has been conducted explicitly on the tourism and hospitality industry during the years 2004-2019 (N = 28), published in core HRM and management journals. Findings This study identifies a significant gap in the progress of the HPWS research in the tourism and hospitality sector, contrary to the so-far research in the generic human resource management (HRM) literature. Hence, recommendations and suggestions are provided for advancing the HPWS research in the particular sector, including the need for more advanced conceptual and statistical models by focusing specifically on the process of the “black-box.” Practical implications The present review contributes considerably to the HPWS research in the tourism and hospitality sector and recommends avenues for further research in enhancing the overall HPWS literature. Originality/value This is the first study that reviews the HPWS literature in the tourism and hospitality sector, in an effort to reconcile the differences between the present sector and the generic HRM literature.

Employees and High‐Performance Work Systems: Testing inside the Black Box

2000 ◽  
Vol 38 (4) ◽  
pp. 501-531 ◽  
Author(s):  
Harvie Ramsay ◽  
Dora Scholarios ◽  
Bill Harley
Keyword(s):  
High Performance ◽  
Black Box ◽  
Work Systems ◽  
High Performance Work Systems

Qualitative Research of High Performance Work Systems in Automotive Group in South Sulawesi

2019 ◽  
Vol 1 (3) ◽  
pp. 15-25
Author(s):  
I Wayan Gede Suharta Dewantara ◽  
Eka Afnan Troena ◽  
Siti Haerani ◽  
Nurdjanah Hamid
Keyword(s):  
High Performance ◽  
Management Practices ◽  
Enterprise Management ◽  
Corporate Values ◽  
Work Systems ◽  
High Performance Work Systems ◽  
South Sulawesi ◽  
Day To Day Operations ◽  
And Performance ◽  
Family Based

Although there are often family businesses or family-based companies in Indonesia, qualitative researches on this topic, linked to leadership and high-performance work systems, are still very rare. For this reason, the goal of the research is to find out how transformational leadership and high-performance work systems are used in the company's day-to-day operations to achieve the company's performance results. This study was conducted in a group of family business companies in South Sulawesi. The company group has an agenda to deliver the best corporate values, including leadership practices and high-performance work systems. With the help of the questionnaires distributed in the company environment, 3000 responses were received and treated with content analysis. The encoding processes in the text analysis revealed that the company has implemented transformation management with the highest level of visibility, strategy, and performance. For a high-performance work system, the company has done well and is less dependent on enterprise management and managers can use the results of this research to improve management practices and high-performance work systems that are better for employees.

High performance work systems, employee well-being, and job involvement: an empirical study

2016 ◽  
Vol 45 (2) ◽  
pp. 296-314 ◽  
Author(s):  
Liang-Chih Huang ◽  
David Ahlstrom ◽  
Amber Yun-Ping Lee ◽  
Shu-Yuan Chen ◽  
Meng-Jung Hsieh
Keyword(s):  
Positive Psychology ◽  
High Performance ◽  
Job Involvement ◽  
Well Being ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Important Addition ◽  
And Performance ◽  
Hr Managers

Purpose – Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward the desired outcomes for organizations may depend significantly on employee job involvement. Underpinning the argument of happy workers being productive, the purpose of this paper is to propose the critical mediator of employee well-being to explain the hypothesized multilevel relationship between HPWS and job involvement. Design/methodology/approach – The authors distributed questionnaires to the target participants. Data collected from 451 employees and 50 HR managers/professionals of 50 firms in the three major industrial categories of manufacturing, finance, and service in Taiwan. Findings – This study identifies the significance of employee well-being by incorporating the theories of planned behavior and positive psychology and provides empirical evidence for the cross-level influence of HPWS on employee well-being and job involvement. Originality/value – This study incorporates the perspective of positive psychology as an important addition to research on SHRM and performance by highlighting employee well-being as a key mediator of SHRM and job involvement.

High-performance work systems and thriving at work: the role of cognitive appraisal and servant leadership

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhining Wang ◽  
Shuang Ren ◽  
Lijun Meng
Keyword(s):  
Servant Leadership ◽  
High Performance ◽  
Theoretical Perspective ◽  
Cognitive Appraisals ◽  
Black Box ◽  
Dark Side ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Thriving At Work

PurposeThe purpose of this paper is to provide a balanced and nuanced understanding of the relationship between high-performance work systems (HPWS) and employee thriving at work by aiming to consider the “dark-side” of HPWS and to uncover the “black box.”Design/methodology/approachThis research draws from data from 377 employees nested in 77 work teams and tests a multilevel moderated mediation model using multilevel path analysis.FindingsThe findings indicate that employees appraise HPWS as both a challenge and a hindrance simultaneously. The challenge appraisal associated with HPWS positively influences employees' thriving at work whereas hindrance appraisal of HPWS negatively influences thriving experience. The results also support the hypothesized relationships in which servant leadership moderates the indirect effect of HPWS on employee thriving via challenge and hindrance appraisals accordingly.Originality/valueThis research demonstrates both positive and negative sides of HPWS as evaluated by employees in relation to an important employee outcome of thriving at work. It enriches the strategic HRM literature by identifying the “black box” of HPWS-employee outcomes and associated boundary condition from the theoretical perspective of cognitive appraisals.

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