Differentiation strategy, high-performance human resource practices, and firm performance: moderation by employee commitment

2011 ◽  
Vol 22 (15) ◽  
pp. 3068-3079 ◽  
Author(s):  
Li-Yun Sun ◽  
Wen Pan
Keyword(s):  
Firm Performance ◽  
Human Resource ◽  
High Performance ◽  
Employee Commitment ◽  
Human Resource Practices ◽  
Differentiation Strategy

Mediating effects of person–environment fit on the relationship between high-performance human resource practices and firm performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nishant Uppal
Keyword(s):  
Firm Performance ◽  
Human Resource ◽  
High Performance ◽  
Human Resource Practices ◽  
Job Fit ◽  
Mediating Effects ◽  
Content Type ◽  
Person Environment Fit ◽  
The Relationship ◽  
Interactionist Approach

PurposeDrawing on the interactionist approach and interest alignment theory, this study aims to examine the mediating effects of three dimensions of person environment fit – person–organisation fit, person–job fit and person–supervisor fit – on the relationship between high-performance human resource practices (HPHRP) and firm performance.Design/methodology/approachSurvey data obtained from 3,014 employees of research and development units and 721 senior HR executives and top management team members belonging to 274 Indian-based pharmaceutical firms is analysed to investigate a mediated pathway between HPHRP and firm performance.FindingsThe findings of the current research established that HPHRP was positively and significantly related to person–organisation fit, person–job fit and person–supervisor fit, and this facilitates firm performance and curtails employee turnover.Originality/valueThe current work firmly establishes a link between human resource management with firm performance using interactionist approach. Implications of the study to theory and practice are discussed.

Ability–motivation–opportunity enhancing human resource practices and firm performance: Evidence from India

2016 ◽  
Vol 24 (5) ◽  
pp. 730-747 ◽  
Author(s):  
Subhash C. Kundu ◽  
Neha Gahlawat
Keyword(s):  
Firm Performance ◽  
Human Resource ◽  
High Performance ◽  
Affective Commitment ◽  
Performance Outcomes ◽  
Primary Data ◽  
Future Research ◽  
Human Resource Practices ◽  
Work Systems ◽  
High Performance Work Systems

AbstractThis study investigates the diverse performance outcomes related to the bundles/components of high-performance work systems on the basis of ability–motivation–opportunity model. Using the primary data from 563 employees of 204 firms operating in India (collected during the time period between March, 2012 and January, 2013), the study has indicated that employees’ perceptions regarding the applicability of ability-enhancing, motivation-enhancing, and opportunity-enhancing human resource practices result in enhanced affective commitment and superior firm performance. The results have revealed that affective commitment fully mediates the relationship of opportunity-enhancing human resource practices with firm performance and partially mediates the relationships of ability-enhancing and motivation-enhancing human resource practices with firm performance. The study contributes in unlocking the ‘black box’ related to the high-performance work systems and firm performance relationship by stressing upon the importance of affective commitment as a mediator. Managerial implications and directions for future research are also discussed.

High-Performance Human Resource Practices Scale

2015 ◽  
Author(s):  
Ahmed Mohammed Sayed Mostafa ◽  
Julian Seymour Gould-Williams ◽  
Paul Bottomley
Keyword(s):  
Human Resource ◽  
High Performance ◽  
Human Resource Practices

Human resource practices, employee competencies and firm performance: a 2-1-2 multilevel mediational analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sukhpreet Kaur ◽  
Gurvinder Kaur
Keyword(s):  
Firm Performance ◽  
Human Resource ◽  
Large Scale ◽  
Human Resource Practices ◽  
Related Factors ◽  
Firm Level ◽  
Content Type ◽  
Mediational Analysis ◽  
Academic Qualification ◽  
Employee Competencies

PurposeThis study aims to understand the role of employee competencies in terms of the relationship between Human Resource Practices (HRPs) and firm performance.Design/methodology/approachA sample of 60 HR managers and 546 employees from large-scale food processing firms were considered for the study. The study presents a 2-1-2 multilevel mediational analysis in which HRPs and firm performance are measured at the firm level (Level-2) and employee competencies are measured at employee level (Level-1).FindingsPositive relationship was found between HRPs and firm performance, which was partially mediated by employee competencies.Practical implicationsThe study highlights the importance of employee-related factors by focusing on the wider dimensions of human capital (e.g. academic qualification, job experience) in HRPs–performance relationship.Originality/valueThe study undertakes a 2-1-2 multilevel mediational analysis, which is rarely applied in HRM studies; however, this interaction between macro- and microlevel effects will create a better understanding of organization studies from an integrated and multilevel context.

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