The role of servant leadership, self-efficacy, high performance work systems, and work engagement in increasing service-oriented behavior

2021 ◽  
pp. 1-23
Author(s):  
Md Karim Rabiul ◽  
Ataul Karim Patwary ◽  
IM Panha
Keyword(s):  
Servant Leadership ◽  
Work Engagement ◽  
Self Efficacy ◽  
High Performance ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Service Oriented

scholarly journals CEO servant leadership and strategic service differentiation: The role of high-performance work systems and innovativeness

2021 ◽  
Vol 40 ◽  
pp. 100891
Author(s):  
Pablo Ruiz-Palomino ◽  
Santiago Gutiérrez-Broncano ◽  
Pedro Jiménez-Estévez ◽  
Felipe Hernandez-Perlines
Keyword(s):  
Servant Leadership ◽  
High Performance ◽  
Service Differentiation ◽  
Work Systems ◽  
High Performance Work Systems

Work engagement, tenure, and external opportunities moderate perceived high-performance work systems and affective commitment

2019 ◽  
Vol 47 (5) ◽  
pp. 1-16
Author(s):  
Bin Hu ◽  
Zhenhu Hou ◽  
Miranda Chi Kuan Mak ◽  
Sabrina Lingxiao Xu ◽  
Xuhua Yang ◽  
...  
Keyword(s):  
Work Engagement ◽  
High Performance ◽  
Affective Commitment ◽  
Affective Organizational Commitment ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Individualized Approach ◽  
Organizational Tenure ◽  
The Relationship

We examined the role of our proposed moderators, namely, work engagement, organizational tenure, and perceived external opportunities, in the relationship between perceived high-performance work systems (HPWS) and affective organizational commitment. We conducted a survey with 94 employees of an information technology company in China. The results showed that the effect of perceived HPWS on affective commitment is stronger among employees with longer tenure, and weaker among employees who perceive more external opportunities. The results also showed that the effect of perceived HPWS on affective commitment is stronger at a marginally significant level among employees with stronger work engagement. These findings suggest that organizational managers should pay more attention to individual factors that may change employees’ responses to HPWS, and adopt a more individualized approach to retain talented employees.

Can generational differences and feeling trusted improve knowledge-sharing behavior? Consequences of high-performance work systems

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aulia Vidya Almadana ◽  
Suharnomo Suharnomo ◽  
Mirwan Surya Perdhana
Keyword(s):  
Knowledge Sharing ◽  
Generational Differences ◽  
High Performance ◽  
Equation Modeling ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Purpose This study aims to investigate the relationships between high-performance work systems (HPWS) on knowledge-sharing behavior (KSB) among Indonesian employees through the mediating role of feeling trusted (FT) and moderating role of generational differences (GD). Design/methodology/approach Sample were collected from 278 employees working in the Indonesian financial companies. This research used structural equation modeling to investigate the associations of HPWS and KSB. Furthermore, Sobel Test was applicated to test the mediation effect of FT. Finally, Hayes PROCESS was used to test the moderation impact of GD. Findings The empirical results revealed that HPWS positively impact FT and KSB. Hereafter, FT also positively impacts KSB and then succeeds to mediate the relationships between HPWS and KSB. Finally, GD were failed to moderate the relationships between HPWS and KSB. Originality/value To the best of the authors’ knowledge, this study is one of the few studies that illustrate the roles of GD between the relationships between HPWS and KSB.

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

2020 ◽  
Vol 120 (8) ◽  
pp. 1441-1457
Author(s):  
Jia Zheng ◽  
Hefu Liu ◽  
Jingmei Zhou
Keyword(s):  
Open Innovation ◽  
High Performance ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
It Capability ◽  
Role Of It ◽  
The Relationship ◽  
Moderating Role

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.

Sign in / Sign up

Export Citation Format

Share Document