High-performance work practices lecturers’ performance connection: Does working condition matter?

2022 ◽  
pp. 089202062110514
Author(s):  
Umar A Abboh ◽  
Abdul HA Majid ◽  
Mohammad Fareed ◽  
Iyanda Ismail Abdussalaam
Keyword(s):  
High Performance ◽  
Working Condition ◽  
Employee Involvement ◽  
Poor Performance ◽  
Training And Development ◽  
Teaching Staff ◽  
Work Practices ◽  
The North ◽  
High Performance Work Practices ◽  
Recruitment And Selection

Poor performance of lecturers in Nigerian Polytechnics warrants independent research on lecturers’ job performance, given that the poor performance has seriously affected educational development in the country. Substantial evidence from the extant literature has highlighted that high-performance work practices are significant predictors and drivers of enhanced performance. Also, the functionality of high-performance work practices is context-dependent. Therefore, the current study investigates the effect of high-performance work practices (recruitment and selection, training and development, and employee involvement) on lecturers’ performance in the context of Nigerian polytechnics. It also examines the moderating role of working conditions in the high-performance work practices’ relationship with lecturers’ performance. Data were obtained from 539 academics in the North-west Nigerian polytechnics. The overall findings indicate that training and development and employee involvement are significant predictors of enhanced lecturers’ performance, and working condition strengthens the recruitment and selection–performance connection and employee involvement–performance relationship. This implies that the link between HR practices and enhanced performance could be affected by the environment within which organizations operate. The present study focused mainly on teaching staff from the polytechnics located in the north-central geopolitical zone of Nigeria. Thus, other geopolitical zones and non-teaching staff from various polytechnics could be studied further by future studies.

scholarly journals High Performance Work Practices and Employee Performance within Firms in the Aviation Industry in Kenya: A Case of Kenya Airways

2021 ◽  
Vol 3 (1) ◽  
pp. 104-120
Author(s):  
Tony Gathogo ◽  
David Kiiru
Keyword(s):  
Data Analysis ◽  
Performance Management ◽  
High Performance ◽  
Employee Performance ◽  
Management Training ◽  
Training And Development ◽  
Descriptive Statistics ◽  
Employee Relations ◽  
Work Practices ◽  
High Performance Work Practices

High Performance Work Practices area is key in this study and considerations have not been made for any organization in Kenya especially in the private sector. HPWPs are imperative in any private entity. Effectiveness of HPWPs in organization is largely related to overall employee performance. Organization with high employee performance has huge trickledown effect on the bottom line-healthy balance sheet and attractiveness to potential investors. A better understanding is required to investigate HPWPs in corporate firms in Kenya and especially in the aviation context. This study sought to establish the effect of performance work practices (HPWPs) on employee performance. The study was guided by four specific objectives namely; to determine the effect of reward management, performance management, training and development, employee relations on employee performance at Kenya Airways. The study was anchored on ability, motivation and opportunity theory of performance (AMO Theory), resource-based theory and social exchange theory. The core objective of HPWPS was to impact attitudes and behaviors of employees in such a manner that individual performance is enhanced. The AMO theory stated that organizational performance was dependent on the ability, motivation and opportunity of employees. The study employed descriptive design since the researcher was interested on the state of affairs already existing in the field and no variable was manipulated. The target population was the operational employees at Kenya Airways in Nairobi offices. A sample size of 347 employees was selected using stratified random sampling. The study relied on primary data specifically use of structured questionnaires. The collected data was made ready for analysis and cleaned through checking for errors and completeness, editing, coding, transcribing and entering them directly into SPSS software. Data analysis entailed both inferential and descriptive statistics. Descriptive statistics such as percentages, mean, frequency distribution and standard deviation were computed to describe the characteristics of the variables of interest while in inferential statistics, correlation, multiple regression analysis was used establish the nature and magnitude of the relationships between the variables. The results of data analysis were presented using figures and tables for easy understanding and interpretation. The study findings indicated that high performance work practices had a positive and significant effect on employee performance. Based on the study findings the adoption of high-performance work practices by Kenya Airways could be concluded that these practices influenced employee performance. Reward management, performance management, training and development, and employee relations had a positive effect on employee performance. The results of this study have helped to determine the crucial role of HPWPs on employee performance and therefore recommend that organizations focus on the use of these practices to be able to achieve and meet their set targets, mission, and vision and be able to sustain themselves in the competitive global market. The results of the study can be used by academicians and industry stakeholders to improve employee performance hence high returns on investment.

scholarly journals How Organizations Can Use High Performance Work Practices To Augment Employees’ Performance Oriented Behaviors?

2022 ◽  
Vol 8 (2) ◽  
pp. 55-75
Author(s):  
Sajid Hussain Awan ◽  
Nazia Habib ◽  
Ch. Shoaib Akhtar ◽  
Shaheryar Naveed
Keyword(s):  
Private Sector ◽  
High Performance ◽  
Employee Involvement ◽  
Employee Performance ◽  
Work Practices ◽  
Public And Private ◽  
High Performance Work Practices ◽  
And Performance ◽  
Public And Private Sector ◽  
The Relationship

We examine the relationship between high performance work practices and employee performance mediated by employee involvement, motivation, and satisfaction. We collected data on adapted scales from 292 heads of departments of various public and private sector institutions from Pakistan. The results indicated a positive and significant impact of high performance work practices on employee involvement, motivation, satisfaction, and performance. Besides, results also supported the mediation of employee involvement and motivation. However, the relationship between employee satisfaction and performance was not found significant and similarly, its mediation was also not established as we expected. The study is first of its kind, where a composite model of high performance work practices was tested for its employee-related outcomes. Moreover, the mediation of employee involvement and employee motivation in the relationship between high performance work practices and employee performance is also a noteworthy contribution of the current research in the Pakistani context. The results are generalizable to public and private sector higher education institutions of Pakistan but can also be used in other organizations with caution.

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