scholarly journals PRAKTIK SISTEM KERJA BERKINERJA TINGGI TERHADAP KOMITMEN AFEKTIF DENGAN MEDIASI KEADILAN PROSEDURAL

2015 ◽  
Vol 5 (1) ◽  
Author(s):  
Muhamad Agus Masrukhin
Keyword(s):  
Procedural Justice ◽  
Survey Research ◽  
Significant Influence ◽  
High Performance ◽  
Affective Commitment ◽  
Direct Influence ◽  
Work System ◽  
Indirect Influence ◽  
High Performance Work System ◽  
Line Analysis

<p>Penelitian ini bertujuan untuk menguji pengaruh langsung dari sistem kerjaberkinerja tinggi pada komitmen afektif dan pengaruh tidak langsung dari sistem  kerja berkinerja tinggi pada komitmen afektif dengan keadilan prosedural sebagai variabel mediasi. Penelitian ini merupakan penelitian survei dengan menyebarkan kuesioner kepada sampel langsung. yang terdiri dari 93 karyawan yang diambil secara acak. Teknik analisis data yang digunakan adalah analisis jalur Hasil penelitian ini menunjukkan bahwa sistem kerja berkinerja tinggi berpengaruh positif dan signifikan pada komitmen afektif dengan variabel keadilan prosedural sebagai variabel mediasi.</p><p> </p><p>The objective of the study was to test the direct influence of high performance work system toward the affective commitment and indirect influence of high performance work system toward the affective commitment with procedural justice as the mediating variable. It was a survey research by distributing the questionnaires to 93 employees which were taken randomly. The data were analyzed by line analysis. The result of the study showed that high performance work system gave positive and significant influence toward the affective commitment with procedural justice as the mediating variable.</p>

scholarly journals Understanding mindfulness outcomes: a moderated mediation analysis of high-performance work systems

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Sumi Jha
Keyword(s):  
Mediation Analysis ◽  
High Performance ◽  
Affective Commitment ◽  
Negative Relationship ◽  
Moderated Mediation ◽  
Faculty Members ◽  
Employee Voice ◽  
Work System ◽  
High Performance Work System ◽  
Relationship Of

AbstractThe purpose of the study was to explain the possible outcomes of mindfulness. The research studied the relationship between mindfulness and employee voice behaviour, affective commitment, job satisfaction, and burnout. The research added one contextual variable, high-performance work system, as a moderator. The sample of the study was faculty members of higher education (management) schools. The sample size was 1092 faculty members. Moderated mediation analysis was used to analyse the data and understand the positive as well as the negative relationship of high-performance work system. Findings indicated the significant positive relationship of mindfulness with employee voice behaviour, affective commitment, and job satisfaction. The research found a negative relationship between mindfulness and burnout. The moderated mediation analysis revealed the significant interaction effect of high-performance work system and mindfulness on consequence variables. To conclude the author found that the mindfulness practice is important for faculty members of higher education. Further the research concluded that mindfulness may enhance employee voice behaviour, which in turn increases satisfaction and commitment and reduces burnout. Such relationship is possible under high performance work system context.

Critical Success Factors of High Performance Work System (HPWS) Practices: Findings from Malaysian SMEs

2020 ◽  
Vol 11 (1) ◽  
pp. 162-162
Author(s):  
Noor Hassanah Husin ◽  
Nur Naha Abu Mansur ◽  
Nur Naha Abu Mansur ◽  
Beni Widarman Yus Kelana
Keyword(s):  
High Performance ◽  
Manufacturing Industry ◽  
Small And Medium Enterprises ◽  
Success Factor ◽  
Good Reliability ◽  
Work System ◽  
Critical Success ◽  
Innovative Work ◽  
High Performance Work System ◽  
Medium Enterprises

Innovation plays a major role and is a crucial component of the organization’s growth. Creativity and innovation have become increasingly popular as key contributors to firm success in the last few decades or so. The incoming technology of Industrial Revolution 4.0 forced many companies to be innovative to compete in technological era. However, many SMEs are not ready and less innovative. Furthermore, there is lack of research focus on HPWS implementation amongst SMEs indicates that further research must be conducted along these lines. Therefore, this study aim to investigate the effect of high performance work system (HPWS) towards innovative work behaviour of employees in small and medium enterprises. This study used quantitative approach to identify the critical success factor of high performance work systems (HPWS) in Malaysian small and medium enterprises (SME) manufacturing industry. This study used descriptive analysis to analyze the data. Five-point Likert scales items ranging from (1-strongly disagree, 5 – strongly agree) employed for measuring the HPWS. Therefore, the total of 81 items survey questions were adapted to obtain the respondents for SME manufacturing industry. Reliability analysis shows that all the HPWS dimensions have very good reliability with Cronbach’s alpha value range from 0.884 to 0.976. According to Tang et al (2014), Cronbach’s alpha range between 0.70 and 0.80 considered as good reliability whereby 0.80 and 0.90 considered as very good reliability. Result also showed that selective staffing has the highest mean score followed by employee participation, which are 3.951 and 3.833 respectively. This proved that selective staffing is most important critical success factor in the HPWS implementation for Malaysian SME manufacturing industry. Keywords: high performance work system, work engagement, innovative work behaviour, small and medium enterprise.

scholarly journals The Impact of Organizational Culture and Performance Work System on Employees’ Performance

2018 ◽  
Vol 11 (6) ◽  
pp. 199 ◽  
Author(s):  
Amirreza Salehipour ◽  
Abdollah Ah mand
Keyword(s):  
Organizational Culture ◽  
High Performance ◽  
Ministry Of Education ◽  
Work System ◽  
Strong Relation ◽  
High Performance Work System ◽  
Research Questions ◽  
And Performance ◽  
The Impact ◽  
The Given

Necessity of improving employees’ performance in ministry of education in Iran was the reason of conducting this research. Authors are focused on the impact of High Performance Work System (HPWS) and the culture of organization on employees’ performance in Iran ministry of education. By conducting specified study based on distributed survey questionnaire to 162 members of ministry of education in Iran, this study aims to provide answer to the given research questions of study. The outcome of hypotheses testing illustrate HPWS significantly effects ministry members’ performance and shows strong relation between variables. Likewise, organizational culture demonstrates significant affirmative impact on Iran ministry of education members and employees’ performance. Findings of current research indicate that the ministry of education in Iran requires immediate action toward improving performance of members to obtain desired outcome. Accordingly, to the result of present study, current research attempts to provide practical concepts and illustrate limitations, suggestions for improvement of ministry and future study in this field.

scholarly journals The Implementation of High Performance Work System in Public Organizations: Implication for Organizational Performance.

2015 ◽  
Vol 11 (28) ◽  
pp. 139
Author(s):  
Solomon Ozemoyah Ugheoke
Keyword(s):  
Organizational Performance ◽  
High Performance ◽  
Positive Relationship ◽  
Public Organizations ◽  
Training And Development ◽  
Three Dimensions ◽  
The Public ◽  
Work System ◽  
High Performance Work System ◽  
Individual Role

<p>Abstract</p> <p>A principal concern express among organizational researchers is to understand why some organizations irrespective of size, location and sector outperform others. High performance work system (HPWS) offers an explanation for this phenomenon. The implementation of unique practices leads some organizations to outperform others and give organizations the competitive advantage over others. While it has been well established that HPWS practices affect organizational performance within a large and complex organizations, less have been empirically established if they also create benefit for public organizations and this has generated concerns among researchers in the field of HPWS.  Following this argument, this study examines this theoretical gap with a survey data collected from employees in the public sector. Overall, three dimensions of HPWS were identified by the researchers and the level of awareness was assessed on a seven point Likert scale. We found that two out of the three dimensions of HPWS identified in this have a positive relationship with organizational performance.</p> <p>Keywords: HPWS, organizational performance, selective training and development, PMS, individual role.</p> <p> </p>

scholarly journals Relationship between High Performance Work System and Patient Safety: Study on Saudi Arabia Public Hospitals

2014 ◽  
Vol 10 (1) ◽  
Author(s):  
Alotaibi Eqab Aiyadh ◽  
Rushami Zien Yusoff ◽  
Omar Zayyan AlSharqi ◽  
Ebrahim Mohammed Al-Matari
Keyword(s):  
Saudi Arabia ◽  
Patient Safety ◽  
High Performance ◽  
Public Hospitals ◽  
Safety Study ◽  
Work System ◽  
High Performance Work System
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