scholarly journals THE COMBINED EFFECT OF ISLAMIC WORK ETHICS, HIGH-PERFORMANCE WORK PRACTICE, AND PROJECT GOVERNANCE ON PROJECT SUCCESS

2021 ◽  
Vol 9 (3) ◽  
pp. 648-659
Author(s):  
Mehwish Ali Khan ◽  
Iram Naz ◽  
Shoaib Shafique ◽  
Syed Danial Hashmi ◽  
Mattiullah Farooqi
Keyword(s):  
High Performance ◽  
Project Success ◽  
Work Practice ◽  
Sampling Technique ◽  
Work Practices ◽  
Work Ethics ◽  
Project Governance ◽  
High Performance Work Practices ◽  
The Impact ◽  
First Time

Purpose: This study aims to observe the effect of religion-based work ethics, i.e., Islamic work ethics (IWE) and High-performance work practices (HPWP), on the success of projects in the development sector of Pakistan. Further, the study proposes project governance as a moderator between IWE, HPWP, and project success. Methodology: This is a quantitative study and used a convenience sampling technique to collect the data. The data was collected from the project-based organization in Rawalpindi, Islamabad, and Muzaffarabad, and 239 questionnaires were circulated to the employees of project-based organizations. For data analysis, SPSS was used. Results: Results indicate that IWE and HPWP significantly contribute towards project success. Likewise, the results of moderated regression analysis show that project governance enhances the positive relationship between IWE, HPWP, and project success. These results have been discussed. Practical Implications: The results carry significant implications for managers of project-based organizations. Our results point towards the importance of work ethics, high-performance work practices, and governance mechanisms towards the success of projects. Managers should thus be vigilant toward these mechanisms. Originality: The contribution of this study is that first time we see the impact of Islamic work ethics on project success. Islamic work Ethics is an essential and worthwhile concern for an organization because it allows employees to work honestly and ethically to achieve project success.

scholarly journals High-Performance Work Practices and Organizational Innovativeness: The Roles of Relational Coordination Competencies and Market Turbulence as a Mediator or Moderator

2020 ◽  
Vol 6 (3) ◽  
pp. 83
Author(s):  
Seung-Yoon Rhee ◽  
Jooyeon Park ◽  
Hyung-Deok Shin
Keyword(s):  
High Performance ◽  
Business Environment ◽  
Relational Model ◽  
Relational Coordination ◽  
Work Practices ◽  
Manufacturing Companies ◽  
Organizational Innovativeness ◽  
Market Turbulence ◽  
High Performance Work Practices ◽  
The Impact

Despite an enduring interest in the effect of high-performance work practices (HPWP) on organizational outcomes, relatively little is known about how the human resources practices that engage employees in a coordinated effort foster relational coordination competencies, and further enhance organizational innovativeness. Drawing on the relational model of HPWP, this study examined the impact of HPWP on organizational innovativeness through employees’ relational coordination competencies, and the moderating effect of environmental volatility on the relationship. Using two-wave panel data from 301 manufacturing companies in South Korea, the results showed that HPWP positively influenced organizational innovativeness, as measured by the number of patent applications with a 6-year time lag, and that the link was partially mediated by employees’ relational coordination competencies. The positive effect of HPWP on organizational innovativeness was more pronounced when market turbulence was high. This study adds value to the HPWP literature by revealing the importance of human resource practices that develop employees’ relational coordination and communication competencies in achieving organizational innovativeness. Such practices are becoming even more crucial in today’s complex business environment, which necessitates task integration and employee cooperation.

DO HIGH-PERFORMANCE WORK PRACTICES INDUCE INNOVATIVE WORK BEHAVIOUR? THE CASE OF THE QATARI BANKING SECTOR

2020 ◽  
pp. 2150003
Author(s):  
SHATHA M. OBEIDAT
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Banking Sector ◽  
Mediating Effect ◽  
Work Practices ◽  
Organisational Commitment ◽  
High Performance Work Practices ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Impact

Purpose: This paper presents results from an empirical study in the banking sector in Qatar on the impact of high-performance work practices (HPWPs) on employee’s innovative work behaviour (IWB). In particular, the study seeks to examine the impact of HPWP on employees work attitudes of job satisfaction and organisational commitment, and of the possible mediating link of employees’ attitudes (i.e., satisfaction and commitment) on HPWPs and IWB link. Methodology: Data were collected from employees about their perception of the use of HPWPs in their banks and about their level of satisfaction at work, their perceived commitment, and their innovative work behaviour. The sample included 150 employees working in different banks at Qatar. Findings: The findings suggest that HPWPs are positively related to job satisfaction, organisational commitment, and IWB. Also, the study provides support for the mediating effect of organisational commitment on the HPWPs and IWB link. Practical implications: When trying to inspire employees IWB through managerial practices (like HPWPs) in Qatari banks, management needs to pay attention to employees work related attitudes such as job satisfaction and organisational commitment. Limitations: The unique characteristics of the Qatari banks limits the generalizability of the study findings. Originality: This is the first study that explores the mediating role of job satisfaction and organisational commitment on HPWPs-IWB link after conducting a comprehensive PLS analysis. Moreover, the study provides evidence of this possible link in what is believed to be unique study setting.

scholarly journals Employees Perceptions of Human Resource Management System and Practices Impact on Affective Commitment: Considering Mediating Role of Line Manager

2021 ◽  
Vol 10 (1) ◽  
pp. 322-335
Author(s):  
ADEEL JAVED ◽  
OSMAN SADIQ PARACHA
Keyword(s):  
Human Resource ◽  
High Performance ◽  
Affective Commitment ◽  
Positive Impact ◽  
Mediation Effect ◽  
Work Practices ◽  
Design Data ◽  
High Performance Work Practices ◽  
Line Manager ◽  
The Impact

The purpose of this paper is to analyse the impact of employee’s perception of HRM system strength and high performance work practices based on ability enhancing, motivation focused and opportunity creating practices on affective commitment. Furthermore, this paper explores the mediation effect of the line manager's ability, motivation, and opportunity to implement human resource practices between the high performance work practices, perception of HRM system strength, and affective commitment. This study is based on a quantitative research design. Data collected from 761 bank employees from different branches of private banks in Pakistan. A structural equational modeling technique was used to analyse the data. The result supported the positive impact of ability, motivation, and opportunity enhancing high performance work practices and HRM system strength on affective commitment. However, the mediation results indicated partial acceptance. The findings of this paper are expected to encourage researchers to be more thoughtful about the connection between these variables. Keywords: High Performance Work Practices, HRM System Strength, Line Manager Role, AMO Framework, SHRM Practices.

scholarly journals Penilaian Koordinasi Antarunit Kerja di Rumah Sakit Berdasarkan High Performance Work Practices

2015 ◽  
Vol 3 (2) ◽  
pp. 170
Author(s):  
Intan Permata Sari ◽  
Ratna Dwi Wulandari
Keyword(s):  
Conflict Resolution ◽  
High Performance ◽  
Medical Service ◽  
Work Practice ◽  
Work Practices ◽  
Boundary Spanner ◽  
Cross Sectional ◽  
Performance Practices ◽  
High Performance Work Practices ◽  
Cross Sectional Design

ABSTRACTThe survey about coordination in hospital showed that the coordinaton between units have low score including the lack of communication and problem solving between units. The objectives of this study is to describe coordination in hospital considered by high performance practices that consist of 5 items : selection for cross-functional teamwork, rewards for cross-functional teamwork, cross-functional teamwork conflict resolution, cross-functional meetings, and cross-functional boundary spanner. This research is descriptive study using cross sectional design. Samples or respondents are 16, selected using purposive sampling according to the units which their function and job still related with the medical service in the hospital. The result showed that there are a specific criteria to select their employee. The most responden said that education level is the most important criteria for the selection. There is a reward for the best employee those are trophy and some money given to the best employee and the best group of the months. There is conflict resolution through the meeting with the supervisor and director to discuss their problems. There is functional meeting that is weekly report, and there is boundary spanner to coordinated with the other unit if they have problems. This study conclude that coordination in hospital can complete four items of performance work practice, but aspect cross-functional meetings still not working properly. Therefore, it needs to be repaired because this meeting is important to discuss about development of the medical service in this hospital.Keywords :Coordination, high performance work practices, medical service

scholarly journals Cross-functional team as a high-performance practice for sustainable development of Russian companies

2020 ◽  
Vol 208 ◽  
pp. 03022
Author(s):  
Elena Kalabina ◽  
Olga Belyak
Keyword(s):  
Sustainable Development ◽  
Performance Practice ◽  
High Performance ◽  
Knowledge Exchange ◽  
Work Practice ◽  
The Sustainable Development ◽  
Cultural Phenomenon ◽  
High Performance Work Practices ◽  
Functional Teams ◽  
The Impact

The article considers cross-functional teams of employees as a highly productive work practice to ensure the sustainable development of companies. Dissemination of the best high-performance work practices and social work with personnel, including designing cross - functional teams, is one of the areas that ensure the sustainable development of companies. However, the design of cross-functional teams within organizations faces various difficulties and, mainly, with fragmentation and mismatch of ideas about this type of group work and methods of managing it. Rationale of expediency of applying the practice of forming cross-functional teams of employees is given. A contextual analysis of the reasons for creating cross-functional teams of employees is carried out, their polyphonic nature is revealed. The study examines the signs of the exclusivity of cross-functional teams of employees as an organizational unit, project team, organizational knowledge generator, cross-cultural phenomenon and presents the results of a pilot study of organizational and managerial factors of the impact of knowledge exchange between participants of cross-functional teams to ensure the sustainable development of companies.

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