scholarly journals High-Performance Work System & Employee Performance in Public Sector: Testing the Mediating Effect of Job Engagement

2021 ◽  
Vol 17 (12) ◽  
Author(s):  
Qureshi Saba Feroz ◽  
Tasneem Khawaja Asif
Keyword(s):  
Public Sector ◽  
High Performance ◽  
Employee Performance ◽  
Mediating Effect ◽  
Job Engagement ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Work System ◽  
High Performance Work System ◽  
The Impact

The purpose of this paper is to investigate the impact of high-performance work systems on employee performance mediated by job engagement of the employees working in the public sector organization. The paper attempts to explain how high-performance work systems influence the employees and motivate them to perform in the organization. The study goals to deliver the understanding of high-performance work systems that influences job engagement which in turn significantly affects employee performance. To test the study’s hypotheses, we collected data from a field study of 500 employees working in 25 public sector banks. Our results show that a high-performance work system is significantly related to employee performance and this relationship is mediated by job engagement. This shows that employees who are given improved high-performance work systems showed high job engagement along with high employee performances regardless of their gender and other diversity. Perspectives related to high-performance work systems pose a positive outcome on the employee performance are considered dominant in the current investigation.

The effect of high performance work system strength on organizational effectiveness

2019 ◽  
Vol 30 (1) ◽  
pp. 77-95
Author(s):  
Dushar Kamini Dayarathna ◽  
Peter John Dowling ◽  
Timothy Bartram
Keyword(s):  
Sri Lanka ◽  
Organizational Effectiveness ◽  
High Performance ◽  
Work Systems ◽  
Ample Evidence ◽  
Content Type ◽  
High Performance Work Systems ◽  
Work System ◽  
High Performance Work System ◽  
The Impact

Purpose This paper aims to examine the implications of high performance work system (HPWS) strength from a managerial perspective and the impact of economic, cultural, political, legal and technological factors on the operationalization of HPWSs in the banking industry in Sri Lanka. Design/methodology/approach The data for this study were collected from three licensed commercial banks in Sri Lanka. This research used a case study approach for data collection with archival analysis of records and semi-structured interviews with the CEO, head of HR, two board members and three focus groups (top, middle and lower level managers across various functional areas) in each bank which altogether covers 66 key informants. Findings The findings supported the research proposition that to gain positive outcomes on organizational effectiveness, there should be a strong HPWS, resulting in a positive attitudinal climate among employees. Further, the findings provide evidence of the global applicability of HPWSs, although more research is needed to clearly specify the contextual boundaries of HPWS effectiveness. Originality/value Contemporary research provides ample evidence to endorse the contribution of high performance work systems toward organizational effectiveness. However, there is a dearth of literature on how high performance work systems are operationalized across the management hierarchy and support the achievement of organizational effectiveness. Few studies have been conducted on high performance work system strength and organizational effectiveness in emerging economies.

scholarly journals INDENTIFIKASI HIGH PERFORMANCE WORK SYSTEM

2020 ◽  
Vol 1 (2) ◽  
pp. 108-118
Author(s):  
I Nengah Aristana ◽  
I Wayan Arta Artana
Keyword(s):  
High Performance ◽  
Work Systems ◽  
Business World ◽  
High Performance Work Systems ◽  
Task Delegation ◽  
Work System ◽  
Analysis Techniques ◽  
Increase Productivity ◽  
High Performance Work System ◽  
And Performance

The development of the business world now requires all forms of business including cooperatives to do various ways to increase productivity and performance. One of the efforts in increasing productivity and performance is by building a high-performance work system. The purpose of this research is to find out the high performance work system in cooperatives. The number of respondents was 132 respondents with factor analysis analysis techniques. From the results of the analysis conducted found three factors as determinants of high performance work systems, namely the method of task delegation, internal planning and motivation.

scholarly journals Impact of High-Performance Work-System (HPWS) on Employee-Performance: A Case Study

2021 ◽  
Vol 16 (2) ◽  
pp. 111-126
Author(s):  
Harjinder Kaur ◽  
Biswajyoti Pani ◽  
Saranjit Singh ◽  
Divakar Jha
Keyword(s):  
Best Practices ◽  
High Performance ◽  
Employee Performance ◽  
Bivariate Analysis ◽  
Work System ◽  
The Status ◽  
World Class ◽  
High Performance Work System ◽  
The Impact

Abstract Present article aims to summarize the impact of ‘High-Performance Work-System' (HPWS) on employee performance. The research evaluates and establishes the link between HPWS best practices and corporate performance by investigating the evidence of the effects of these practices on the employee’s overall attitudes on the basis of the concept of ‘Black Box’. Further, the study contributes empirically by providing possible corrective measures and suggestions to the management of the company, which can be adopted to attain the status of a ‘World Class Organization’ by the company. Initially, the skewness and kurtosis tests were performed on the survey data to examine the normality of the data. Basis this, the correlation tests were designed and executed. In the present analysis, the bivariate analysis between the various variables (both independent and dependent) as chosen were performed to explore this inter-relationship. The present research uses “Hierarchal Multiple Linear Regression” (HMLR) analysis to examine the net effect on the employee attitudinal measures due to each bundles of the HPWS best practices as highlighted in nine hypotheses. At the end, summary of the recommendations to the general users has also been listed.

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.

Human resources flexibility as a mediating mechanism between high-performance work systems and organizational performance: a multilevel quasi-longitudinal study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anastasia A. Katou
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Structural Equation ◽  
High Performance ◽  
Behavioural Flexibility ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Functional Flexibility ◽  
The Impact

PurposeThe purpose of this study is to investigate the impact of high-performance work systems (HPWS) on organizational performance through the mediating role of human resources (HR) flexibility (expressed by functional flexibility, skills malleability and behavioural flexibility).Design/methodology/approachThe study examines theoretical relationships in the Greek context, which reflects changing economic and financial crisis, based on multilevel structural equation modelling estimation, using three waves of sample data collected in years 2014, 2016 and 2018 from organizations operating in the private sector.FindingsThe study finds that although HPWS positively influences all three HR flexibility dimensions, this positive effect is not transferred equally to organizational performance. The dominant effect on organizational performance is attributed to skills malleability, a smaller effect to behavioural flexibility and a negligible effect to functional flexibility.Research limitations/implicationsAlthough the data collected refer to three different years, most of the companies and individuals responded to sampling were different. As such, the study does not allow for dynamic causal inferences due to its quasi-longitudinal nature.Practical implicationsThe findings of this study may influence managerial decisions in developing bundles of HPWS policies and practices in relation to HR flexibility attributes.Originality/valueSince most studies consider HR flexibility as an aggregated construct, this study is possibly one of the very few studies that is examining the differential impact of the HR flexibility dimensions on organizational performance in turbulent times.

HIGH-PERFORMANCE WORK SYSTEMS, ENTREPRENEURIAL ORIENTATION, AND INNOVATION STRATEGY IN DEVELOPING COUNTRIES

2021 ◽  
Author(s):  
MOHSEN SHAHRIARI ◽  
MARYAM MAHMOUDI-MESINEH
Keyword(s):  
Developing Countries ◽  
Entrepreneurial Orientation ◽  
Structural Equation ◽  
High Performance ◽  
Innovation Strategy ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Knowledge Based ◽  
Statistical Sample ◽  
The Impact

Innovation strategy has become an important recent challenge in today’s competitive conditions of developing countries. In this paper, the impact of high-performance work systems (HPWSs) on innovation strategy of knowledge-based enterprises is examined, considering the mediating role of entrepreneurial orientation. The statistical sample of study includes 180 managers and employees of Iranian knowledge-based companies. Data were collected using standard questionnaire, and the structural equation method was used for data analysis. The results showed that HPWSs have a positive and significant impact on innovation strategy of knowledge-based companies and about 75% of the total effect of the HPWS on innovation strategy is explained indirectly by the mediating variable of entrepreneurial orientation.

Composing the same song: when and how high-performance work systems can stimulate proactive behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chiou-Shiu Lin ◽  
Ran Xiao ◽  
Pei-Chi Huang ◽  
Liang-Chih Huang
Keyword(s):  
High Performance ◽  
Interactive Effect ◽  
Signaling Theory ◽  
Interactive Effects ◽  
Job Engagement ◽  
Proactive Behavior ◽  
Chain Store ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems

PurposeDrawing on signaling theory, the purpose of this study is to explore how high-performance work systems (HPWS) interact with leader–member exchange (LMX) to predict employees' proactive behavior and job engagement. Moreover, the present study also proposes the mediating role of job engagement in the interactive effects of HPWS and LMX quality on proactive behavior.Design/methodology/approachThe data of this study include 228 customer-contact employees and 44 store managers from chain store enterprises in the service sector in Taiwan. The proposed models were tested with hierarchical linear modeling and Monte Carlo simulation.FindingsThe results show a significant interactive effect of HPWS and LMX on job engagement and proactive behavior. In addition, job engagement serves as a vital mechanism linking the interactive effect of HPWS and LMX quality on proactive behavior.Originality/valueThis study uses signaling theory to unpack the question when and how HPWS can be more influential on employees' proactive behavior. In particular, the positive effect of HPWS on proactive behavior is more prominent only when employees enjoy high LMX quality with their respective line managers. In addition, the interactive effects of HPWS and LMX quality on proactive behavior are mediated by job engagement. The findings provide valuable theoretical and managerial contribution by integrating HRM and leadership research.

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