The Role of Managers’ Values in the Relationship between High Performance Work Systems and Customer Satisfaction: A Team-Level Perspective

2020 ◽  
Author(s):  
Les Graham ◽  
Yuyan Zheng ◽  
Sara Gracey ◽  
Marisa Plater
Keyword(s):  
Customer Satisfaction ◽  
High Performance ◽  
Work Systems ◽  
High Performance Work Systems ◽  
The Relationship

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.

High-performance work systems and job satisfaction: a multilevel model

2016 ◽  
Vol 31 (2) ◽  
pp. 451-466 ◽  
Author(s):  
Romina García-Chas ◽  
Edelmira Neira-Fontela ◽  
Concepción Varela-Neira
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Motivation ◽  
High Performance ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
The Relationship

Purpose – The purpose of this investigation is to analyze the role of perceived organizational support (POS) and intrinsic motivation in the relationship between high-performance work systems (HPWS) and job satisfaction. Design/methodology/approach – The sample used in this study consists of 180 engineers from 25 companies. The model entails a cross-level moderated mediation process that was tested using multilevel structural equation modeling. Findings – This research shows that the effect of HPWS via POS on job satisfaction is stronger among engineers with low intrinsic motivation than engineers with high intrinsic motivation. Practical implications – Given the findings of this paper, organizations are advised to consider the importance of HPWS perceptions and intrinsic motivation to help strengthen engineer satisfaction. Originality/value – This is the first study to provide evidence for the mediating effect of POS in the relationship between employees’ shared perceptions of the HPWS implemented at their companies and their job satisfaction, and the moderating role of employee intrinsic motivation in the relationship between POS resulting from HPWS and job satisfaction.

Exploring the Mediating Role of Employee Attitudes in the Relationship between High-Performance Work Systems and Turnover Intention among IT Professionals in India: A Serial Mediation Approach

2018 ◽  
pp. 097215091879535
Author(s):  
Badrinarayan Srirangam Ramaprasad ◽  
Sethumadhavan Lakshminarayanan ◽  
Yogesh P. Pai
Keyword(s):  
Turnover Intention ◽  
High Performance ◽  
Employee Attitudes ◽  
It Professionals ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Mediating Role ◽  
Serial Mediation ◽  
The Relationship

The primary purpose of this study was to seek an answer to the question of ‘how’ do high-performance work systems (HPWSs) relate to turnover intention (TI) among information technology (IT) professionals in the Indian IT sector. Against the backdrop of this purpose, we examined, by using multiple regression analysis and a serial mediation approach, the intervening effects that the constructs of work engagement (WE) and organizational commitment (OC) exercised, sequentially, on the relationship between HPWS and TI among 752 IT professionals spread across 17 Indian IT organizations. The findings of this study reveal that the relationship between HPWS and employees’ TI is entirely indirect; that is, WE and OC, in that order, fully and serially mediate the relationship between HPWS and employees’ TI. Further, the study offers a strong case for practitioners from the Indian IT sector to adopt a robust and a synergetic HPWS in order to elicit favourable employee attitudes and consequently mitigate the employees’ TI.

Founding-Family Ownership and Firm Performance

2009 ◽  
Vol 22 (4) ◽  
pp. 319-332 ◽  
Author(s):  
Chiung-Wen Tsao ◽  
Shyh-Jer Chen ◽  
Chiou-Shiu Lin ◽  
William Hyde
Keyword(s):  
Firm Performance ◽  
High Performance ◽  
Family Ownership ◽  
Work Systems ◽  
Public Firms ◽  
High Performance Work Systems ◽  
Founding Family ◽  
Low Performance ◽  
The Relationship

The controversial findings of both high and low performance for family-controlled public firms offer a unique context in which to study the moderating role of high-performance work systems (HPWS) on founding-family ownership effects. In a sample of Taiwan-based public firms, founding-family ownership was found not to be associated with firm performance. However, when the level of HPWS facing family ownership was accounted for, the results showed that the relationship between founding-family ownership and firm performance is significantly negative for companies with lower levels of HPWS but is significantly positive for companies with higher levels of HPWS.

The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes: A Multilevel Perspective

2009 ◽  
Vol 35 (5) ◽  
pp. 1228-1247 ◽  
Author(s):  
Pei-Chuan Wu ◽  
Sankalp Chaturvedi
Keyword(s):  
Procedural Justice ◽  
High Performance ◽  
Affective Commitment ◽  
Power Distance ◽  
Employee Attitudes ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Mediating Role ◽  
The Relationship

This study examines the role of procedural justice and power distance in the relationship between high-performance work systems (HPWSs) and employee attitudes (affective commitment and job satisfaction). The study tests the mediating role of procedural justice on the relationships between HPWS and employee attitudes and the moderating role of power distance in this relationship. The results, based on a sample of 1,383 employees across 23 firms from three countries, indicate that HPWS is strongly related to employee attitudes. The results also indicate that procedural justice mediates the influence of HPWS on employee attitudes.

How exploitative leadership influences employee innovative behavior: the mediating role of relational attachment and moderating role of high-performance work systems

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhining Wang ◽  
Chuanwei Sun ◽  
Shaohan Cai
Keyword(s):  
High Performance ◽  
Innovative Behavior ◽  
Negative Effects ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Mediating Role ◽  
The Relationship ◽  
Relational Attachment

PurposeThe purpose of this research is to examine the relationship between exploitative leadership and employee innovative behavior and explore the mediating role of relational attachment and the moderating role of high-performance work systems (HPWSs).Design/methodology/approachThis research collected data from 374 employees and their direct supervisors in 75 teams and tested a cross-level moderated mediation model using multilevel path analysis.FindingsThe results suggest that (1) exploitative leadership has a negative impact on employee innovative behavior; (2) relational attachment mediates the relationship between exploitative leadership and employee innovative behavior; (3) HPWS positively moderates the relationship between exploitative leadership and relational attachment and (4) HPWS moderates the mediating mechanism from exploitative leadership to employee innovative behavior.Practical implicationsThe empirical findings suggest that organizations should make efforts to prevent exploitative leadership. Moreover, managers should pay attention to the important role of relational attachment in promoting employee innovative behavior and realize the role of HPWSs in facilitating the negative effects of exploitative leadership.Originality/valueThis research identifies relational attachment as a key mediator that links exploitative leadership to innovative behavior and reveals the role of HPWSs in strengthening the negative effects of exploitative leadership on employee innovative behavior.

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.

High-performance work systems, learning orientation and innovativeness: the antecedent role of environmental turbulence

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Evrim Gemici ◽  
Cemal Zehir
Keyword(s):  
Structural Equation ◽  
High Performance ◽  
Environmental Turbulence ◽  
Equation Modeling ◽  
Learning Orientation ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
The Relationship

PurposeThe aim of this paper is to empirically examine whether environmental turbulence leads to the adoption of high-performance work systems (HPWS) and learning orientation (LO) in organizations and, if so, how these two elements contribute to innovativeness. Past research studies widely demonstrated that HPWS and LO are strong determinants of innovativeness. This study incorporates environmental turbulence as an antecedent and explains the interactions between these concepts.Design/methodology/approachThis paper involves a questionnaire-based survey of 233 firms. For hypothesis testing, structural equation modeling (SEM) was used.FindingsThe results revealed the antecedent role of environmental turbulence in HPWS and LO. Additionally, HPWS and LO mediated the relationship between environmental turbulence and organizational innovativeness.Research limitations/implicationsThis research has the limitations of a cross-sectional study design. The study draws out some implications for firms facing turbulent conditions and intending to increase their innovativeness by stimulating a learning culture and focusing on human capital through HPWS.Originality/valueThe overarching contribution of this study is to test the assumption that organizations initiate changes in their internal systems as a response to environmental turbulence. By doing so, the study enriches current studies by exploring the mediator role of HPWS and LO between environmental turbulence and innovativeness. This research also contributes to the literature by demonstrating the antecedent role of environmental turbulence in HPWS for the first time. Additionally, it provides evidence for the relationship between environmental turbulence and LO.

scholarly journals High-Performance Work Systems And Firm Performance: Moderating Effects Of Organizational Communication

2017 ◽  
Vol 33 (5) ◽  
pp. 951-962
Author(s):  
Gyeonghwan Lee ◽  
Myeongju Lee ◽  
Yoonhwan Sohn
Keyword(s):  
Organizational Performance ◽  
High Performance ◽  
Organizational Context ◽  
Internal Communication ◽  
Publicly Traded ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Using Data ◽  
The Relationship

This study examines the relationship between high-performance work systems (HPWS) and organizational performance and how the relationship differs by type of communication within organizations. Using data on publicly traded manufacturing firms in Korea from the Human Capital Corporate Panel survey, we find that HPWS are positively related to organizational performance, and importantly, this relationship varies by the level of vertical and horizontal communication. The positive effect of HPWS on organizational performance is more apparent when vertical and horizontal communications are relatively high. These results emphasize the role of internal communication as an important organizational context for the implementation of HPWS.

Sign in / Sign up

Export Citation Format

Share Document