Are High-Performance Human Resource Practices In Organizations Creative or Noncreative?

2017 ◽  
Vol 45 (2) ◽  
pp. 243-252 ◽  
Author(s):  
Yu Hou ◽  
Bei Hu ◽  
Mattiullah Butt
Keyword(s):  
Human Resource ◽  
High Performance ◽  
Negative Relationship ◽  
Proactive Personality ◽  
Mediation Effect ◽  
High Tech ◽  
Human Resource Practices ◽  
Sustainable Competitive Advantage ◽  
Substantial Evidence ◽  
The Relationship

Researchers have found that high-performance human resource practices (HPHRP) are positively related to good firm performance and sustainable competitive advantage; however, there is not substantial evidence about their effect on individual creativity. We examined the relationship between HPHRP and individual creativity with a sample of 466 employees of high-tech industries in China. Findings showed that HPHRP had an inverse U-shaped relationship with individual creativity, which was positively moderated by proactive personality. When the employee had a very proactive personality, the positive relationship between human resource practices that were not high performance and individual creativity, and the negative relationship between HPHRP and individual creativity escalated. Evidence also supported a mediation effect of intrinsic motivation on the interaction effect of HPHRP, proactive personality, and individual creativity.

Retention intention: does having a proactive personality matter?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Roksana Binte Rezwan ◽  
Yoshi Takahashi
Keyword(s):  
Boundary Condition ◽  
Human Resource ◽  
Work Engagement ◽  
High Performance ◽  
Design Methodology ◽  
Proactive Personality ◽  
Single Model ◽  
Content Type ◽  
The Relationship ◽  
Main Relationship

PurposeIn this study, the authors examine how employees' retention intentions are related to their proactive personalities through the theoretical lens of the model of motivational force of turnover and the model of proactive motivation. More specifically, the authors also verify the partial mediation of work engagement on the main relationship and moderation of high-performance human resource practices (HPHRPs) in the process, which has rarely been explored previously.Design/methodology/approachThe hypothesized model was tested using partial least squares structural equational modeling on a sample of 221 employees of a bank in Bangladesh.FindingsThe results showed that having a proactive personality is positively related to retention intentions due to enhanced work engagement. However, the effect of the interaction between having a proactive personality and HPHRPs was found to be not significant on work engagement and retention intention.Originality/valueThis study contributes to the literature by exploring the reason behind mixed results found in the relationship between having a proactive personality and retention intentions through work engagement as a mediator and HPHRPs as a contextual boundary condition in a single model.

Mediating effects of person–environment fit on the relationship between high-performance human resource practices and firm performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nishant Uppal
Keyword(s):  
Firm Performance ◽  
Human Resource ◽  
High Performance ◽  
Human Resource Practices ◽  
Job Fit ◽  
Mediating Effects ◽  
Content Type ◽  
Person Environment Fit ◽  
The Relationship ◽  
Interactionist Approach

PurposeDrawing on the interactionist approach and interest alignment theory, this study aims to examine the mediating effects of three dimensions of person environment fit – person–organisation fit, person–job fit and person–supervisor fit – on the relationship between high-performance human resource practices (HPHRP) and firm performance.Design/methodology/approachSurvey data obtained from 3,014 employees of research and development units and 721 senior HR executives and top management team members belonging to 274 Indian-based pharmaceutical firms is analysed to investigate a mediated pathway between HPHRP and firm performance.FindingsThe findings of the current research established that HPHRP was positively and significantly related to person–organisation fit, person–job fit and person–supervisor fit, and this facilitates firm performance and curtails employee turnover.Originality/valueThe current work firmly establishes a link between human resource management with firm performance using interactionist approach. Implications of the study to theory and practice are discussed.

scholarly journals High-Performance Human Resource Practices through the Lenses of the Ability–Motivation–Opportunity Taxonomy: A Multilevel Perspective

2020 ◽  
Vol 19 (3) ◽  
pp. 23-42
Author(s):  
Evangelos Kremmydas ◽  
Agata Austen
Keyword(s):  
Human Resource ◽  
High Performance ◽  
Employee Performance ◽  
Human Resource Practices ◽  
Employee Outcomes ◽  
Expected Performance ◽  
Internalization Process ◽  
Multilevel Perspective ◽  
Extended View ◽  
The Relationship

Background. In the recent past, many studies were devoted to the relationship between High-Performance Human Resource Practices and different types of employee outcomes. Through these studies, it has been shown that High-Performance Human Resource Practices are related to desirable employee outcomes and for this reason the interest in the topic has intensified. Yet the way in which High-Performance Human Resource Practices produce expected performance has not been explained in a satisfactory way. Research aims. The article aspires to analyze the concept of High-Performance Human Resource Practices (HPHRPs) through the lenses of Ability–Motivation–Opportunity (AMO) taxonomy, and to examine the interrelations between these categories of practices, as well as to discuss their impact on employee performance. Methodology. The article applies literature review in the HPHRPs and AMO literature focusing on its outcomes in terms of employee ability, motivation, and opportunity, while applying the idea of the internalization process of HR activities. Findings. HPHRPs were reviewed through the perspective of the AMO taxonomy. The extended view on relationships between HPHRPs is provided through the intended, actual and experienced internalization levels. JEL Codes: J24, M12.

The role of high performance human resource practices as an antecedent to organizational innovation: an empirical investigation

2020 ◽  
Vol 43 (1) ◽  
pp. 279-295
Author(s):  
Noopur ◽  
Rajib Lochan Dhar
Keyword(s):  
Information Technology ◽  
Human Resource ◽  
High Performance ◽  
Organizational Innovation ◽  
Human Resource Practices ◽  
Content Type ◽  
Work Related ◽  
Moderating Factors ◽  
Relationship Of ◽  
The Relationship

PurposeAmong the various human resource practices (HRPs), high performance human resource practice (HPHRP) is gaining substantial importance both from academia as well as industry. Although HPHRP and its work related outcomes have been studied in the previous literature, none have tried to unveil the mediating and moderating factors which strengthen the relationship of HPHRP and organizational innovation (OI). The purpose of this paper is to observe the effect of HPHRP on OI in Indian information technology-information technology enabled services (IT-ITES) sector, where employee competency (EC) is proposed as a mediator and climate for innovation (CI) as a moderator.Design/methodology/approachThe methodology used for data collection was through survey questionnaires. For a good model fit and empirical validation of the proposed model confirmatory factor analysis was done and SPSS macro, PROCESS was used for further analysis.FindingsResults showed that HPHRP has an influence on OI wherein ECs mediate the relationship between HPHRP and OI, additionally CI positively mitigates the interaction between HPHRP and ECs.Originality/valueThe present study is the first of its kind which has empirically examined the mediation/moderation interactions between HPHRPs, ECs, CI and OI in Indian IT-ITES sector. The present research has also responded to the calls of previous research by identifying as to how HRPs create a context for innovative performances.

scholarly journals Mapping the relationship between proactive behavior and talent management practices: The mediating role of organizational commitment

2021 ◽  
pp. 773-782
Author(s):  
Arian Khodayarkhani Hamedani ◽  
Panteha Farmanesh ◽  
Pouya Zargar
Keyword(s):  
Organizational Commitment ◽  
High Performance ◽  
Management Practices ◽  
Talent Management ◽  
Proactive Personality ◽  
Mediation Effect ◽  
Proactive Behavior ◽  
Mediating Role ◽  
Analysis Process ◽  
The Relationship

In a diverse and modern organization with high extent of competitiveness within the market, maintaining high performance is of necessity. Talent management practices, when implied and used properly can significantly contribute to an organizations’ degree of overall performance as it has been noted throughout the literature. Employees and individuals seeking professional careers are required to cope with fast-changing environments of their workplaces. The need to constantly improve oneself is a dire one. Current research paper analyzes mediation effect of organizational commitment on the relationship between proactive personality and talent management practices from employee perspective of university academic and administrative staff. Mediation regression analysis (PROCESS) has been used to analyze the gathered data from universities located in North Cyprus, and the accumulated results show a full mediation effect from organizational commitment on the aforementioned relationship. The study contributes to the literature through expansion of proposed model in context of talent management and proactive personality as well as analytical method alongside context of academia. Furthermore, this study provides tangible implications, which can be beneficial for university decision-makers.

scholarly journals Why Do High-Performance Human Resource Practices Matter for Employee Outcomes in Public Sector Universities? The Mediating Role of Person–Organization Fit Mechanism

SAGE Open ◽  
2020 ◽  
Vol 10 (3) ◽  
pp. 215824402094742
Author(s):  
Saeed Siyal ◽  
Chunlin Xin ◽  
Xiaobao Peng ◽  
Abdul Waheed Siyal ◽  
Waqas Ahmed
Keyword(s):  
Public Sector ◽  
Human Resource ◽  
Emotional Exhaustion ◽  
Structural Equation ◽  
High Performance ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Human Resource Practices ◽  
Employee Outcomes ◽  
Quit Intentions

Based on the attraction–selection–attrition (ASA) framework, this research aimed to investigate the mechanism which affects the link between high-performance human resource practices (HPHRPs) and the two negative employee outcomes of the present study: emotional exhaustion and quit intentions. Using the ASA framework, the authors examine one such mechanism namely person–organization (P-O) fit, through which HPHRPs influence both the studied employee negative outcomes. A sample of professionals working in the public sector universities of Pakistan is adopted for testing the mediation model by using structural equation modeling. Findings reveal that HPHRPs have positive association with P-O fit, and negative with emotional exhaustion and quit intentions. Moreover, the findings illustrated a full mediation effect of P-O fit on the relationship among HPHRPs and both of the employee outcomes. The study has important theoretical and practical implications.

scholarly journals Accelerating Green Innovation Performance from the Relations of Network Potential, Absorptive Capacity, and Environmental Turbulence

2021 ◽  
Vol 13 (14) ◽  
pp. 7765
Author(s):  
Shuizheng Song ◽  
Md Altab Hossin ◽  
Xiaohua Yin ◽  
Md Sajjad Hosain
Keyword(s):  
Sustainable Development ◽  
Absorptive Capacity ◽  
Bootstrap Method ◽  
Manufacturing Firms ◽  
Innovation Performance ◽  
Mediation Effect ◽  
Environmental Turbulence ◽  
High Tech ◽  
Green Innovation ◽  
The Relationship

The demand for sustainable development and the advantages of industries are expediting over time with the triggering of green innovation performance (GIP). Improving a firm’s GIP, especially in manufacturing industries, can accelerate green development and mitigate the global-concerned environmental issues. Thus, to investigate GIP from its antecedent factors, we delineate the relationship between network potential, absorptive capacity, environmental turbulence, and GIP based on social network theory, organizational learning theory, and contingency theory. We tested our hypotheses based on 233 sets of questionnaire surveys from high-tech manufacturing firms in China through deploying the hierarchical regression and bootstrap method. Our empirical findings reveal that the network potential dimensions, including network position centrality (NPC), network structure richness (NSR), and network relationship closeness (NRC), significantly positively impacted the GIP. The absorptive capacity (AC) partially mediated the relationship between the network potential dimensions and GIP. Environmental turbulence (ET) as an essential mechanism not only positively moderated the relationship between AC and GIP but also enhanced the AC mediation effect. These findings indicate that manufacturing firms should continue to improve network potential and AC and respond rapidly to changes in the external environment to enhance GIP, consequently contributing to the sustainable development of the economy.

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