scholarly journals How Organizations Can Use High Performance Work Practices To Augment Employees’ Performance Oriented Behaviors?

2022 ◽  
Vol 8 (2) ◽  
pp. 55-75
Author(s):  
Sajid Hussain Awan ◽  
Nazia Habib ◽  
Ch. Shoaib Akhtar ◽  
Shaheryar Naveed
Keyword(s):  
Private Sector ◽  
High Performance ◽  
Employee Involvement ◽  
Employee Performance ◽  
Work Practices ◽  
Public And Private ◽  
High Performance Work Practices ◽  
And Performance ◽  
Public And Private Sector ◽  
The Relationship

We examine the relationship between high performance work practices and employee performance mediated by employee involvement, motivation, and satisfaction. We collected data on adapted scales from 292 heads of departments of various public and private sector institutions from Pakistan. The results indicated a positive and significant impact of high performance work practices on employee involvement, motivation, satisfaction, and performance. Besides, results also supported the mediation of employee involvement and motivation. However, the relationship between employee satisfaction and performance was not found significant and similarly, its mediation was also not established as we expected. The study is first of its kind, where a composite model of high performance work practices was tested for its employee-related outcomes. Moreover, the mediation of employee involvement and employee motivation in the relationship between high performance work practices and employee performance is also a noteworthy contribution of the current research in the Pakistani context. The results are generalizable to public and private sector higher education institutions of Pakistan but can also be used in other organizations with caution.

The link between high performance work practices and organizational performance

2016 ◽  
Vol 38 (4) ◽  
pp. 578-595 ◽  
Author(s):  
Shatha M. Obeidat ◽  
Rebecca Mitchell ◽  
Mark Bray
Keyword(s):  
Organizational Performance ◽  
High Performance ◽  
Empirical Investigation ◽  
Work Practices ◽  
Cross Sectional ◽  
Content Type ◽  
Manufacturing Sectors ◽  
High Performance Work Practices ◽  
And Performance ◽  
The Relationship

Purpose – The purpose of this paper is to better understand the relationship between high-performance work practices (HPWP) and organizational performance through a multi-dimensional model of the relationship between HPWP and performance, which conceptualizes HPWP according to the ability, motivation and opportunity (AMO) framework. HPWP are conceptualized as HR practices capable of enhancing the AMO of employees to contribute to organizational performance. Design/methodology/approach – Data were collected from 118 Jordanian firms operating in the financial and manufacturing sectors. A questionnaire completed by the HR director in each firm assessed HPWP adoption and their influence on organizational performance. Findings – The findings generate support for the link between HPWP and organizational performance and confirm the utility of the AMO model for conceptualizing HPWP and their impact on organizational performance. Research limitations/implications – While this study relies on cross-sectional data, it confirms the utility of the AMO framework as an appropriate conceptual basis for HPWP and provides substantial support for the relevance of HPWP in increasing organizational performance. Originality/value – The findings provide a basis for more consistent empirical investigation and better theory building for HPWP, and also provide a more robust basis for practical prescription. The empirical contribution is also significant as one of the few studies to investigate the link between HPWP and organizational performance in the Middle East.

High-performance work practices lecturers’ performance connection: Does working condition matter?

2022 ◽  
pp. 089202062110514
Author(s):  
Umar A Abboh ◽  
Abdul HA Majid ◽  
Mohammad Fareed ◽  
Iyanda Ismail Abdussalaam
Keyword(s):  
High Performance ◽  
Working Condition ◽  
Employee Involvement ◽  
Poor Performance ◽  
Training And Development ◽  
Teaching Staff ◽  
Work Practices ◽  
The North ◽  
High Performance Work Practices ◽  
Recruitment And Selection

Poor performance of lecturers in Nigerian Polytechnics warrants independent research on lecturers’ job performance, given that the poor performance has seriously affected educational development in the country. Substantial evidence from the extant literature has highlighted that high-performance work practices are significant predictors and drivers of enhanced performance. Also, the functionality of high-performance work practices is context-dependent. Therefore, the current study investigates the effect of high-performance work practices (recruitment and selection, training and development, and employee involvement) on lecturers’ performance in the context of Nigerian polytechnics. It also examines the moderating role of working conditions in the high-performance work practices’ relationship with lecturers’ performance. Data were obtained from 539 academics in the North-west Nigerian polytechnics. The overall findings indicate that training and development and employee involvement are significant predictors of enhanced lecturers’ performance, and working condition strengthens the recruitment and selection–performance connection and employee involvement–performance relationship. This implies that the link between HR practices and enhanced performance could be affected by the environment within which organizations operate. The present study focused mainly on teaching staff from the polytechnics located in the north-central geopolitical zone of Nigeria. Thus, other geopolitical zones and non-teaching staff from various polytechnics could be studied further by future studies.

scholarly journals The Relationship Between Public and Private Sector Wages in Alberta

2005 ◽  
Vol 30 (2) ◽  
pp. 217-227
Author(s):  
Gene Swimmer ◽  
C. B. Williams
Keyword(s):  
Private Sector ◽  
Public Service ◽  
Civil Service ◽  
Public And Private ◽  
Public And Private Sector ◽  
Employment Sectors ◽  
Leader Role ◽  
The Relationship

The purpose of this study is to determine the nature and magnitude of any relationship between wage and salary changes in specified occupational classifications within the Alberta Civil Service and wage and salary changes in similar occupational classes in Alberta industry. In particular, the possibility of the « leader » role that public service wage and salary changes may play in the determination of occupational wage and salaries in other employment sectors within the Province of Alberta will be articulated.

Employee Welfare Measures in Public and Private Sectors

2015 ◽  
Vol 6 (1) ◽  
pp. 22-36 ◽  
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Private Sector ◽  
High Performance ◽  
Public And Private ◽  
Retirement Benefits ◽  
Educational Benefits ◽  
The Public ◽  
Employee Welfare ◽  
Welfare Measures ◽  
Private Sector Organizations ◽  
Public And Private Sector

Employees' play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisations have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisations do not bother about the employees benefit, but expect efficient and high performance from them, it is a mere waste. So there is utmost need for the employee's welfare in any type of organisation. Organizations have to provide welfare facilities to their employees to keep their motivation levels high. A comparative study was undertaken to know the satisfaction level of the employees on the enforceability of various welfare measures in both the public and private sector organizations. The study also throws light on impact of welfare measures on the employees' performance.

An examination of the moderating effect of electronic-HRM on high-performance work practices and organisational performance link

2017 ◽  
Vol 5 (2) ◽  
pp. 222-241 ◽  
Author(s):  
Shatha M. Obeidat
Keyword(s):  
High Performance ◽  
Middle Eastern ◽  
Positive Influence ◽  
Vital Role ◽  
Eastern Region ◽  
Work Practices ◽  
Organisational Performance ◽  
Content Type ◽  
High Performance Work Practices ◽  
And Performance

Purpose The purpose of this paper is to examine electronic-HRM (e-HRM) as a contingency factor moderating the relationship between high-performance work practices (HPWP) and organisational performance. It also explores the hypothesised relationship within the Middle Eastern context. Design/methodology/approach An empirical study was conducted on Jordanian firms operating in both financial and manufacturing sectors. The final research sample consisted of 118 questionnaires. The data were analysed using partial least squares through Smart PLS. Findings The findings show support for the hypothesised relationship. In particular, this study shows that both HPWP and e-HRM have a significant positive influence on organisational performance. The results also revealed that e-HRM moderates the HPWP-performance link. Practical implications Overall, these findings support previous claims that the adoption of HPWP contributes to organisational success. In particular, firms operating in the Middle Eastern region could improve their performance by implementing HPWP. It also confirms the vital role of e-HRM on improving the positive influence of HPWP on organisational performance. Thus, managers may consider investing in e-HRM system in order to enforce the contribution of HPWP to the effectiveness of their firms. Originality/value This study represents a first attempt to measure e-HRM as a possible moderating variable in the HPWP and organisational performance link. Such moderation would be a contribution to the strategic HRM field as very recent research calls for studies that examine new intermediary variables in an attempt to unlock the “black box” in the HPWP and performance link.

scholarly journals High Performance Work Practices and Work Results on Non-Profit Institutions

2021 ◽  
Author(s):  
Margot Liatira Nikolaou ◽  
Charalampos Platis ◽  
Emmanouil Zoulias ◽  
Panagiotis Gorezis
Keyword(s):  
Mental Health ◽  
High Performance ◽  
Career Satisfaction ◽  
Methodological Approach ◽  
Work Practices ◽  
Non Profit ◽  
High Performance Work Practices ◽  
Non Profit Organizations ◽  
The Relationship ◽  
Work Passion

High Performance Work Practices (HPWP) has not been sufficiently investigated in the frame of Non-profit Organizations. At the same time the need of NPOs for satisfied employees keeps rising, because of the increased demand for their services, especially in the health care sector. The purpose of this thesis is to investigate the relationship between HPWP and the mediation of Work Passion. The survey was based on a quantitative methodological approach, with the use of questionnaires, and the sample was constituted of 125 employees of health and mental health Non-profit Organizations based in Athens. The statistical analysis was implemented with the use of IBM SPSS Statistics 20. It was shown that HPWP are positively related to Work Passion. The implementation of High-Performance Work Practices and the recruitment of employees who share common values with the organization can contribute significantly in this direction, since they are related to higher career satisfaction, through the increase of employee’s work passion.

scholarly journals Cognitive processes, rewards and online knowledge sharing behaviour: the moderating effect of organisational innovation

2020 ◽  
Vol 24 (6) ◽  
pp. 1241-1261 ◽  
Author(s):  
Tuyet-Mai Nguyen ◽  
Ashish Malik
Keyword(s):  
Private Sector ◽  
Knowledge Sharing ◽  
Self Efficacy ◽  
Moderating Effects ◽  
Public And Private ◽  
Intrinsic Rewards ◽  
Content Type ◽  
Organisational Innovation ◽  
Public And Private Sector ◽  
The Relationship

Purpose Online knowledge sharing is a critical process for maintaining organisational competitive advantage. This paper aims to develop a new conceptual framework that investigates the moderating impacts of innovation on self-efficacy, extrinsic and intrinsic rewards on employees’ online knowledge sharing behaviour in public and private sector companies. Design/methodology/approach This research analysed 200 responses to test the moderating effects of organisational innovation on the relationship between self-efficacy and rewards and online knowledge sharing behviours. The analysis was carried out using component-based partial least squares (PLS) approach and SmartPLS 3 software. Findings The results reveal that self-efficacy significantly affects online knowledge sharing behaviour in firms, regardless of the organisation type. Extrinsic rewards encourage employees in private companies to share knowledge online, whereas intrinsic rewards work effectively in public companies. Additionally, the study found the moderating role of organisational innovation in examining the relationship between rewards and online knowledge sharing behaviour. Research limitations/implications Future research may consider different dimensions such as knowledge donating and collecting behaviours as well as motives, such as self-enjoyment, reciprocity or social interaction ties, which may be investigated to get a deeper understanding of online knowledge sharing behaviour. Practical implications Firms must tailor training and rewards to suit employees’ abilities and needs so as to align with organisation type and innovation. Originality/value The study’s distinctive contribution is the under-researched context of Vietnamese public and private sector banks for investigating the moderating effects of organisational innovation on micro and meso factors on online knowledge sharing behaviour.

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