scholarly journals Double-Edged Sword Effect of High-Performance Work System on Employee Well-Being—Moderating Effect of Union Practice

2021 ◽  
Vol 12 ◽  
Author(s):  
Wei Qi ◽  
Hu Enhua ◽  
Sun Jiandong ◽  
Shan Hongmei
Keyword(s):  
Work Stress ◽  
Organizational Support ◽  
High Performance ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Negative Effects ◽  
Work System ◽  
Negative Effect ◽  
High Performance Work System ◽  
The Impact

Improving the well-being of the employees is the inevitable choice to improve corporate performance and competitive advantage and the social responsibility that enterprises must undertake. Based on the job demands-resources model, this study introduces perceived organizational support and work stress as the mediator and trade union practice as the moderator to explore the double-edged sword effect of a high-performance work system (HPWS) on the well-being of the employee. Taking 243 employees from Jiangsu, Zhejiang, and Anhui as samples, we found that HPWS positively affects the well-being of the employee through perceived organizational support and negatively affects the well-being of the employee through work stress. Union practices can significantly reduce the positive effect of HPWS on work stress and further weaken the negative effect of HPWS on the well-being of the employee through work stress. The results of this study provide a new way to explain the impact of the HPWS on the well-being of the employees and find that union practice can weaken the negative effects of HPWS. This study provides a new thinking direction for improving the well-being of employees in enterprises.

scholarly journals Aiming at the Organizational Sustainable Development: Employees’ Pro-Social Rule Breaking as Response to High Performance Expectations

2020 ◽  
Vol 13 (1) ◽  
pp. 267
Author(s):  
Fan Wang ◽  
Man Zhang ◽  
Anupam Kumar Das ◽  
Haolin Weng ◽  
Peilin Yang
Keyword(s):  
Work Stress ◽  
Organizational Support ◽  
High Performance ◽  
Perceived Organizational Support ◽  
Conservation Of Resources ◽  
Performance Expectations ◽  
Continuous Increase ◽  
Social Rule ◽  
Rule Breaking ◽  
The Impact

Despite the continuous increase in empirical research on pro-social rule breaking (PSRB), why organizational members conduct this behavior volitionally still requires further exploration. Drawing on the conservation of resources theory, our study investigated the impact of leaders’ high performance expectations on employees’ PSRB, following a hypothetical model with work stress as the mediator and perceived organizational support as the moderator. A three-waved time-lagged survey covering 208 dyad data of supervisor-subordinate from 41 teams of five enterprises in Shanghai, China, provided support for our hypotheses. After analyzing, we found that high performance expectations increased employees’ work stress, and further influenced employees’ PSRB substantially via stress, where the relationship was moderated by perceived organizational support. The theoretical and practical implications are discussed from a sustainability perspective.

scholarly journals High-Performance Work System, Work Well-Being, and Employee Creativity: Cross-Level Moderating Role of Transformational Leadership

2019 ◽  
Vol 16 (9) ◽  
pp. 1640 ◽  
Author(s):  
Rentao Miao ◽  
Yi Cao
Keyword(s):  
Transformational Leadership ◽  
High Performance ◽  
Hierarchical Linear Model ◽  
Well Being ◽  
Strategic Human Resource Management ◽  
Employee Creativity ◽  
Work System ◽  
High Performance Work System ◽  
The Impact ◽  
The Relationship

Under the new normal, the economic development mode and growth momentum of China has brought about fundamental changes, which means that the development of enterprises has gradually shifted from being factor-and investment-driven to being innovation-and talent-driven. As the foundation of corporate innovation, employee creativity plays an important role in this process. In the field of strategic human resource management, high-performance work system is the embodiment of its core competence. Although some research has begun to try to explore the impact of high-performance work system on employee creativity, the underlying mechanism and the boundary condition is not yet fully understood. According to the Job demands-resources (JD-R) model, this study theorized and examined whether and when high-performance work system stimulate employee creativity. Using a sample of large and medium-sized enterprises in China, we collected data, which are time-lagged and multilevel, from 266 employees in 61 departments. Results of the hierarchical linear model found that (1) High-performance work system is positively related to employee creativity; (2) High-performance work system positively affects employee work well-being; (3) Work well-being positively affects employee creativity; (4) Employee work well-being partially mediates the relationship between high-performance work system and creativity; (5) Transformational leadership, which represents an important contextual variable in the workplace, moderates the relationship between work well-being and employee creativity; (6) Moreover, we have also revealed that transformational leadership can moderate the indirect effect of high-performance work system on employee creativity. We discussed the theoretical and practical implications of these findings.

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.

Perceived organizational support and employee well-being

2018 ◽  
Vol 12 (2) ◽  
pp. 469-484 ◽  
Author(s):  
Mashal Ahmed Wattoo ◽  
Shuming Zhao ◽  
Meng Xi
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Work And Family ◽  
Equation Modeling ◽  
Family Responsibilities ◽  
Content Type ◽  
Work Family ◽  
The Impact

Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit. Findings Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being. Originality/value Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

The role of high-performance work system and human capital in enhancing job performance

2020 ◽  
Vol 16 (3) ◽  
pp. 195-206 ◽  
Author(s):  
Rabia Imran ◽  
Tariq Mohammed Salih Atiya
Keyword(s):  
Human Capital ◽  
Job Performance ◽  
High Performance ◽  
Service Sector ◽  
Content Type ◽  
Work System ◽  
Mediating Role ◽  
High Performance Work System ◽  
The Impact

PurposeThe aim of the current research is to examine how job performance is affected by high-performance work system (HPWS) and human capital. Furthermore, the research focuses on exploring the mediating role played by human capital in HPWS and job performance relationship.Design/methodology/approachData was collected from service sector employees. A sample of 400 respondents was selected from the chosen population using purposive sampling.FindingsThe results reveal that HPWS and human capital positively and significantly affect job performance. The impact of HPWS in creating human capital was also supported. The research also hypothesized mediating role played by human capital in HPWS and job performance relationship, and it was partially supported.Originality/valueRecent literature is evident of the relationship between performance and HPWS; however, the mechanism between these variables is still unclear (Demirbag et al., 2014). There is a need of identifying the factors that strengthen this relationship. The current research is an attempt to fill this gap by examining the effect of HPWS on job performance. Furthermore, it explores the role played by human capital in strengthening the connection of HPWS and job performance.

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