scholarly journals Re-Engineering the Human Resource Strategies Amid and Post-Pandemic Crisis: Probing into the Moderated Mediation Model of the High-Performance Work Practices and Employee's Outcomes

2021 ◽  
Vol 12 ◽  
Author(s):  
Ma Zhiqiang ◽  
Hira Salah ud din Khan ◽  
Muhammad Salman Chughtai ◽  
Li Mingxing
Keyword(s):  
Task Performance ◽  
Human Resource ◽  
High Performance ◽  
Psychological Capital ◽  
Self Esteem ◽  
Survey Method ◽  
Work Practices ◽  
Positive Psychological Capital ◽  
High Performance Work Practices ◽  
The Relationship

By incorporating the conservation of resource theory, this study examines how high-performance work practices (HPWPs) affect the employee's in-role performance (EIRP) and employee's task performance (ETP) during the coronavirus disease 2019 (COVID-19) pandemic. Furthermore, this study investigates how organization-based self-esteem (OBSE) and positive psychological capital (PPC) affect the relationship between HPWPs and outcomes of employees such as EIRP and ETP. A quantitative technique based on the survey method was used to gather the primary data of the investigation. Two hundred and eleven bank employees working in different banks of Punjab and Pakistan participated in the survey process. The PROCESS-macro was used to test the relationship among the study constructs. Our results supported all the study hypotheses, however positive psychological capital did not moderate the indirect effect of high performance work practices on employee's task performance via organization based self-esteem. This study is the earliest of its kind that focuses on HPWPs and outcomes of employees amid the COVID-19 pandemic in a developing country like Pakistan. The findings of this study provide practical implications in the post and continuing pandemic situation for organizations to human resource management to redesign workforce strategies to increase their contribution and responses to realize organizational priorities. Although researchers have explored the topic in different sectors, scant studies have investigated the potential impact, barriers, and enabling mechanisms that function as a catalyst in HPWPs during the pandemic situation.

scholarly journals High Performance Work Practices Facilitating Employee Engagement: A Study of PSUs in Delhi NCR

2016 ◽  
Vol 1 (1) ◽  
Author(s):  
Pooja Misra ◽  
Jaya Gupta
Keyword(s):  
Employee Engagement ◽  
Human Resource ◽  
High Performance ◽  
Turnover Intentions ◽  
Organizational Outcomes ◽  
Work Practices ◽  
Secondary Sources ◽  
High Performance Work Practices ◽  
Mind Set ◽  
The Relationship

The theme of employee engagement has generated a great deal of attention among human resource practitioners across the globe. Companies are increasingly focusing on means of creating and leveraging levels of employee engagement. Employee engagement was experimentally determined to be a key forecaster of desirable organizational outcomes such as customer satisfaction, retention, productivity and profitability. Research studies have suggested that high-performance work practices can help to develop positive beliefs and mind-set associated with employee engagement. These practices can, therefore, generate the kinds of discretionary behaviours that lead to enhanced performance. The present research attempts to analyse the relationship between high performance work practices, employee engagement and turnover intentions for public sector units (PSUs) in Delhi and NCR. The research is exploratory in nature and was conducted on the basis of self-completed questionnaires and relevant secondary sources. Keywords: ability, employee engagement, high performance work practices, motivation, opportunity to participate, turnover intentions

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.

High-Performance Work Practices in Healthcare Sector

2016 ◽  
pp. 1075-1096
Author(s):  
Panagiotis Gkorezis ◽  
Mamas Theodorou
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
High Performance ◽  
Work Practices ◽  
Healthcare Organizations ◽  
Healthcare Settings ◽  
High Performance Work Practices ◽  
Underlying Mechanisms

High-performance work practices are described as human resource management practices that augment organizational performance through enhancing employees' competencies, motivation, commitment and productivity. Last decades have seen an increase in both research and practice on high-performance work practices. Yet, they have only recently received attention in healthcare settings. Nascent empirical studies have shown that high-performance work practices may play a vital role in fostering positive employee, patient and organizational outcomes. Given the problematic and limited environment of healthcare organizations, high-performance work practices are purported to be an effective “medicine” for organizational functioning. Thus, the purpose of this chapter is to delineate human resource management policies and their core high-performance work practices and also highlight their key role in ameliorating healthcare organizations' performance. By doing so, we provide some useful insights from healthcare literature in relation to the underlying mechanisms that account for this relationship.

High-performance work practices do much, but H.E.R.O does more: an empirical investigation of employees' innovative behavior from the hospitality industry

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Farrukh ◽  
Nabeel Yunus Ansari ◽  
Ali Raza ◽  
Fanchen Meng ◽  
Hong Wang
Keyword(s):  
High Performance ◽  
Psychological Capital ◽  
Work Behavior ◽  
Work Practices ◽  
Innovative Behavior ◽  
Content Type ◽  
Service Employees ◽  
Innovative Work Behavior ◽  
High Performance Work Practices ◽  
Innovative Work

PurposeDrawing motivation from Lawrence Bossidy's quote and leaning on the conservation of resources (COR) theory, in this study, the authors aim to investigate the role of high-performance work practices (HPWPs) and psychological capital (H.E.R.O) in employee innovative work behavior (EIB).Design/methodology/approachThe study is banked on a hypothetico-deductive approach. The relationships were measured by gathering data from 375 frontline service employees through structural equation modeling.FindingsThe study results indicate a positive impact of HPWPs on EIB. Moreover, the association between HPWPs-EIB is mediated by psychological capital (PsyCap).Research limitations/implicationsThe current study contributed to the innovation research stream by determining driving forces that encourage employees to exhibit innovative work behaviors.Originality/valueEmployee innovative behavior has become imperative for organizational survival and success in an ever-changing global business environment. Owing to this organizational significance, employee innovative behavior continues to gain burgeoning research attention. Despite the rising scholarly interest in studying employee innovative behavior, there is a dearth of knowledge about how innovation can be fostered at the individual level, particularly among frontline service employees. Hence, to bridge this research gap, the present study intends to analyze the influence of high-performance work practices on employee innovative work behavior, mediated by psychological capital.

The Labor Productivity of Family Firms

2018 ◽  
pp. 386-410
Author(s):  
Shainaz Firfiray ◽  
Martin Larraza-Kintana ◽  
Luis R. Gómez-Mejía
Keyword(s):  
Labor Productivity ◽  
Leadership Style ◽  
High Performance ◽  
Family Firms ◽  
Work Practices ◽  
Socioemotional Wealth ◽  
Family Control ◽  
High Performance Work Practices ◽  
And Behaviors ◽  
The Relationship

This chapter analyzes the relationship between family control of the firm and its labor productivity. It builds upon the socioemotional wealth (SEW) perspective of family firms to develop a set of propositions that connect SEW priorities, trust, leadership style, nonfamily managers, and the implementation of high performance work practices with labor productivity. The authors argue that SEW priorities warrant adoption of a set of policies and behaviors among the controlling family managers that shape the behaviors and attitudes of the workforce, and these in turn affect labor productivity. This model helps explain observed differences in labor productivity between family and nonfamily firms across different firm sizes, as well as differences in labor productivity among family firms.

scholarly journals Employees Perceptions of Human Resource Management System and Practices Impact on Affective Commitment: Considering Mediating Role of Line Manager

2021 ◽  
Vol 10 (1) ◽  
pp. 322-335
Author(s):  
ADEEL JAVED ◽  
OSMAN SADIQ PARACHA
Keyword(s):  
Human Resource ◽  
High Performance ◽  
Affective Commitment ◽  
Positive Impact ◽  
Mediation Effect ◽  
Work Practices ◽  
Design Data ◽  
High Performance Work Practices ◽  
Line Manager ◽  
The Impact

The purpose of this paper is to analyse the impact of employee’s perception of HRM system strength and high performance work practices based on ability enhancing, motivation focused and opportunity creating practices on affective commitment. Furthermore, this paper explores the mediation effect of the line manager's ability, motivation, and opportunity to implement human resource practices between the high performance work practices, perception of HRM system strength, and affective commitment. This study is based on a quantitative research design. Data collected from 761 bank employees from different branches of private banks in Pakistan. A structural equational modeling technique was used to analyse the data. The result supported the positive impact of ability, motivation, and opportunity enhancing high performance work practices and HRM system strength on affective commitment. However, the mediation results indicated partial acceptance. The findings of this paper are expected to encourage researchers to be more thoughtful about the connection between these variables. Keywords: High Performance Work Practices, HRM System Strength, Line Manager Role, AMO Framework, SHRM Practices.

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