scholarly journals High Performance Work Practices and Employee Performance within Firms in the Aviation Industry in Kenya: A Case of Kenya Airways

2021 ◽  
Vol 3 (1) ◽  
pp. 104-120
Author(s):  
Tony Gathogo ◽  
David Kiiru
Keyword(s):  
Data Analysis ◽  
Performance Management ◽  
High Performance ◽  
Employee Performance ◽  
Management Training ◽  
Training And Development ◽  
Descriptive Statistics ◽  
Employee Relations ◽  
Work Practices ◽  
High Performance Work Practices

High Performance Work Practices area is key in this study and considerations have not been made for any organization in Kenya especially in the private sector. HPWPs are imperative in any private entity. Effectiveness of HPWPs in organization is largely related to overall employee performance. Organization with high employee performance has huge trickledown effect on the bottom line-healthy balance sheet and attractiveness to potential investors. A better understanding is required to investigate HPWPs in corporate firms in Kenya and especially in the aviation context. This study sought to establish the effect of performance work practices (HPWPs) on employee performance. The study was guided by four specific objectives namely; to determine the effect of reward management, performance management, training and development, employee relations on employee performance at Kenya Airways. The study was anchored on ability, motivation and opportunity theory of performance (AMO Theory), resource-based theory and social exchange theory. The core objective of HPWPS was to impact attitudes and behaviors of employees in such a manner that individual performance is enhanced. The AMO theory stated that organizational performance was dependent on the ability, motivation and opportunity of employees. The study employed descriptive design since the researcher was interested on the state of affairs already existing in the field and no variable was manipulated. The target population was the operational employees at Kenya Airways in Nairobi offices. A sample size of 347 employees was selected using stratified random sampling. The study relied on primary data specifically use of structured questionnaires. The collected data was made ready for analysis and cleaned through checking for errors and completeness, editing, coding, transcribing and entering them directly into SPSS software. Data analysis entailed both inferential and descriptive statistics. Descriptive statistics such as percentages, mean, frequency distribution and standard deviation were computed to describe the characteristics of the variables of interest while in inferential statistics, correlation, multiple regression analysis was used establish the nature and magnitude of the relationships between the variables. The results of data analysis were presented using figures and tables for easy understanding and interpretation. The study findings indicated that high performance work practices had a positive and significant effect on employee performance. Based on the study findings the adoption of high-performance work practices by Kenya Airways could be concluded that these practices influenced employee performance. Reward management, performance management, training and development, and employee relations had a positive effect on employee performance. The results of this study have helped to determine the crucial role of HPWPs on employee performance and therefore recommend that organizations focus on the use of these practices to be able to achieve and meet their set targets, mission, and vision and be able to sustain themselves in the competitive global market. The results of the study can be used by academicians and industry stakeholders to improve employee performance hence high returns on investment.

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.

Further exploring the links between high-performance work practices and firm performance: A multiple-mediation model in the German context

2017 ◽  
Vol 32 (1) ◽  
pp. 5-26
Author(s):  
Sven Hauff ◽  
Dorothea Alewell ◽  
Nina Katrin Hansen
Keyword(s):  
Human Capital ◽  
Firm Performance ◽  
Structural Equation ◽  
High Performance ◽  
Employee Performance ◽  
Employee Attitudes ◽  
Work Practices ◽  
Multiple Mediation ◽  
Mediating Mechanisms ◽  
High Performance Work Practices

In order to improve our understanding of the relationships between high-performance work systems and firm performance, several studies have analysed the mediating effects of motivation-related or human capital-related variables. However, most of these have concentrated on single aspects and are US-focused. We extend previous human resource management research by simultaneously analysing the relevance of four general mediating mechanisms: human capital, employee attitudes, employee performance and operational performance. We apply structural equation modelling with formative constructs to data of 1099 German firms. While our findings support the assumption of positive relationships between high-performance work practices, the four mediating mechanisms and firm performance, they also reveal some peculiarities attributable to the German context. Using formative constructs, we were also able to show that single high-performance work practices have different effects on firm performance.

Uji Peran Moderasi Masa Kerja Dalam Hubungannya Dengan Praktek-Praktek MSDM Dan Produktivitas Kerja

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Fernandy Fernandy
Keyword(s):  
Regression Analysis ◽  
Data Analysis ◽  
Data Collection ◽  
Performance Management ◽  
Linear Regression Analysis ◽  
Work Productivity ◽  
Sampling Technique ◽  
Training And Development ◽  
Employee Relations ◽  
Quantitative Research Methods

This study aims to determine the practice of human resource management which consists of: HR planning, recruitment, training and development, compensation, performance management, employee relations with employee work productivity and working period moderation in relation to MSDM practices and work productivity. This research uses quantitative research methods. data collection using research instruments, data analysis is quantitative or statistical. The sample used in this study were 50 employees who have worked at least 1 year and live in Yogyakarta. The sampling technique was convenience sampling. The data collection method in this research is a questionnaire method (questionaire). Data analysis used multiple linear regression analysis and moderate regression analysis (moderate regretion analysis). The results showed that (1) HR Planning has a positive and significant effect on Work Productivity, (2) Recruitment has a positive and significant effect on Work Productivity, (3) Training and Development has a positive and significant effect on Work Productivity, (4) Compensation has a positive and significant effect on Work Productivity. significant impact on work productivity (5) performance management has a positive and significant effect on productivity and (6) Relationships between employees have a positive and significant effect on work productivity and tenure can strengthen the relationship between HR practice and work productivity with a value of 98.2% Keywords: Role Test, Service Period, HRM, Work Productivity

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 indirect effect of high-performance work practices on employees’ performance through trust in management

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alireza Jalali ◽  
Mastura Jaafar ◽  
Sabri Khalid Abdelsalam Al Rfoa ◽  
Sara Abhari
Keyword(s):  
High Performance ◽  
Employee Performance ◽  
Job Security ◽  
Work Practices ◽  
Mediation Effects ◽  
Content Type ◽  
Construction Firms ◽  
Extensive Training ◽  
Trust In Management ◽  
High Performance Work Practices

Purpose The construction industry activities play a key role in achieving socio-economic development and sustaining economic growth in many countries. Increased awareness about the role of human resource management in employee performance has led construction firms to evaluate and focus on high-performance work practices (HPWPs) components, which intend to cultivate employee and organizational performance. This study aims to explain HPWPs affect employee performances through the mediating influence of trust in management in Aqaba, Jordan. Design/methodology/approach A questionnaire survey was administered to collect data among the contractors Grade1 across Aqaba, Jordan. This research was designed as a quantitative study and data were collected at one point of time. In total, 311 questionnaires were returned and only 279 completed questionnaires to test the relationship between HPWPs and employee performances according to the ability, motivation and opportunity conceptualized framework. The partial least squares technique was adopted to test the proposed relationships. Findings The results present that extensive training, rewards based on performance and job security have a significant relationship with trust in management. Trust in management exerts partial mediation effects between HPWPs (extensive training, rewards based on performance and job security) and employee performance (creativity and innovation). Originality/value The findings of the study provide useful and original information to improve the overall performance of construction firms.

scholarly journals Educational Employee High Performance Work Practices: A Fourth Industrial Context

2021 ◽  
Vol 3 (1) ◽  
Author(s):  
Taha Shabbir, M. Nadeemullah
Keyword(s):  
Structural Equation ◽  
High Performance ◽  
Industrial Revolution ◽  
Employee Performance ◽  
Private University ◽  
Work Practices ◽  
Organizational Resources ◽  
Cross Sectional ◽  
Performance Training ◽  
High Performance Work Practices

The study examines the relationship of high-performance work practices (training, empowerment and rewards) with employee performance in the context of the fourth industrial revolution in private university settings. To get the desired result, a cross-sectional sample of 334 male and female educational employees will write their responses using questionnaires. Structural equation modelling is used for computation. The managers have to cater to the revolutions taking place, and they have to develop standard operating procedures for working in private universities. The managers have to rethink high-performance work practices being used in organizations to achieve better performance. Training regarding using organizational resources may also be considered as a remedy. They are using organizational resources and time appropriately with developing trust among the employer and employees, thus fostering performance. The results show a weak relationship between the selected high-performance work practices with educational employee performance. Empowerment is having a negative connection with the performance that nullifies the existing evidence.  

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