scholarly journals INDENTIFIKASI HIGH PERFORMANCE WORK SYSTEM

2020 ◽  
Vol 1 (2) ◽  
pp. 108-118
Author(s):  
I Nengah Aristana ◽  
I Wayan Arta Artana
Keyword(s):  
High Performance ◽  
Work Systems ◽  
Business World ◽  
High Performance Work Systems ◽  
Task Delegation ◽  
Work System ◽  
Analysis Techniques ◽  
Increase Productivity ◽  
High Performance Work System ◽  
And Performance

The development of the business world now requires all forms of business including cooperatives to do various ways to increase productivity and performance. One of the efforts in increasing productivity and performance is by building a high-performance work system. The purpose of this research is to find out the high performance work system in cooperatives. The number of respondents was 132 respondents with factor analysis analysis techniques. From the results of the analysis conducted found three factors as determinants of high performance work systems, namely the method of task delegation, internal planning and motivation.

The effect of high performance work system strength on organizational effectiveness

2019 ◽  
Vol 30 (1) ◽  
pp. 77-95
Author(s):  
Dushar Kamini Dayarathna ◽  
Peter John Dowling ◽  
Timothy Bartram
Keyword(s):  
Sri Lanka ◽  
Organizational Effectiveness ◽  
High Performance ◽  
Work Systems ◽  
Ample Evidence ◽  
Content Type ◽  
High Performance Work Systems ◽  
Work System ◽  
High Performance Work System ◽  
The Impact

Purpose This paper aims to examine the implications of high performance work system (HPWS) strength from a managerial perspective and the impact of economic, cultural, political, legal and technological factors on the operationalization of HPWSs in the banking industry in Sri Lanka. Design/methodology/approach The data for this study were collected from three licensed commercial banks in Sri Lanka. This research used a case study approach for data collection with archival analysis of records and semi-structured interviews with the CEO, head of HR, two board members and three focus groups (top, middle and lower level managers across various functional areas) in each bank which altogether covers 66 key informants. Findings The findings supported the research proposition that to gain positive outcomes on organizational effectiveness, there should be a strong HPWS, resulting in a positive attitudinal climate among employees. Further, the findings provide evidence of the global applicability of HPWSs, although more research is needed to clearly specify the contextual boundaries of HPWS effectiveness. Originality/value Contemporary research provides ample evidence to endorse the contribution of high performance work systems toward organizational effectiveness. However, there is a dearth of literature on how high performance work systems are operationalized across the management hierarchy and support the achievement of organizational effectiveness. Few studies have been conducted on high performance work system strength and organizational effectiveness in emerging economies.

scholarly journals High-Performance Work System & Employee Performance in Public Sector: Testing the Mediating Effect of Job Engagement

2021 ◽  
Vol 17 (12) ◽  
Author(s):  
Qureshi Saba Feroz ◽  
Tasneem Khawaja Asif
Keyword(s):  
Public Sector ◽  
High Performance ◽  
Employee Performance ◽  
Mediating Effect ◽  
Job Engagement ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Work System ◽  
High Performance Work System ◽  
The Impact

The purpose of this paper is to investigate the impact of high-performance work systems on employee performance mediated by job engagement of the employees working in the public sector organization. The paper attempts to explain how high-performance work systems influence the employees and motivate them to perform in the organization. The study goals to deliver the understanding of high-performance work systems that influences job engagement which in turn significantly affects employee performance. To test the study’s hypotheses, we collected data from a field study of 500 employees working in 25 public sector banks. Our results show that a high-performance work system is significantly related to employee performance and this relationship is mediated by job engagement. This shows that employees who are given improved high-performance work systems showed high job engagement along with high employee performances regardless of their gender and other diversity. Perspectives related to high-performance work systems pose a positive outcome on the employee performance are considered dominant in the current investigation.

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.

High performance work system and performance: Opening the black box through the organizational ambidexterity and human resource flexibility

2018 ◽  
Vol 88 ◽  
pp. 397-406 ◽  
Author(s):  
Mercedes Úbeda-García ◽  
Enrique Claver-Cortés ◽  
Bartolomé Marco-Lajara ◽  
Patrocinio Zaragoza-Sáez ◽  
Francisco García-Lillo
Keyword(s):  
Human Resource ◽  
High Performance ◽  
Black Box ◽  
Organizational Ambidexterity ◽  
Work System ◽  
Resource Flexibility ◽  
High Performance Work System ◽  
And Performance ◽  
Human Resource Flexibility

Unlocking the black box: Exploring the link between high-performance work systems and performance.

2011 ◽  
Vol 96 (6) ◽  
pp. 1105-1118 ◽  
Author(s):  
Jake G. Messersmith ◽  
Pankaj C. Patel ◽  
David P. Lepak ◽  
Julian S. Gould-Williams
Keyword(s):  
High Performance ◽  
Black Box ◽  
Work Systems ◽  
High Performance Work Systems ◽  
And Performance

Qualitative Research of High Performance Work Systems in Automotive Group in South Sulawesi

2019 ◽  
Vol 1 (3) ◽  
pp. 15-25
Author(s):  
I Wayan Gede Suharta Dewantara ◽  
Eka Afnan Troena ◽  
Siti Haerani ◽  
Nurdjanah Hamid
Keyword(s):  
High Performance ◽  
Management Practices ◽  
Enterprise Management ◽  
Corporate Values ◽  
Work Systems ◽  
High Performance Work Systems ◽  
South Sulawesi ◽  
Day To Day Operations ◽  
And Performance ◽  
Family Based

Although there are often family businesses or family-based companies in Indonesia, qualitative researches on this topic, linked to leadership and high-performance work systems, are still very rare. For this reason, the goal of the research is to find out how transformational leadership and high-performance work systems are used in the company's day-to-day operations to achieve the company's performance results. This study was conducted in a group of family business companies in South Sulawesi. The company group has an agenda to deliver the best corporate values, including leadership practices and high-performance work systems. With the help of the questionnaires distributed in the company environment, 3000 responses were received and treated with content analysis. The encoding processes in the text analysis revealed that the company has implemented transformation management with the highest level of visibility, strategy, and performance. For a high-performance work system, the company has done well and is less dependent on enterprise management and managers can use the results of this research to improve management practices and high-performance work systems that are better for employees.

High performance work systems, employee well-being, and job involvement: an empirical study

2016 ◽  
Vol 45 (2) ◽  
pp. 296-314 ◽  
Author(s):  
Liang-Chih Huang ◽  
David Ahlstrom ◽  
Amber Yun-Ping Lee ◽  
Shu-Yuan Chen ◽  
Meng-Jung Hsieh
Keyword(s):  
Positive Psychology ◽  
High Performance ◽  
Job Involvement ◽  
Well Being ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Important Addition ◽  
And Performance ◽  
Hr Managers

Purpose – Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward the desired outcomes for organizations may depend significantly on employee job involvement. Underpinning the argument of happy workers being productive, the purpose of this paper is to propose the critical mediator of employee well-being to explain the hypothesized multilevel relationship between HPWS and job involvement. Design/methodology/approach – The authors distributed questionnaires to the target participants. Data collected from 451 employees and 50 HR managers/professionals of 50 firms in the three major industrial categories of manufacturing, finance, and service in Taiwan. Findings – This study identifies the significance of employee well-being by incorporating the theories of planned behavior and positive psychology and provides empirical evidence for the cross-level influence of HPWS on employee well-being and job involvement. Originality/value – This study incorporates the perspective of positive psychology as an important addition to research on SHRM and performance by highlighting employee well-being as a key mediator of SHRM and job involvement.

Do SHRM and HPWS shape employees’ affective commitment and empowerment?

2019 ◽  
Vol 7 (3) ◽  
pp. 300-324
Author(s):  
Lorena Para-González ◽  
Daniel Jiménez-Jiménez ◽  
Ángel Rafael Martínez-Lorente
Keyword(s):  
Organizational Performance ◽  
High Performance ◽  
Affective Commitment ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Modeling Methodology ◽  
And Performance ◽  
Organizational Results

Purpose The purpose of this paper is to investigate the role of affective commitment and empowerment as mediators in the relationship among high-performance work systems (HPWS) and organizational performance. Different inconsistencies found in the literature review shows the need to take into account certain mediating variables, such as employees’ behaviors and attitudes, to understand how human resource management (HRM) facilitates the achievement of organizational results. Design/methodology/approach A sample of 200 medium-sized Spanish organizations was examined through partial least squares modeling methodology. Findings As hypothesized, a proactive strategic HRM approach in an organization can be translated in a series of human resources practices systems of high-performance, which stimulate directly employees’ affective commitment and promote empowerment among them, getting to better results in employees’ performance and in organizational performance. Originality/value This research shows that affective commitment and empowerment play a determinant role as mediators in HPWS and performance relationship, providing a deeper understanding of the alignment of strategy and HRM practices for organizational success.

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