High-performance work systems and firms' operational performance: the moderating role of technology

This paper analyses the moderating effect of technology on the potential impact of high-performance work systems (HPWS) on firms' operational performance. The paper distinguishes between production technology and the technological intensity of the industry. This potential effect is analysed in a sample of 965 Spanish manufacturing firms. Results support the moderating role of the technological intensity of the industry, while qualifying the hypothesized moderating effect of production technology.     

Power shifts in organizations: the role of high-performance work systems

This paper analyses the effects of high-performance work systems (HPWS) on the rent appropriation of employees and shareholders in firms from the viewpoint of appropriation theory. Applying a meta-analytical approach I test the hypothesis that HPWS shift the balance of power between stakeholder groups in an organization, favouring employees over other stakeholders. This hypothesis is confirmed. However, the overall results of HPWS are positive for both stakeholder groups, as HPWS also increase firm value creation. My study also emphasizes the need to decompose the construct ‘firm performance’ into value creation and value distribution among stakeholder groups. Directions for future research and recommendations for management practice conclude the paper.     

High involvement management,high-performance work systems and well-being

Studies on the impact of high-performance work systems on employees' well-being are emerging but the underlying theory remains weak. This paper attempts to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports. Hypothesized associations are tested using multilevel models and data from Britain's Workplace Employment Relations Survey of 2004 (WERS2004). Results show that enriched jobs are positively associated with both measures of well-being: job satisfaction and anxiety–contentment. Voice is positively associated with job satisfaction, and motivational supports with neither measure. The results for high involvement management are not as predicted because it increases anxiety and is independent of job satisfaction.     

Mapping the relationships between high-performance work systems,employee resilience and engagement: a study of the banking industry in China

Abstract

There is now growing interest in employee resilience in the organizational context and its contribution to organizational performance. However, little is known the extent to which high-performance work systems (HPWS) contributes towards enhancing employee’s resilience as well as their levels of engagement. This study examines the relationships among HPWS, employee resilience and engagement, using a sample of 2040 employees in the Chinese banking industry. Drawing on the job demands-resources model and strategic/high-performance human resource management theory, we develop three hypotheses to test the relationship between HPWS and employee resilience, resilience and employee engagement, and the mediating effect of resilience on the relationship between HPWS and engagement. All hypotheses are supported and suggest that HPWS can be used as a job resource to positively affect resilience and subsequently employee engagement. The key message of the paper is that employee resilience can be viewed as a set of skills and attributes that can be developed through the effective use of HPWS to benefit both individuals and the organization.     

Translating corporate social performance into financial performance: exploring the moderating role of high-performance work practices

The purpose of this study is to examine the role of high-performance work practices (HPWPs) in helping to translate corporate social performance (CSP) into corporate financial performance (CFP). We employ arguments from the behavioral view of human resource management to highlight the vertical connection between a firm's proclivity for CSP and the management practices it adopts. Furthermore, we examine the moderating influence of HPWPs on the CSP–CFP linkage. Results suggest that HPWPs moderate the relationship between CSP and financial outcomes, and suggest that human resource practices may play an important role in enhancing a positive CSP–CFP relationship by helping to vertically align the behaviors of employees with the values and orientation of the organization.     

The impact of corporate entrepreneurship and high-performance work systems on employees' job attitudes: empirical evidence from Greece during the economic downturn

In turbulent times, corporate entrepreneurship (CE) and high-performance work systems (HPWSs) are expected to expand and flourish. However, research on the influences of both CE and HPWSs on employees' job attitudes has generally been neglected. The aim of this study is twofold. First is to investigate the effects of CE and HPWSs on facets of job satisfaction and the three components of organisational commitment. Second is, consistent with the social exchange theory, to examine whether psychological contract act as an important mediator for the CE, HPWSs and employees' job attitudes relationships. Empirical evidence was obtained from 424 employees in the Greek manufacturing industry. Results indicate that both CE and HPWSs positively impact employees' level of job satisfaction and organisational commitment. In addition, we find evidence that psychological contract theory provides a coherent theoretical framework for understanding these relationships. Theoretical and practical implications for HR managers conclude the article.     

Employee ambidexterity,high performance work systems and innovative work behaviour: How much balance do we need?

Abstract

This study examines whether and how innovative work behaviour is related to explorative and exploitative activities. Polynomial regression analyses are used to test the relationship between ambidexterity (being engaged in explorative and exploitative activities in equal amounts) and innovative work behaviour, as well as between specialisation (being engaged in either explorative or exploitative activities) and innovative work behaviour. Furthermore, we use moderated polynomial regression analyses to examine a possible moderating effect of high-performance work systems (HPWS) on these relationships. Results indicate that balance at a high level, as well as specialisation, are conducive to innovative work behaviour. A moderating effect of HPWS was not supported by our data.     

High-performance work systems and organizational performance: testing the mediation role of employee outcomes using evidence from PR China

This research investigates the relationship between high-performance work systems (HPWS) and organizational performance, and the mediating effect of employee outcomes. The paper is based on a sample of 168 firms of six ownership types and in various business sectors operating in China. The results of data analysis support the hypotheses. Organizational performance is positively predicted by HPWS and employee outcomes, and employee outcomes positively mediate the relationship between HPWS and organizational performance. This paper supports the theory that HPWS positively impacts organizational performance and explains the mechanisms through which HPWS enhances organizational performance. It also responds to the long-standing call for stressing the importance of employee-related factors in the HRM–performance linkage.     

Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation

The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal satisfaction and work performance, however, was both mediated and moderated by employees' intrinsic work motivation. The form of the moderation revealed a negative relationship for employees with low intrinsic motivation and a positive relationship for those with high intrinsic motivation. Implications for practice and directions for future research are discussed.     

Psychological contract breach,high-performance work system and engagement: the mediated effect of person-organization fit

Based on social exchange theory, we developed and tested a mediated moderation model to investigate the effects of psychological contract breach (PCB), person–organization fit (P–O fit) and high-performance work system (HPWS) on employee engagement. Using a sample of 255 employees in China, our results revealed that PCB has significant negative effect on employee engagement, and P–O fit partially mediates this relationship. We further found that high levels of perceived HPWS aggravate not buffer the negative effect of PCB on employee engagement and P–O fit. In addition, the interaction of HPWS and PCB on employee engagement is mediated by P–O fit. Implications for the research and practices, limitations and directions for future research are discussed.     

Job stressors and voluntary work behaviours: mediating effect of emotion and moderating roles of personality and emotional intelligence

Framed within an emotion‐centred model, the current study investigated the mediating role of negative and positive emotion between job stressors and counterproductive work behaviours (CWB) and organisational citizenship behaviours, and the moderating effects of personality and ability‐based emotional intelligence (EI) on the relationships between job stressors and emotions. Results from a sample of 202 Caribbean employees across eight public and private sector organisations showed that both positive and negative emotion mediated the relation between job stressors and citizenship behaviours, whereas only negative emotion was found to mediate the relation between job stressors and CWB. Some support was found for the moderating effects of personality and EI. Implications for research and practice are discussed.     

电子商务环境下中小企业的动态竞争战略

在新兴的电子商务模式下,企业的生产方式、市场营销、服务模式、竞争模式等都造成了极大的影响,企业环境的变化会对战略选择产生根本性影响——竞争从静态向动态转变,因此,企业要适时调整其战略管理。本文基于与中小电商企业的合作,反思高职学生的网络营销创新创业能力培养,尝试提出了电子商务环境下中小企业的动态竞争战略的应用。     

Explaining organizational responsiveness to work‐life balance issues: The role of business strategy and high‐performance work systems

This article applies new insights into business strategies and high‐performance work systems (HPWSs) to examine why organizations adopt work‐life balance programs (WLBPs). Results indicate that a product leadership business strategy is positively related to the likelihood of adopting WLBPs, whereas a cost leadership business strategy is negatively related to the adoption of these programs. Moreover, our analyses establish a mediating role of HPWSs in the relationship between business strategies and the adoption of WLBPs. Our results also demonstrate that different industries vary in adoption of work‐life balance programs. This supports the institutional theory of organizational responsiveness to work‐life balance issues. We tested our hypotheses with two waves of the nationally representative Canadian Workplace and Employee Survey. Implications and specific suggestions for human resource practitioners are discussed. © 2012 Wiley Periodicals, Inc.     

Predictors of organizational commitment in India: strategic HR roles,organizational learning capability and psychological empowerment

Employee commitment continues to be one of the most exciting issues for both practitioners and academicians. Linkages in literature are found for HRM Practices, but there is a lacuna of research linking organizational commitment and strategic HR roles, psychological empowerment as well as organizational learning capability. The current study examines these linkages. Whether these variables predict organizational commitment in Indian managers or not, is also investigated. The sample size of the study comprises of 640 Indian managers. Bivariate and multivariate analysis confirms the hypotheses drawn from the literature. The paper discusses the theoretical and practical implications of the findings.     

Ambidextrous work in smart city project alliances: unpacking the role of human resource management systems

Abstract

Organizations that are competing in dynamic global markets are increasingly adopting ambidextrous strategies where exploration and exploitation capabilities are combined simultaneously. However, ambidextrous work raises new challenges for human resource management (HRM). Based on 21 interviews with managers in seven multinational firms in Europe, we investigate how ambidextrous work in smart city work is supported through HRM systems. Our findings suggest a complex mix of three different HRM systems (one at corporate and two at project levels) designed to support ambidextrous exploratory and exploitation work. Specifically, corporate HRM systems focused on incentives and development of dual capabilities for smart city managers (SCMs). At project levels, interconnected explorative and exploitative HRM systems offered tailored managerial tools to support social integration and knowledge management between internal and external employees. Theoretical contributions, future research paths, and practical implications are addressed.     

The influence of knowledge management and professionalization on the use of ERP systems and its effect on the competitive advantages of SMEs

ABSTRACT

Although the literature on Enterprise Resource Planning (ERP) systems emphasizes the importance of knowledge management and professionalization in the use of these systems, the factors that mediate these relationships are not sufficiently developed in SMEs. This study proposes the adequate application of knowledge management and professionalization would help to improve the use of ERP systems. The research uses the structural equation approach based on PLS-SEM technique with a sample of 137 Spanish SMEs. The results show that professionalization and knowledge management significantly affect the use of ERP, as well as imply a mediating effect on the competitive advantages of the SMEs.

Abbreviations: ERP: Enterprise Resource Planning; SMEs: Small and Medium Enterprises; PLS: Partial Least Squares; SEM: Structural Equation Modelling     

Worktime control and work stress: the moderating effect of self-comparisons and social comparisons

Abstract

Perceived work-related stress has increased notably in recent years, reducing individuals’ well-being and increasing organizations’ and economies’ costs. This study focuses on worktime control as a key approach to reducing work stress, as the extant research on its effects reports inconsistent results. The study argues that comparisons play a major role in how work stress, conceptualized as effort-reward imbalance, occurs. Ordinary least squares is used to test hypotheses with a sample of 1721 employees from Germany to determine whether employees’ prior worktime control and employees’ referents’ worktime control affect the relationship between worktime control and work stress. Results show that (1) worktime control is negatively associated with the experience of work stress, (2) employees’ prior worktime control moderates the relationship between worktime control and work stress, and (3) there is no moderating effect of employees’ referents’ worktime control. The results are discussed in light of gift-exchange theory and related empirical findings.     

Family-friendly work practices and their outcomes in China: the mediating role of work-to-family enrichment and the moderating role of gender

Based on a survey of a sample of employees (n = 726), we examine whether work-to-family enrichment mediates the relationship between two types of flexible work arrangements (i.e. flextime and a compressed workweek) and two work-related outcomes (job satisfaction and turnover intention). In addition, we examine the moderating effect of gender on the relationship between flexible work arrangements and work-to-family enrichment and between work-to-family enrichment and the work-related outcomes. The results show that work-to-family enrichment acts as a mediating factor between flexible work arrangements and outcomes. In addition, the relationship between work-to-family enrichment and turnover intention is stronger for female employees. Finally, the implications for research and practice are discussed.     

Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate

Abstract

The purposes of this paper are to explore the effect that perceived HR practices have on the innovative work behavior (IWB) of individual workers and to examine the role that an innovative climate plays in this relationship. We hypothesize that employees will show greater IWB if they perceive the organizational climate to support innovation and perceive the presence of HR practices related to a compensation system, training and development, information sharing, and supportive supervision. Using data from 463 individuals in four Dutch manufacturing companies, the study tests the effects of employees’ perceptions of HR practices and of an innovative climate on their innovative behaviors. We found that employee perceptions of a compensation system are negatively related to IWB, and that employee perceptions of information sharing and supportive supervision are positively related to IWB. The effect of perceptions of information sharing and training and development on IWB are moderated by an innovative climate, in such a way that information sharing has a stronger effect on IWB and training and development a weaker one. Managers can stimulate innovative behavior by investing in information sharing, supportive supervision, and establishing an innovative climate.