High-Performance Work Practices: Extent of Implementation and Commitment in Higher Education Institution (original) (raw)
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Global Business Review, 2019
The link between high-performance work practices (HPWP) and organizational performance has often been oversimplified, and our understanding as to the mechanisms linking the two is inconclusive, and this study offers some insights by taking HPWP as perceived by employees rather than that reported by managers and proximal employee-level outcomes as intervening explanations. The study examines the influence of employee perceptions towards HPWP use on organizational performance through the mediating variable ‘affective commitment of employee (ACE)’. Data for the study were collected from employees of 30 business units administering pre-existing questionnaires. The model was tested using 2-1-2 mediation analysis (‘bathtub’) as proposed by Croon and van Veldhoven (2007) and it fits well with data. It has important theoretical contributions that perceptions of employees towards HPWP use play an important role and HPWP result in organizational performance through employee-level outcomes suc...
The Relationship between High Performance Work Practices and Employee Attitudes
WJIR Journal, 2018
In order to improve our understanding of mediating variables. This paper examines the relationship between high-performance work practices (HPWP) practices and employee attitudes. Using a randomly selected, national population sample, clear evidence was found for a positive relationship between HPWS practices and the attitudinal variables of job satisfaction and organizational commitment, implying that HPWP can provide win win outcomes for employees and employers. However, the study also tests-from an employee perspective-the ‗complementarities thesis' and finds Positive interaction effects among HPWS practices. This strengthens the argument that there are likely to be limits to the positive outcomes of HPWSs for employees. Evidence of sequencing in the employee attitudinal responses to HPWSs was also found, with job satisfaction as the key mediating variable. Regression analysis showed that there is a positive significant relationship between High performance work practices and job satisfaction, and also there is a positive significant relationship between High performance work practices and organizational commitment.
Educational Employee High Performance Work Practices: A Fourth Industrial Context
Pakistan Journal of Educational Research, 2021
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 ...
International Journal of Commerce and Management Research, 2020
Managing employee and institutional performance encompasses numerous challenges, which requires management's diligence to unravel encircled difficulties. Determining staffs exhibited characteristics in different facets of organisations operations is another ambiguous endeavour tertiary institutions have been wrestling with. However, achieving exceptional performance necessitate the efficient management of universities human, material and financial resources for institutional growth. This study therefore assessed elements that constitute high-performance work system and its efficient management for effective service delivery predominantly in institutions of higher learning. In this regard, pieces of literature was reviewed from numerous publications, ranging from journal articles to management books, where several fissures were identified. This study employed descriptive quantitative and correlational methods, which enhanced the gathering, classification and presentation of data that led to descriptive analysis, discussion and objective conclusion. Primary data was obtained with the aid of questionnaires distributed to a selected sample size of 250 respondents from a sample frame that constitute three universities. Results showed that, an efficient performance management system facilitate effective staff capacity development, which increases employees' skills and competencies for effective service delivery. Further considerable facts disclosed; emphasised the significance of rewards and compensation as strategic motivating elements that reinforces employee performance. Analysed and discussed first-hand information obtained from respondents established that, developing staff capacity and rewarding them equitably, facilitate exceptional performance, which leads to effective service delivery, since such staff is empowered with the required competencies for competitive excellence. In relation to aforesaid, this study is significant to general management practitioners, university authorities, human capital specialists and business consultants.
NUML International Journal of Business & Management
The objective of this study was to explore the relationship between high performance management practices (HPMP) and affective commitment (AC) through mediating mechanism of job satisfaction (JS). Questionnaires were distributed among 260 employees of five banks (Habib Bank Limited, Faysal Bank, Bank Alfalah limited, Summit Bank and Standard Chartered Bank) using non probability convenient sampling technique. Kenny (2012) contemporary approach for mediation was used to find out relationship between the variables. Results showed that HPMP have significant and positive relationship with AC. Similarly, the results also showed that there is positive relationship between HPMP and JS. From the results it is concluded that JS partially mediates the relationship between HPMP and AC.
Psychology and Education: A Multidisciplinary Journal, 2024
For any business to serve and satisfy both customers and employees, employee productivity is essential. Leveraging the full potential of their workforce, ensuring long-term gains in productivity, and fostering a culture of ongoing improvement for the purpose of attaining organizational excellence. This study seeks to describe the level of employees’ commitment, job satisfaction, teamwork, and training on productivity. After scientific validation and reliability tests, questionnaires were used as data-gathering tools. Data for this descriptive correlational and causal research design was employed for the study and purposive sampling was done in choosing the participants gathered from the 518 staff and faculty members in Higher Education Institution. Results revealed that employee productivity was positively correlated with other variables, indicating that high productivity levels were associated with higher levels of commitment, job satisfaction, effective teamwork, and training initiative benefits. Nonetheless, Higher Education employees’ productivity is significantly influenced by teamwork and training. This means that when there is teamwork among the employees and top management, and employees are provided with relevant training, employees’ productivity will significantly increase.
Teachers in higher education domain play a decisive role in advancing economic developments as well as nurturing the well-being of the societies. Thus, the issue of university instructors' commitment and the factors influencing its development should be a compelling priority for higher education administrations. The present study aims to extend the research on teacher organizational commitment by investigating the contribution of job motivation and emotion regulation to teacher commitment at higher education. To this purpose, 135 English as a foreign language (EFL) instructors from different higher education institutes and universities of Mashhad and Shiraz, two cities in Iran took part in this study. They were requested to complete a battery of three questionnaires: Organizational Commitment Questionnaire (OCQ), Work Tasks Motivation Scale for Teachers (WTMST), and Emotional Regulation Questionnaire (ERQ). Findings demonstrated that both emotion regulation and motivation had a positive significant correlation with teacher organizational commitment. Moreover, findings obtained via regression analysis showed that among job motivation components, identified regulation was the best contributor of teacher organizational commitment. Also, among the subscales of emotion regulation, reappraisal strategy was a better predictor of teacher organizational commitment. Findings are discussed in details with respect to the implications for both theory and practice in higher education.
Employees’ Organizational Commitment in Higher Educational Setting
Employees’ organizational commitment is considered to be a critical issue in higher educational setting for the success its visions and goals, as well as to keep its employees motivation granted for achieving better work performance. This subject has therefore, been studied so as to draw attention to enhance effectiveness of higher educational institution in Ethiopia, particularly in reference to Haramaya University. The major objective of study was to find out the level of academic staffs’’ commitment. The study also assessed whether a significant difference exist in academic staffs’’ commitment level in terms of their gender and level of education. Researchers used a cross-sectional research design to study the problem. Primary and secondary data sources were used for the study; 242 participants were selected using stratified sampling technique. Questionnaire, focus group discussion and document review were used to collect data. The quantitative data ...
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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...
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