The Intervening Effect of Employee Engagement on the Relationship Between High Performance Work Practices and Employee Job Performance (original) (raw)
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The purpose of this paper is to investigate the impact of highperformance 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.
Effectiveness of Performance Management System for Employee Performance Through Engagement
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This article seeks to explore the effectiveness of a comprehensive performance management system in terms of employee performance. Besides, the mediating effect of work engagement was also examined. The performance management system effectiveness (PMSE) was determined by the extent of its accuracy and fairness, as recommended by previous researchers. A sample of 285 employees was selected from various branches of private banks located across Pakistan. A structured questionnaire was used, which was validated through confirmatory factor analysis (CFA) in the Pakistani context. The results indicated a significant impact of PMSE and work engagement on task and contextual performance of employees. Also, complementary mediation of employee work engagement in the relationship between PMSE and employee performance (in terms of task and contextual performances) was also supported. The findings of the research are helpful for the development of HR and PMSE strategy in the private banks of Pak...
High Performance Work System in India: Examining the Role of Employee Engagement
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The research aims at examining the relevance of “high-performance work system” in Indian context. Further, influenced by the concept of “black box,” the mediating role of employee engagement has also been tested. Agreeing with the universalistic perspective, the study result proves the relevance of high-performance work system to India. Consistent with ability-motivation-opportunity theory, the result also proved that high-performance work system aligned with employee engagement can significantly improve organizational performance. The finding suggests the Indian corporate practitioners to adopt high-performance work system by suitably aligning with employee engagement to improve organizational performance.
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Employee engagement builds positive attitudes toward the organization. According to researchers, no studies have examined the mediated relationship of employee engagement between high-performing work practices, religiosity, personal character, leadership and work-life balance, and performance in banking. Two hundred managers were randomly selected from banks in Sri Lanka, and data were collected using a structured online questionnaire. The results showed a mediating relationship of employee engagement between high performance practices, religiosity, and job performance. The results of this study add new insights to systems theory and are necessary for policymakers and practitioners to improve performance in the banking sector.
This study investigates the relationship between organisational-level High Performance Work Systems (HPWS) and individual Employee Engagement (EE). The current paper focused on an overview of the different perspectives of the concept of high performance work practices (HPWP), showing how the variable has evolved over time. Research has shown that firms must satisfy both their customers and employees to ensure an easily adaptable work forice who are able to meet customer needs in a timely manner. According to the definition of HPWS, it consists of initiatives taken to ensure employee motivation, training, their involvement in decision making, delegation of authority, remuneration based on performance, rewarding loyalty.The effective implementation of HPWP is a daunting task for firms wishing to achieve a sustainable competitive advantage. For the present study, researcher collected data from 320 employees working in software companies. Results showed that there exists a strong positive relationship between high performance work systems and employee engagement. An in-depth analysis found that high performance work systems have a positive impact on attachment, commitment and organizational citizenship dimensions of employee engagement. It was also observed that high performance work systems have a higher level of impact on the attachment dimension of employee engagement compared to commitment and organizational citizenship.
Abdul Aziez, 2022
Human resources or employees are the most important part of a company. Employee performance can be defined as the size or level of how much employees can run the company to achieve company goals within a certain period. Good employee performance will become an increasing trend of a company. Job satisfaction is employee satisfaction with the work that has been done at the company. Based on the background , research related to the effect of employee engagement on employee performance with job satisfaction and compensation as mediating role is important because it can become knowledge and management guidelines in the company. Employee satisfaction and compensation describes that the company cannot be separated from the existence of employees. Systematically , literature review research was conducted to obtain accurate results related to "The Effect of Employee Engagement on Employee Performance with Job Satisfaction and Compensation as Mediating Role". This research method used is using a qualitative approach and the type of research is literature review. The analytical technique used in this research is using annotated bibliography. Based on the literature review from 13 source, it can be concluded employee engagement has on job satisfaction, compensation, employee performance as a mediating role.
Impact of Employee Engagement on the Effectiveness of Employee Performance: An Empirical Study
In recent years, it has been noted that there is a developing problem with employee engagement. The degree of employee engagement revealed the degree of the employee's dedication and overall relationship with the values. The study of employee engagement is comparable to the advantages of employment for the company in this business environment. The study focused on analyzing the variables that affect employee engagement through the use of frequency tables and the KS test. According to the findings from the study, 53% of respondents were pleased with the payment plans, and the null hypothesis was rejected, indicating that employees are content with the human resources perks the company offers. Setting objectives and achieving expectations are made easier through employee engagement. 50% of respondents strongly agreed that it is important for policies and procedures to be communicated to employees in a way that helps them understand their roles, execute their jobs well, and hold justice accountable for all Fairway employees. As a result, the researchers concluded that organizations must take real steps to improve and retain employee engagement and that investment, effort, time, and commitment all work together to create a successful endeavor.
The Mediating Role of Employee Engagement on Factors Affecting Employee Performance
Jurnal Fokus Manajemen Bisnis
Employee performance is an essential aspect in determining the success of a company. Therefore, it is crucial to understand the factors influencing employee performance in the retail industry. This study aims to analyze the effect of talent management, knowledge management, and job satisfaction on employee performance, which is mediated by employee engagement. This research targets the population of employees working in the Batam City retail industry, which involves 270 respondents. Data for this study were collected using distributing questionnaires and processed using Partial Least Squares (PLS) 3.0. This study found that employee engagement positively affects talent management, knowledge management, and job satisfaction. The other direct effect is that talent management and job satisfaction positively affect employee performance, but knowledge management has no effect. Talent management and job satisfaction mediated by employee engagement positively affect employee performance.