Educational Employee High Performance Work Practices: A Fourth Industrial Context (original) (raw)
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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.
International Journal of Research and Innovation in Social Science
This study explored on high-performance work practices (HPWP) extent of implementation and affective commitment in Higher Education Institutions (HEIs). A descriptive-quantitative design was utilized to determine the extent to which employees perceive that the organization implements HPWP in terms of ability, motivation and opportunity; and the perception of the employees towards affective commitment in HEIs. The empirical data of the study was based on the responses from seventy (70) teachers in HEIs. Findings revealed in general that employees perceived that the organization always implement high-performance work practices in terms of ability and motivation but only often in opportunity. Additionally, respondents agree that teachers are affectively committed to their organizations. Furthermore, HEIs recognize the importance of implementing high-performance work practices and that it affects the affective commitment of the employees. Employees with strong affective commitment will continue to work in the organization and will lead to fewer turnovers.
HIGH PERFORMANCE WORK SYSTEMS (HPWSs) AND HR OUTCOMES: A SUSTAINABLE SOLUTION FOR HIGHER EDUCATION
IAEME PUBLICATION, 2020
Purpose of this study was to investigate the impact of high performance work systems (HPWSs) on human resource (HR) outcomes in higher education of Pakistan. Cross sectional design is used to collect the data from 178 regular faculty members working at COMSATS University Islamabad. The results of partial least square structural equation modelling analysis revealed that ability enhancing, motivation enhancing and opportunity enhancing HPWSs has a direct and significant effect on HR outcomes. Study also proved the moderating role of resource based view (RBV) between ability enhancing HPWSs, motivation enhancing HPWSs and HR outcomes. However, current study rejected the moderating role of RBV between opportunity enhancing HPWSs and HR outcomes. The study concluded the sustainable solution of long term positive HR outcomes by implementing unique bundles of HPWSs. In line with suggestions, the study contributes to the literature in designing unique bundle of HPWSs. Finally, current study discusses the implications and limitations and suggests areas for future research.
Changing Trends in Employee Performance: A Perspective of University's Employees
2017
An attempt is made to evaluate the performance of the employees in educational institution. A sample of 363 university employees was taken in this study. Out of which 254 were assistant professors, 30 were associate professor and 79 were professors. Acceptable normality was found in the data and accordingly one way ANOVA was employed in this study to find out the differences in the opinion of employees towards their own performance. Authors in the present study developed structured questionnaire to measure the employee performance. Researchers found that professors differ in their opinion towards their own performance in comparison to assistant and associate professors. Employee Performance The job related activities expected of an employee/worker and how well employees perform. Performance can be defined as "the ability of an employee to accomplish his/her mission based on the expectations demanded by the organization". However, the performance of an individual is measure...
IAEME PUBLICATION, 2020
Purpose of this study was to investigate the impact of high performance work systems (HPWSs) on human resource (HR) outcomes in higher education of Pakistan. Cross sectional design is used to collect the data from 178 regular faculty members working at COMSATS University Islamabad. The results of partial least square structural equation modelling analysis revealed that ability enhancing, motivation enhancing and opportunity enhancing HPWSs has a direct and significant effect on HR outcomes. Study also proved the moderating role of resource based view (RBV) between ability enhancing HPWSs, motivation enhancing HPWSs and HR outcomes. However, current study rejected the moderating role of RBV between opportunity enhancing HPWSs and HR outcomes. The study concluded the sustainable solution of long term positive HR outcomes by implementing unique bundles of HPWSs. In line with suggestions, the study contributes to the literature in designing unique bundle of HPWSs. Finally, current study discusses the implications and limitations and suggests areas for future research.
International Journal of Learning and Development
Improving employee productivity is one of the most important objectives for any organization. This is because highly productive employees can influence overall organizational performance. This study aims to test the direct effects of employee empowerment, teamwork, and employee training on employee productivity in higher education sector. Based on the review of past literature, it is clear that only few studies were conducted on employee productivity, particularly, in education sector. Therefore, the data of this study were collected using an online survey from a sample of 242 employees serving at public universities in northern Malaysia. To analyse the collected data, SPSS and structural equation modelling were utilized. The results revealed that employee empowerment has significant positive effect on employee productivity. It was also found that teamwork has significant positive effect on employee productivity. Finally, the study found that employee training has significant positi...
2014
The current volume of research in the field of High Performance Work Systems (HPWS) is focused on identifying the factors, which influence their effectiveness. The realisation that there is a need to move forwards from the structural aspects of HPWS towards understanding their implementation has led to two new sectors of research. The first sector is investigating the role of actors in implementation using aspects such as cross functionality, shared responsibility and interaction. Another sector is investigating the impact of contextual factors on the implementation of HPWS. This research has combined the two sectors and looks at the implementation of HPWS from the perspectives of both the actors and the environment. This research investigates how the interaction between actors affects the implementation of HPWS. Also how internal and external institutional factors affect this interaction as well as the implementation. This research is qualitatively based on an interpretivist paradigm. Case study research design was used to conduct the research. Two Saudi Arabian banks were selected as case studies. Data was collected using 54 semi-structured interviews and 61 focus group interviews. Data about implementation and the impact of institutional factors was obtained through semi-structured interviews with human resource managers, line managers and senior managers. Data about employee outcomes was obtained using focus group interviews with the employees. This research finds evidence of conflict between the intended and actual outcomes of HPWS in the Saudi banking sector due to institutional pressures. This research contributes and extends the growing body of research on HPWS implementation by including the interaction of actors and accounting for institutional pressures. The finding highlights that the combination of these two factors are contextual institutional conductors and contribute to diversity in the implementation of HPWS practices. The managerial benefit of this research is that its model can help practitioners to improve their social interaction conditions for better performance. II Acknowledgement This PhD thesis has been prepared for the degree of Doctor of Philosophy at Brunel University. First, I would like to thank the all mighty Allah for giving me the strength to overcome one of the most significant challenges of my academic life despite all the hardships. At times, I could only draw strength from his blessings which I was sure were with me. I dedicate this thesis to my mother (Wahba Mallatani), my father (Ahmed Binjabi), my husband (Isam Rajab), my daughters (Lujain, Thraa, Renad and Basma), my brothers, sisters and the rest of the family. They have stood by me at every step of life and I could not have fulfilled my dreams without their continuous support and motivation. This thesis involved a lot of hard work but it has also been rewarding and interesting. This thesis has provided me with an opportunity to develop my skills within the area of Human Resource Management and I hope that it can contribute to present research as well as serve as an inspiration for future studies. However, this thesis would not have become reality if it was not for a number of people who all contributed to make this study possible. Next, I would like to thank my supervisors, Doctor Chima Mordi and Professor Ashley Braganza at the Brunel University. They have through their guidance, advice and constant support, contributed to improve the quality of this thesis. Further, I would like to thank the respondents who took out time from their busy schedule to participate in this study. Without their participation it would have been impossible to achieve the desired results. Finally, I would like to thank my beloved family and friends who has not only stood by for advice, support and encouragement during this intensive time, but foremost because they never stopped believing in me. Thank you all. May almighty Allah's blessing be upon you forever.
A STUDY ON EMPLOYEE BEHAVIOUR TOWARDS HIGH PERFORMANCE WORK SYSTEM 1
International Journal of Creative research thoughts, 2021
This examination endeavors to express that the representative's conduct changes towards High Execution Work System. The focal point of this article is to clarify the vital components of HPWS and to recognize why making associations with workers makes monetary sense for managers in the present information, shrewdness, and data-based economy. HPWS frameworks accentuate representative association and mirror a promise to making a hierarchical culture dependent on responsibility instead of control. At the same time, the way of life of elite associations underlines the quest for greatness and anticipate that employees should be capable, exceptionally skilled, and continually occupied with improving the association. The executive's specialists have broadly investigated HPWS and have recognized regular administration rehearses that make upper hand and improve authoritative execution. The following is an outline of seven human asset rehearses for delivering higher benefits through connecting with representatives as full proprietors and accomplices in an association's victory. In the previous decade a lot of examination has been led on the person also, hierarchical results of superior work frameworks, like work execution willful turnover, optional conduct and firm execution for an outline and study. In any case, nearly couple of studies have researched the impact of HPWS on worker inventiveness. This is not withstanding the way that representative imagination contributes considerably to authoritative advancement and serious advantage.
Societies
In today’s working environment, various organizations confront the significant challenges of productivity and performance. However, higher education institutes (HEIs) are also not free from this massive issue. Therefore, the present study investigates employee productivity and performance through work engagement (WEE) and organizational factors. The modes of study are quantitative and based on cross-sectional data. The study collects the response from academic and administrative staff from public and private HEIs of Saudi Arabia. The study applies convenience sampling and successfully proceeds 254 valid cases to conclude the findings. The applied structural equation model (SEM) path analysis demonstrates a positive and significant effect of WEE comprising vigour, dedication, and absorption factors on employee productivity (EPD). In addition, employee performance (EP) is predicted through organizational factors such as management support (MS), learning culture (LC), work environment ...