Effects of high-performance work systems on employee knowledge sharing and task performance

HPWS and knowledge sharing behavior: The role of psychological empowerment and organizational identification in public sector banks

“…HR interventions like selection, career development and management, work designs, and policies have a positive relationship with employee behaviors (Agarwal & Farndale, 2017). HPWS is positively associated with knowledge sharing (Bhatti et al, 2020;Chang et al, 2017). HPWS focus on ability-enhancing practices (training and skill development), motivation-enhancing practices (high pay, career development, and information sharing), and opportunity enhancing practices (employee involvement and teamwork; Appelbaum et al, 2001), which help in knowledge acquisition, sharing, and memorizing.…”

“…HPWS have a strong positive impact on individual and organizational outcomes like innovation, creativity implementation, human capital (Zhou, Fan & Son, 2019), job and organizational performance (Chang et al, 2017), well-being and flexible work programs (Stirpe, Trullen, & Bonache, 2018, Chas et al, 2019, job autonomy, self-efficacy (Wattoo et al, 2020). Job resources, physical, social, or psychological help in task performance and reduce the negative consequences (Agarwal & Farndale, 2017).…”

“…With the development of technology paired with globalization, networks, and channels of communication are becoming more meaningful for advancing information and knowledge within organizations (Liu, Chow, Zhu, & Chen, 2020). High-performance work systems (HPWSs) refer to an integrated set of human resource practices focusing on skill development, productivity, commitment, and which position employees as a source of attaining competitive advantage (Liu et al, 2020) have been considered as an important predictor to knowledge management, sharing (Chang, Pak, & Son, 2017), innovation, and creativity (Bhatti, Zakariya, Vrontis, Santoro, & Christofi, 2020). HPWS enhances employees' knowledge (Wattoo, Zhao, & Xi, 2020) and influence their attitudes and behaviors (Liu et al, 2020).…”