Exploring High Performance Work Practices as Necessary Condition of HR Outcomes

Garg, Naval; Punia, B. K.; Jain, Ashu

doi:10.1177/0971890719859456

Cited by 4 publications

(4 citation statements)

References 49 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Evidence suggests that HPWPs such as empowerment, training, and rewards increase employees' skills, knowledge, abilities, and encourage them to achieve a higher level of productivity. When those practices are used collectively, they support and strengthen each other (Garg, Punia & Jain, 2019). Liden, Wayne, and Sparrowe (2000) further describe the process that when employees feel that their work can influence outcomes that affect their organization and that their work is meaningful, they tend to feel more involved and therefore gain a sense of satisfaction with their job.…”

Section: Related Literaturementioning

confidence: 99%

“…Herzberg's motivation-hygiene theory clarifies this link in detail while explaining as to which factors lead to enhanced employee satisfaction and which are essentially required to avoid employees' dissatisfaction at work. These factors were later combined to form a bundle of HPWPs (Zirar, Trusson & Choudhary, 2020;Kanduala, 2010a;Sparrow & Otaye-Ebede, 2014;Naeemet al, 2019;Garg et al, 2019). On the other hand, literature also provides support that satisfied employees perform better at work in comparison with dissatisfied people (Mahmood et al, 2019).…”

Section: Research Hypothesesmentioning

confidence: 99%

See 1 more Smart Citation

How Organizations Can Use High Performance Work Practices To Augment Employees’ Performance Oriented Behaviors?

Awan

Habib

Akhtar

et al. 2022

SIJMB

View full text Add to dashboard Cite

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 also a noteworthy contribution of the current research in the Pakistani context. The results are generalizable to public and private sector higher education institutions of Pakistan but can also be used in other organizations with caution.

show abstract

Section: Related Literaturementioning

confidence: 99%

Section: Research Hypothesesmentioning

confidence: 99%

How Organizations Can Use High Performance Work Practices To Augment Employees’ Performance Oriented Behaviors?

Awan

Habib

Akhtar

et al. 2022

SIJMB

View full text Add to dashboard Cite

show abstract

“…Later, researchers examined employee perceptions and experiences of HPWS as the perceptions of employees will have a direct impact on subsequent employee attitudes and behaviours (Kehoe and Wright, 2013). Highlighting the context specificity, HPWS research in the Indian context was conducted in various industrial settings such as banking (Muduli et al, 2016), IT/ITES (Singh et al, 2016;Kataria et al, 2019;Ramaprasad et al, 2021), Hospitality (Dhar, 2015;Jaiswal and Tyagi, 2020), Telecom Rani, 2017, 2019), Healthcare (Thirupathi et al, 2023), Insurance (Garg and Punia, 2017;Garg et al, 2019); Power/electrical (Muduli and McLean, 2021) and Education (Jyoti et al, 2015). Flores et al (2016) opined that the mainstream HRM research studied positive employee attitudes because of the priority and importance of managers' agenda (organizational performance) only but not because to truly understand the HPWS impact on employees.…”

Section: Introductionmentioning

confidence: 99%

“…Highlighting the context specificity, HPWS research in the Indian context was conducted in various industrial settings such as banking (Muduli et al ., 2016), IT/ITES (Singh et al ., 2016; Kataria et al ., 2019; Ramaprasad et al ., 2021), Hospitality (Dhar, 2015; Jaiswal and Tyagi, 2020), Telecom (Jyoti and Rani, 2017, 2019), Healthcare (Thirupathi et al. , 2023), Insurance (Garg and Punia, 2017; Garg et al ., 2019); Power/electrical (Muduli and McLean, 2021) and Education (Jyoti et al ., 2015).…”

Section: Introductionmentioning

confidence: 99%

High-performance work systems and employee attitudes: evidence from Indian healthcare industry

Padamata,

Vangapandu

2023

IJPPM

View full text Add to dashboard Cite

PurposeBy following the “employee-centric” approach, this study aims at identifying the impact of high-performance work systems (HPWS) on specific employee attitudinal outcomes such as work engagement, job satisfaction and affective commitment in the Indian healthcare industry.Design/methodology/approachThe target population for this study includes the nurses working in large private multi-specialty tertiary care hospitals in India. Partial Least Squares Structural Equation Modelling (PLS-SEM) techniques are used on a sample of 152 nurses working in two large specialty hospitals.FindingsIn the Indian healthcare industry context, the nurse's perception of HPWS has shown a significant positive effect on their attitudinal variables such as work engagement, job satisfaction and affective commitment. When checked for mediation of work engagement and job satisfaction variables in HPWS – affective commitment relationship, nurse's job satisfaction partially mediated the relationship, but nurse's work engagement has shown no mediation effect.Originality/valueThis is one of the pioneering studies conducted in the Indian healthcare industry context, especially on the nurse's sample in identifying the impact of high-performance work systems on their attitudinal outcomes. Underscoring the paucity of HPWS research in the Indian healthcare industry, this study's findings will be an addition to the HPWS literature and also to the nursing research in the Indian healthcare settings.

show abstract

Workplace Spirituality and Psychosocial Safety Climate: Moderating Role of Gratitude

Pahuja,

Garg,

Punia

2024

Journal of Human Values

View full text Add to dashboard Cite

The study examined the relationship between workplace spirituality and psychosocial safety climate among employees of Indian banks and insurance companies. It also explored the role of gratitude as a moderator in workplace spirituality and psychosocial safety climate. The empirical study measured the following three variables: workplace spirituality, psychosocial safety climate and gratitude. The sample size constituted 317 employees from the Indian banking and insurance sector. The study adopted a regression model that considered three dimensions of workplace spirituality as independent variables and psychosocial safety climate as dependent variables. The relationships between three variables are examined using correlation and multiple regression, and the moderation effect of gratitude is studied using the PROCESS macro in SPSS 21. The results revealed that three dimensions of workplace spirituality are significant predictors of psychosocial safety climate and could explain 61.2% of variations in psychosocial safety climate. It is observed that the workplace spirituality regression weight increases from 0.389 to 0.559 on interacting with gratitude; thus, there is a significant moderating effect of gratitude amid the relationships of three dimensions of workplace spirituality and psychosocial safety climate. Also, if employees display gratuitous behaviour, it will enhance the impact of workplace spirituality on the workplace’s psychosocial safety climate at Indian banking and insurance companies.

show abstract

Exploring High Performance Work Practices as Necessary Condition of HR Outcomes

Cited by 4 publications

References 49 publications

How Organizations Can Use High Performance Work Practices To Augment Employees’ Performance Oriented Behaviors?

How Organizations Can Use High Performance Work Practices To Augment Employees’ Performance Oriented Behaviors?

High-performance work systems and employee attitudes: evidence from Indian healthcare industry

Workplace Spirituality and Psychosocial Safety Climate: Moderating Role of Gratitude

Contact Info

Product

Resources

About