High Performance Work Systems as an Enabling Structure for Self-organized Learning Processes

Wallner, Thomas; Menrad, Martin

doi:10.3991/ijac.v5i4.2327

Cited by 2 publications

(2 citation statements)

References 11 publications

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“…The technological environment is the capital of technological and digital tools made available to employees. The structure offers its employees new practices of learning, including through the work environment and tools it provides, where self-organized learning processes are activated and favored [24]. The technological environment includes hardware (computers, smartphones, internet networks, servers…) and software (intranet, digital resources, information or educational software applications, information systems).…”

Section: Technological Factorsmentioning

confidence: 99%

Organizational factors promoting the uptake of informal learning within NIEs: a dual case study of a consulting firm and legal / health professionals.

Benabid¹

2021

Proceedings of the Annual Hawaii International Conference on System Sciences

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The effectiveness of corporate training continues to be questioned, despite its ongoing growth. Most learning time is spent in informal situations, triggered by situational needs and Nomadic Information Environments (NIEs). This is especially the case for knowledge-intensive workers who seek out knowledge that is less codified, but which is harder to identify exante. This article explores the connection between selflearning within NIEs and its context. Our theoretical framework is based on the work around informal learning, suggesting factors leading to the uptake of such practices. Through inductive reasoning, we applied a qualitative protocol for data collection in the context of two case studies representing knowledgeintensive workers. 32 interviews were conducted using a semi-directive approach. Triangulation was carried out analyzing 200 documents and tools, and 3 teams were shadowed and observed. We highlight 11 organizational factors (professional, managerial and technological). Our work updates the informal learning factors within the specific context of NIEs. By identifying these factors, we also recognize the need for organizations to facilitate access to suitable, efficient and high-quality self-learning options.

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Section: Technological Factorsmentioning

confidence: 99%

Organizational factors promoting the uptake of informal learning within NIEs: a dual case study of a consulting firm and legal / health professionals.

Benabid¹

2021

Proceedings of the Annual Hawaii International Conference on System Sciences

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“…The higher-performance work system is inclusive package of different human resources' practices that ensures effective "human resource management practices" in institutions (Oladapo & Onyeaso, 2013). It is amalgamation of different dynamic practices that comprises recruitment and selection, extensive training, incentive compensation, information-sharing, employees' involvement and performance evaluation aligned that need to be aligned with institutional long-term objectives (Wallner & Menrad, 2012). HPWS theme is to improve institutional and employees' performance together with developing the attitude, competence, loyalty motivation and commitment of employees.…”

Section: Introductionmentioning

confidence: 99%

Impact of H-Performance W-System on Employee S’ Performance: Mediating Role of Psychological Contract Breach

Zaman

Nawaz

Ullah

2021

JSRD

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The high-performance work system is leading phenomenon that acts as the compact package comprising different human resource practices that are used widely as group of different practices and as a compact phenomenon thereby amalgamating the entire practices in single package known as high-performance work-system. The HPWS is important and effective for all the organizations in modern viable situations. This system allows organizations including HEIs to get desired performance over a compact system to attain the desired short-term tasks and long-term objectives. This system helps in defining parameters that are dynamic in attaining desired performance of employees and institutions. The employees’ performance is most effective phenomenon leading to employees’ actual potential and the efforts towards the task achievement. The existing literature offered different factors and issues that can disturb linkages among HPWS and employees’ performance. This study offered significant results by using psychological contract breach as mediator.

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High Performance Work Systems as an Enabling Structure for Self-organized Learning Processes

Cited by 2 publications

References 11 publications

Organizational factors promoting the uptake of informal learning within NIEs: a dual case study of a consulting firm and legal / health professionals.

Organizational factors promoting the uptake of informal learning within NIEs: a dual case study of a consulting firm and legal / health professionals.

Impact of H-Performance W-System on Employee S’ Performance: Mediating Role of Psychological Contract Breach

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