Leadership Styles, High-Involvement Human Resource Management Practices, and Individual Employee Performance in Small and Medium Enterprises in the Digital Era

Abstract

This research investigates the positive relationship between leadership styles, high-involvement human resource management practices, and individual employee performance. In this study, we adopt servant, shared, and empowering leadership to explain leadership styles in the digital era. We propose four hypotheses and design a research framework to be analyzed. We develop a self-report questionnaire and distribute it online to three hundred targeted respondents, and collect two hundred and seventy-six complete responses from November 2021 to January 2022. This research applies a quantitative method, using structural equation modeling run by SPSS and AMOS. The results reveal well-distributed data, and all the indicators of the three variables are valid and reliable. The use of CFA confirms the indicators’ validity and reliability. The GoF analysis ensures that the research model is feasible for SMEs. The hypothesis analysis shows the acceptance of H1 and H3, but the rejection of H2 and H4. Leadership styles positively affect individual employee performance and high-involvement human resource management practices in SMEs operating in Lubuklinggau. High-involvement human resource management is not a mediator of the relationship between leadership styles and individual employee performance.

Sustainable Vitality and Learning: The Connotation, Scale, and Heterogeneity of Dualistic Psychological Thriving at Work

“…Third, provide guidance and suggestions for organizational managers to carry out differentiated management [48]. This study shows that there are significant differences in the overall level and pursuit preferences of dualistic psychological thriving at work among different generations.…”

Benefits of Adopting Innovation and Sustainability Practices in Project Management within the SME Context

“…The main practical implications of adopting innovation and sustainability practices are increased competitive advantage, enhanced management processes, optimized operations, and improved overall results for both the organization and the surrounding environment [18,22,35,38,59,68,71]. Incorporating innovation and sustainability practices fosters creativity and stimulates the generation of new products, services, or processes that meet customer needs and stand out in the market [22].…”

“…They also promote sustainable growth in SMEs and advance knowledge in various related fields [14][15][16][17]. However, despite many studies on innovation and sustainability in the business context, studies describing and categorizing innovation and sustainability practices are still very scarce [18].…”

Nexus Between Green Human Resource Management and Environmental Practices: An Empirical Study Using Structural Equation Modelling

“…The ndings obtained from the Structural Equation Modelling indicate that the application of GHRM has a favorable impact on environmental awareness and participative leadership exhibited by employees working in SMEs'. The results indicate that integrating environmental awareness and participative leadership into the adoption of environmentally friendly practices can have a substantial impact on the operational effectiveness of SMEs(Cahyadi et al, 2022;Pangarso et al, 2022). The aforementioned aspects of environmental incidents, responsibilities, concerns, and policy were discernible in the evaluation of employees' performance.…”

“…Similarly, Organizational leaders who give precedence to sustainability exhibit a steadfast dedication to environmental accountability and have the potential to motivate their workforce (Top et al, 2020). The bene cial effects of leadership are substantial on the performance of the staff of an organization and the execution of high-involvement HRM practices in SMEs (Cahyadi et al, 2022) Effective leadership in the organization promotes environmental awareness (EA) (Ansari et al, 2021;Ren et al, 2021). Effective leadership refers to a position in which a position of authority behaves respectfully towards his or her subordinates, and other stakeholders within an organization (Akonkwa et al, 2022;Kaluza et al, 2020;Monje Amor et al, 2020).…”