The effectiveness of high-involvement work practices in manufacturing firms: Does context matter?

Abstract

This paper adopts an integrative and complementary approach to the universalistic and contingency frameworks for analyzing the effectiveness of high-involvement work practices (HIWPs) in Spanish manufacturers. It focuses on some practices that firms adopt at operational level (decentralization, teamwork, job enlargement, information and knowledge sharing and performance-based compensation) to enhance operational performance (cost, quality, flexibility and delivery) and financial performance (return on asset), dealing with the possible moderating effect of three contextual variables: firm age, firm size and trade union power. Using moderated hierarchical regressions and data from 265 Spanish manufacturers, our results show that three of the five HIWPs considered in our study have direct effects on business performance. We also find that three contextual variables have moderating effects on the relation between HIWPs and business performance. Our paper contributes to the debate over the respective merits of the universalistic and contingency frameworks; it offers a broader view about the type of contemporary human resources practices that are successful in the Spanish industrial sector, and in a European manufacturing context, and may guide managers when assigning their firms’ limited resources to the most relevant human resources practices in each particular setting, considering internal characteristics, such as firm age, firm size and trade union power.

High-involvement HRM practices and innovative work behavior among production-line workers: mediating role of employee's functional flexibility

“…HI HRM practices consist of HR practices employed by organizations that view human resources as a strategic asset and have a strong effect on shaping the skills and behavior of human resources for better performance at the workplace (Guthrie, 2001; Vazquez-Bustelo, Avella, 2019). HI HRM practices are a key mechanism for the development of employees abilities and motivation to perform multiple and diverse tasks.…”

Hardiness as moderator of the relationship between structural and psychological empowerment on burnout in middle managers

“…In Spain, the works on structural and/or PE in manufacturing companies have mostly centred upon exploring: (1) which are the high‐involvement work practices (high‐performance work practices or high‐commitment work practices) used by firms to develop the compromise and involvement of employees and to obtain a broader identification with the goals of the firm (Camelo, Martín, Romero, & Valle, ), (2) which factors may have an influence on the implementation of high‐involvement work practices in firms (Bayo‐Moriones & Merino Díaz de Cerio, ); and (3) how high‐involvement work practices influence on quality and time‐based performance (Bayo‐Moriones & Merino Díaz de Cerio, ), on production outcomes (Marin‐Garcia & Bonavia, ), or on operational performance (cost, quality, flexibility, and delivery) and financial performance (profitability) (Vázquez‐Bustelo & Avella, ).…”

Innovation Onset: A Moderated Mediation Model of High-Involvement Work Practices and Employees’ Innovative Work Behavior

“… 70 Scholars have expressed that HIWPs enable employees to achieve organizational goals and vision. 71 Corroborating this, the business environment is rapidly changing due to high competition, and there is a need for consistent innovation in organizations 72 . Innovation is an essential element for enhancing organizational performance.…”