The relationship between high performance work systems and employee proactive behaviour: role breadth self‐efficacy and flexible role orientation as mediating mechanisms

Martín, Inmaculada Beltrán; Llusar, Juan Carlos Bou; Roca‐Puig, Vicente; Tena, Ana Belén Escrig

doi:10.1111/1748-8583.12145

Cited by 90 publications

(91 citation statements)

References 93 publications

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“…With this assumption, we are inevitable to focus on the role of employee capabilities that allow HCHRM to ultimately influence manufacturing flexibility that can be crucial for a firm's long-term sustainability. Unlike the existing literature on strategic HRM (e.g., see Beltrán-Martín et al [65]), we believe that our work can make a distinctive contribution to HRM research, in that we try to articulate the impact of HCHRM on the operational outcomes (i.e., manufacturing flexibility) on the basis of the internal level CSR view (i.e., employee focus) developed in sustainability research. In sum, our findings have a theoretical and empirical contribution to the strategic HRM literature and sustainability literature, finding the related point-employees' capabilities-between two different research backgrounds.…”

Section: Discussionmentioning

confidence: 99%

How to Make a Sustainable Manufacturing Process: A High-Commitment HRM System

2019

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The primary purpose of this study is to investigate the relationship between high-commitment human resource management (HCHRM) practices and process improvement activities (i.e., manufacturing flexibility) by utilizing the theory of social exchange. We conducted an empirical study to discover the links between social exchange theory and process management from an HRM perspective. For the empirical investigation, we used data from 601 manufacturing enterprises provided by the Ministry of Trade, Industry, and Energy in South Korea. The research is conducted based on employees’ capabilities for process management as a mediator in the analysis of the impact of the HCHRM system on manufacturing flexibility (i.e., internally-driven and externally-driven flexibility). The results of the study show that the HCHRM system ultimately explains manufacturing flexibility through enhancement of employees’ capabilities.

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Section: Discussionmentioning

confidence: 99%

How to Make a Sustainable Manufacturing Process: A High-Commitment HRM System

2019

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“…With our empirical investigation, we make several contributions. Contextual variables and their mediating role are very relevant in developing HR strategies (Beltrán-Martín et al, 2017), but the research on HRM has mostly neglected contextual variables. In this study, we provide a clear ground for taking context into account (e.g.…”

Section: Discussionmentioning

confidence: 99%

Cultural and generational predictors of learning goal orientation: A multilevel analysis of managers across 20 countries

D’Amato¹,

Baruch

2020

Int'l Jnl of Cross Cultural Management

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Drawing on learning and generational theory, we investigate the effect of socio-economic and contextual conditions on managerial learning and organizational development. Using data from 3657 managers across 20 countries, we untangle the interactive effect of national culture and generational cohort on learning goal orientation (LGO). Managers from younger generations (e.g. generation X) had a stronger LGO than those in older generations (e.g. Baby Boomers, those born between 1946 and 1959). Performance orientation (PO) moderated the relationships so that the gap was stronger in high PO cultures. A validation of a model using hierarchical linear modelling (HLM) supports a cross-level moderation model of PO on LGO. Our study provides important first evidence of the value of the multilevel analysis to understanding LGO in different groups of managers, improving scholarly capacity to understand the multilevel and cross-level effects that govern the workplace. It also supports cross-level studies for the development of global managers from different generational groups. We extend LGO research by identifying the contextual influence and how this impacts on the behaviour of managers across different societal ‘structures’ (e.g. generations) and societies (e.g. cultures). The results provide practical suggestions that make a difference in the workplace.

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“…Engineering relates to “the understanding, design, development, invention, innovation and use of materials, machines, structures, systems and processes for specific purposes” (Marjoram & Zhong, , p. 24). Consequently, engineers need to be adaptable to be effective in dynamic contexts (Hoyer et al, ) and show proactivity behaviors to innovate and to look for solutions to job problems (Beltrán‐Martín et al, ). Our results suggest that engineers' performance can be improved by implementing an HPWS.…”

Section: Discussionmentioning

confidence: 99%

“…According to Grant and Ashford (), proactive behavior refers “to anticipatory action that employees take to impact themselves and/or their environments” (p. 4). Individual proactivity is an important dimension in highly uncertain work environments where employees who anticipate changes are needed (Beltrán‐Martín, Bou‐Llusar, Roca‐Puig, & Escrig‐Tena, ).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

High‐Performance Work Systems and Work‐Role Performance: A Multilevel Moderated Mediation Model

García‐Chas

Neira‐Fontela

Neira

2019

Perf Improvement Qrtly

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In recent years, researchers have begun examining the impact of high‐performance work system (HPWS) on individual performance. In this field, despite the progress attained, there are still gaps. In this research we integrate two previously separate strands of literature by examining whether or not HPWS is related to the three dimensions of work‐role performance identified by Griffin, Neal, and Parker (2007). We develop and test a multilevel model in which employee effort mediates the impact of HPWS on supervisory ratings of employee proficiency, adaptivity, and proactivity. In addition, we analyze whether an individual characteristic (i.e., organizational tenure) moderates the strength of the mediated relationships. Results, in a sample of engineers, show support for a moderated mediation model.

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The relationship between high performance work systems and employee proactive behaviour: role breadth self‐efficacy and flexible role orientation as mediating mechanisms

Cited by 90 publications

References 93 publications

How to Make a Sustainable Manufacturing Process: A High-Commitment HRM System

How to Make a Sustainable Manufacturing Process: A High-Commitment HRM System

Cultural and generational predictors of learning goal orientation: A multilevel analysis of managers across 20 countries

High‐Performance Work Systems and Work‐Role Performance: A Multilevel Moderated Mediation Model

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