Effects of High-Involvement Work Systems on Employee Satisfaction and Service Costs in Veterans Healthcare

Illusion or delusion – Lean management in the health sector

“…Koberg et al, (1999) also explored the correlation and consequences between perceived psychological empowerment among 612 healthcare professionals/managers; their findings suggest that empowerment perceptions were associated with job satisfaction, productivity/effectiveness and a lower propensity to leave. Harmon et al, (2003), drawing on data from 146 US Veterans Health Administration centres, showed that high-involvement work systems (HIWS -encompass practices including performance-based rewards, empowerment and teamwork) were strongly associated with higher employee satisfaction and financial performance. Despite HIWS costs, health administration centre managers, implementing these practices, average $1.2 million savings annually.…”

The Moderating Effect of Within -- Team Trust on Employee Engagement and Workgroup Outcomes

“…The influence is not due to any one of the individual attributes, but rather all four must be present and working in concert for the benefit of HIWP to be manifest Kizilos, Cummings, & Cummings, 2013;Riordan, Vandenberg, & Richardson, 2005;Vandenberg, Richardson, & Eastman, 1999 Empirically, relationships between HIWP and numerous workgroup outcomes have been reported. Among these are improved employee satisfaction, reduced organizational turmoil, and decreased service delivery costs (Hamon, Scotti, & Behson, 2003). Kizilos et al (2013) report relationships between HIWP and increased organizational effectiveness, increased returns on investment (ROI), decreased turnover, increased job performance, and reduced work stress.…”

The Effect of Human Resource Practices on Employee Performance in Hospitals: A Systematic Review

“…Although several literature reviews have examined relationships between managerial practices and organizational outcomes across industries, their focus in healthcare was inadequate. This article represents the first attempt (to our knowledge ) to specifically review the potential applicability of people management practice related findings from across a breadth of contexts to the organizations' efforts to improve quality of health care in hospitals through team of employees (5,15,18,23).…”

“…Their results revealed positive effects of HR practices, particularly HPWSs systems of employee acquisition or recruitment and selection, employee involvement and commitment, performance-related pay, extensive training and development, performance appraisal and employee participation on decision-making and outcome measures, labour productivity and better performance (18,(35)(36).…”