“…Sometimes this is referred to as "high-performance work systems" (Appelbaum et al, 2000), "high commitment" HRM (Guest 2001(Guest , 2002, or "high involvement" HRM (Wood, 1999). High-performance work systems (HPWSs) are conceptualized as a set of distinct but interrelated HRM practices with a particular coniguration, or architecture, designed to optimize organizational performance through promoting employee skills development, work reorganization, and enhanced worker attitudes (Beaupré& Cloutier, 2007;Guthrie, 2001;Ingvaldsen, Johansen & Aarlott, 2014). The key idea is that there is a synergistic effect with a cluster of HRM practices, with the potential to bring about improved organizational performance through providing more lexibility of work structures, extensive worker participation, and more cooperative relationships between managers and employees (Appelbaum et al, 2000).…”