Exploring the Mediating Role of Employee Attitudes in the Relationship between High-Performance Work Systems and Turnover Intention among IT Professionals in India: A Serial Mediation Approach

Ramaprasad, Badrinarayan Srirangam; Lakshminarayanan, Subitha; Pai, Yogesh P

doi:10.1177/0972150918795354

Cited by 9 publications

(4 citation statements)

References 107 publications

(117 reference statements)

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“…These findings are in-line with the evidence from previous studies that were conducted in the healthcare contexts of different countries that revealed the positive effect of HPWS on WE (Ang et al ., 2013; Kloutsiniotis and Mihail, 2017; Mihail and Kloutsiniotis, 2016a), HPWS on JS (Chuang et al ., 2012; Ang et al ., 2013; Kloutsiniotis and Mihail, 2017) and HPWS on AC (Ang et al ., 2013; Mihail and Kloutsiniotis, 2016a; Kloutsiniotis and Mihail, 2017). These findings are also in-line with the HPWS studies that examined similar relationships in different industrial settings in the Indian context (Singh et al ., 2016; Ananthram et al ., 2018; Ramaprasad et al ., 2021). Therefore, as opined by Cropanzano and Mitchell (2005) regarding SET, the persons who have high exchange orientations are more likely to reciprocate with a good return than the persons with less exchange orientations.…”

Section: Discussionmentioning

confidence: 99%

“…Later, researchers examined employee perceptions and experiences of HPWS as the perceptions of employees will have a direct impact on subsequent employee attitudes and behaviours (Kehoe and Wright, 2013). Highlighting the context specificity, HPWS research in the Indian context was conducted in various industrial settings such as banking (Muduli et al, 2016), IT/ITES (Singh et al, 2016;Kataria et al, 2019;Ramaprasad et al, 2021), Hospitality (Dhar, 2015;Jaiswal and Tyagi, 2020), Telecom Rani, 2017, 2019), Healthcare (Thirupathi et al, 2023), Insurance (Garg and Punia, 2017;Garg et al, 2019); Power/electrical (Muduli and McLean, 2021) and Education (Jyoti et al, 2015). Flores et al (2016) opined that the mainstream HRM research studied positive employee attitudes because of the priority and importance of managers' agenda (organizational performance) only but not because to truly understand the HPWS impact on employees.…”

Section: Introductionmentioning

confidence: 99%

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High-performance work systems and employee attitudes: evidence from Indian healthcare industry

Padamata,

Vangapandu

2023

IJPPM

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PurposeBy following the “employee-centric” approach, this study aims at identifying the impact of high-performance work systems (HPWS) on specific employee attitudinal outcomes such as work engagement, job satisfaction and affective commitment in the Indian healthcare industry.Design/methodology/approachThe target population for this study includes the nurses working in large private multi-specialty tertiary care hospitals in India. Partial Least Squares Structural Equation Modelling (PLS-SEM) techniques are used on a sample of 152 nurses working in two large specialty hospitals.FindingsIn the Indian healthcare industry context, the nurse's perception of HPWS has shown a significant positive effect on their attitudinal variables such as work engagement, job satisfaction and affective commitment. When checked for mediation of work engagement and job satisfaction variables in HPWS – affective commitment relationship, nurse's job satisfaction partially mediated the relationship, but nurse's work engagement has shown no mediation effect.Originality/valueThis is one of the pioneering studies conducted in the Indian healthcare industry context, especially on the nurse's sample in identifying the impact of high-performance work systems on their attitudinal outcomes. Underscoring the paucity of HPWS research in the Indian healthcare industry, this study's findings will be an addition to the HPWS literature and also to the nursing research in the Indian healthcare settings.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

High-performance work systems and employee attitudes: evidence from Indian healthcare industry

Padamata,

Vangapandu

2023

IJPPM

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“…Employees of Indian IT organizations are young (mean age ranges between 20 and 30 years), well qualified (mostly graduates and postgraduates), largely male and have a mean tenure of 3–5 years with their organizations (e.g. Ugargol and Patrick, 2018; Ramaprasad et al ., 2021). The demographic distribution of employees in our sample was similar to the demographic distribution of employees in the Indian IT industry.…”

Section: Methodsmentioning

confidence: 99%

Abusive supervision and cyberloafing: an investigation based on Stressor-Emotion-CWB theory

Bhattacharjee

Sarkar

2023

ITP

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PurposeCyberloafing is an organization-directed counterproductive work behavior (CWB). One stream of literature deems cyberloafing to be bad for organizations and their employees, while another suggests cyberloafing is a coping response to stressful work events. Our work contributes to the latter stream of literature. The key objective of our study is to examine whether cyberloafing could be a means to cope with a stressful work event-abusive supervision, and if yes, what mediating and boundary conditions are involved. For this investigation, the authors leveraged the Stressor-Emotion-CWB theory which posits that individuals engage in CWB to cope with the negative affect generated by the stressors and that this relationship is moderated at the first stage by personality traits.Design/methodology/approachUsing a multi-wave survey design, the authors collected data from 357 employees working in an Indian IT firm. Results revealed support for three out of the four hypotheses.FindingsBased on the Stressor-Emotion-CWB theory, the authors found that work-related negative affect fully mediated the positive relationship between abusive supervision and cyberloafing, and work locus of control (WLOC) moderated the positive relationship between abusive supervision and work-related negative affect. The authors did not find any evidence of a direct relationship between abusive supervision and cyberloafing. Also, the positive indirect relationship between abusive supervision and cyberloafing through work-related negative affect was moderated at the first stage by the WLOC such that the indirect effect was stronger (weaker) at high (low) levels of WLOC.Originality/valueThis work demonstrates that cyberloafing could be a way for employees to cope with their abusive supervisors.

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“…This may align better with the multifaceted nature of HPHRP (Liang et al, 2012). Third, although previous studies have reported that HPHRP can reduce employees' TI through OC (Ramaprasad et al, 2021;Valé au et al, 2021), it remains unclear whether a moderating variable exists in this relationship.…”

Section: Introductionmentioning

confidence: 92%

Effect of High-Performance Human Resource Practice in Colleges and Universities in China on Teachers’ Turnover Intention: A Moderated Mediation Model

Wang¹,

Huang²

2023

HES

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Previous studies have demonstrated that high-performance human resource practice (HPHRP) can reduce employees’ turnover intention (TI). However, only a few studies have investigated this relationship in the context of Chinese culture. Using a sample of 740 teachers from five colleges and universities in Hebei Province, China, this study assessed the effect of HPHRP in colleges and universities on teachers’ TI in the context of Chinese culture. Furthermore, the mediating effects of teachers’ organizational commitment (OC) and the moderating effects of teachers’ organizational justice (OJ) were investigated. The results revealed that HPHRP in colleges and universities had a significant negative effect on teachers’ TI. Teachers’ OC played a partial mediating effect in the relationship between HPHRP in colleges and universities and teachers’ TI. In addition, the moderation analysis indicated that HPHRP in colleges and universities enhanced OC for teachers with high levels of OJ. This study contributed to a better understanding of the role of HPHRP in colleges and universities in reducing teachers’ TI, suggesting that HPHRP implementation and improving teachers’ OC and OJ can reduce teachers’ TI.

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Exploring the Mediating Role of Employee Attitudes in the Relationship between High-Performance Work Systems and Turnover Intention among IT Professionals in India: A Serial Mediation Approach

Cited by 9 publications

References 107 publications

High-performance work systems and employee attitudes: evidence from Indian healthcare industry

High-performance work systems and employee attitudes: evidence from Indian healthcare industry

Abusive supervision and cyberloafing: an investigation based on Stressor-Emotion-CWB theory

Effect of High-Performance Human Resource Practice in Colleges and Universities in China on Teachers’ Turnover Intention: A Moderated Mediation Model

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