High performance work systems and innovation in New Zealand SMEs: testing firm size and competitive environment effects

Haar, Jarrod; O’Kane, Conor; Daellenbach, Urs

doi:10.1080/09585192.2021.1894213

Cited by 53 publications

(87 citation statements)

References 63 publications

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“…Our analyses also showed that medium-sized firms had managers most likely to be burnt-out, which might reflect larger firms having more advanced HR practices (see Haar et al, 2021), and, thus, managers in these firms might be especially stretched. As with managerial position, this highlights the complexity of management and argues for greater delineation when assessing burnt-out rates as we did here (by position and firm size).…”

Section: Discussionmentioning

confidence: 64%

“…This is because larger-sized firms are likely to have more significant resources and might provide better human resource practices (see Haar et al, 2021). However, larger-sized firms are also likely to face greater competition (Haar et al, 2021), thus creating tremendous pressure on managers. Again, we expect managers are reporting being burnt-out to differ across different sized firms.…”

Section: Hypothesesmentioning

confidence: 99%

“…Qualtrics has an extensive database of many thousands of New Zealanders, including managers. Due to the focus on this sub-group, only managers were targeted by Qualtrics (for more details on Qualtrics, see Haar et al, 2021). Qualtrics invites potential respondents to complete the online survey and have their responses captured.…”

Section: Participants and Samplementioning

confidence: 99%

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The State of Job Burnout Amongst New Zealand Managers: Implications for Employment Relations

Haar¹

2021

NZJER

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Job burnout is a perennial issue for workers, but the most popular way to measure it has become widely critiqued. We utilise the newest burnout construct – the Burnout Assessment Tool (BAT) – and provide New Zealand’s first data on managers. Importantly, the BAT provides a cut-off score representing severe burnout (being burnt-out). Using data from 840 New Zealand managers, support for the BAT construct is found, and 11.3 per cent of managers meeting the burnt-out threshold. Statistical analysis towards burnt-out status shows significant differences across managerial position, firm size, and workforce education, although no significant differences by sector. In light of growing attention to burnout, we discuss the implications for employment relations around burnout and the importance for firms to address this growing issue.

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Section: Discussionmentioning

confidence: 64%

Section: Hypothesesmentioning

confidence: 99%

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The State of Job Burnout Amongst New Zealand Managers: Implications for Employment Relations

Haar¹

2021

NZJER

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“…La primera, denominada «la teoría de recursos y capacidades», en la que se considera a los individuos como activos que pueden convertirse en fuente de ventaja competitiva al ser gestionados por medio de PAR, puesto que los conocimientos y las habilidades que desarrollan contribuyen a que se conviertan en valiosos, raros, difícilmente imitables y apropiables por la organización (Barney, 1991;Wong y Gao, 2014). La segunda, conocida como «enfoque AMO» -por sus siglas en inglés, ability, motivation, opportunity-, sugiere que las PAR conducen a la selección de una fuerza laboral con habilidades superiores, en la cual las oportunidades de capacitación más sólidas darán como resultado una mayor productividad y, de manera similar, las prácticas de compensación apropiadas mejorarán el desempeño a través de una mayor motivación (Haar et al, 2021).…”

Section: Haar Et Al (2021)unclassified

Prácticas de alto rendimiento y su incidencia en el compromiso organizacional. Un estudio en colaboradores de una caja de compensación familiar en Colombia

2021

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El artículo tiene como propósito determinar la incidencia de las prácticas de alto rendimiento en el compromiso organizacional de los colaboradores de una caja de compensación familiar ubicada en Colombia. Se realizó una conceptualización de las variables de estudio en la que se apreció la multidimensionalidad del compromiso organizacional y las diferentes clasificaciones de las prácticas de alto rendimiento en mayor medida referenciadas en la literatura. La investigación fue de tipo cuantitativo, correlacional y no experimental de corte transversal. Se utilizó la encuesta como instrumento de recolección, aplicado a una muestra no probabilística por conveniencia de 111 empleados. El tratamiento de la información se realizó a través de un análisis factorial exploratorio y, posteriormente, se llevó a cabo un análisis de regresión logística. El instrumento utilizado para la recolección de datos estuvo compuesto por dos escalas de medición; la primera, relacionada con las prácticas de alto rendimiento y la segunda que representa la variable de compromiso organizacional teniendo en cuenta tres dimensiones: normativa, afectiva y continuidad. Los resultados del estudio demuestran que existe una incidencia positiva de las prácticas de alto rendimiento en la dimensión afectiva y normativa del compromiso, aunque no se logró comprobar la relación con el compromiso de continuidad.

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“…Over the past few years, the field of SHRM has paid attention to two essential research domains. First, how HRM practices help organizations to achieve their performance goals and second, which processes improve HRM-Performance link (Haar et al, 2021). Empirical studies conducted by several researchers (Arthur, 1994;Huselid, 1995;MacDuffie, 1995;Obeidat et al, 2016;Wright et al, 2005) tried to explore the link between HRM practices such as HPWS and organization performance.…”

Section: Introductionmentioning

confidence: 99%

Exploring the Relationship between High-Performance Work Systems, Employee Commitment, and Firm Performance (A Multi Mediation Model)

Mushtaq¹

2022

PSSR

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The study explored the effects of High-Performance Work System practices (HPWS -AMO model) on the employee and organizational performance and mediating role of employee commitments between these two. Hypotheses were tested with a sample of 205 employee-supervisor dyads working in public sector banks and insurance companies of Sargodha and Lahore. The proposed direct and indirect relationships among study variables were tested using structural equation modeling (SEM). Results showed that ability and opportunity enhancing HPWS practices had a positive effect on the employee and organizational performance. Affective, continuance and occupational commitment are partially mediated between ability and opportunity enhancing HPWS practices and performance. In contrast, normative commitment did not show meditation on the relationship between HPWS practices and employee performance; however, it partially mediated the link between ability and motivation, enhancing HPWS practices and subjective organizational performance. This study suggests that developing a system of HPWS practices in the organizations will not only help the organizations to flourish and stay competitive but will also help in eliciting the right employee attitudes by enhancing employee commitment.

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High performance work systems and innovation in New Zealand SMEs: testing firm size and competitive environment effects

Cited by 53 publications

References 63 publications

The State of Job Burnout Amongst New Zealand Managers: Implications for Employment Relations

The State of Job Burnout Amongst New Zealand Managers: Implications for Employment Relations

Prácticas de alto rendimiento y su incidencia en el compromiso organizacional. Un estudio en colaboradores de una caja de compensación familiar en Colombia

Exploring the Relationship between High-Performance Work Systems, Employee Commitment, and Firm Performance (A Multi Mediation Model)

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