High performance work systems and employee performance: the roles of employee well-being and workplace friendship

Han, Mingyan; Hu, Enhua; Zhao, Jingyou; Shan, Hongmei

doi:10.1080/13678868.2023.2268488

Cited by 2 publications

(11 citation statements)

References 60 publications

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“…Studies on positive relationships between HIWPs and employee outcomes are common, suggesting that employers and employees benefit from HIWPs, leading to positive employee behavior and improved organizational performance ( Dongsen, 2023 ). However, research on potential harmful influences is rare ( Han et al, 2023 ; Xiong, 2023 ), indicating either no effect or negative consequences on employees’ well-being ( Bai et al, 2023 ). For balancing perspectives, additional research is required to assess HIWPs’ effects comprehensively with respect to organizational performance and their impact on the employee’s personal and family domains ( Han et al, 2023 ).…”

Section: Introductionmentioning

confidence: 99%

“…However, research on potential harmful influences is rare ( Han et al, 2023 ; Xiong, 2023 ), indicating either no effect or negative consequences on employees’ well-being ( Bai et al, 2023 ). For balancing perspectives, additional research is required to assess HIWPs’ effects comprehensively with respect to organizational performance and their impact on the employee’s personal and family domains ( Han et al, 2023 ).…”

Section: Introductionmentioning

confidence: 99%

“…Studies emphasize the need for a framework incorporating HIWPs and the supportive role of supervisors to comprehensively understand their impact on employee well-being ( Hauff et al, 2020 ; Bai et al, 2023 ). Organizational resources, such as supervisor support (SS), can effectively empower employees to handle work overload and associated job demands ( Han et al, 2023 ). Research in this area, as highlighted by Kaushik and Mukherjee (2022) , is essential for organizations to leverage strengths and address weaknesses through HIWPs implementation ( Wang et al, 2022 ).…”

Section: Introductionmentioning

confidence: 99%

“…Fourthly, researchers highlight the interconnectedness of personal, work, and family domains, with potential positive or negative effects ( Han et al, 2023 ). Excessive work demands deplete employees’ time and energy, leading to work–family conflict (WFC) because more job involvement constrains full engagement in family roles ( Allen et al, 2023 ).…”

Section: Introductionmentioning

confidence: 99%

“…While organizational goals and employee concerns may sometimes align, they can also diverge, potentially impeding employees’ ability to pursue personal life ambitions or corporate objectives. The relationship between HIWPs and their impact on well-being, including stress, health, and happiness, is underexplored, especially in third-world countries like Pakistan ( Kaushik and Mukherjee, 2022 ; Han et al, 2023 ; Palumbo, 2023 ). The Pakistan Banking Perspective (2022) emphasizes a value-driven organizational culture, allowing employees to make informed decisions.…”

Section: Introductionmentioning

confidence: 99%

See 4 more Smart Citations

The paradoxical effects of high involvement work practices on employees and service outcomes: a trichromatic perspective

Yang,

Qadir,

Shahid

et al. 2024

Front. Psychol.

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This research delves into the complex impact of High Involvement Work Practices (HIWPs) on various facets of employee well-being and service outcomes within the framework of the trichromatic service conception. Utilizing the Job Demands-Resources (JD-R) model, the study uncovers the dual, both beneficial and detrimental, effects of HIWPs on service performance, work–family conflict, subjective well-being, and work-family enrichment. Examining the conflicting paths of job demands (workload) and job resources (customer orientation), the analysis incorporates the moderating influence of a strategic contextual factor—supervisor support. Data was collected through self-administered questionnaires from 475 respondents in Pakistani banks, and the analysis employed moderated mediation analysis using SPSS, AMOS, and the PROCESS Macro. All proposed hypotheses received support. The results indicate that HIWPs enhance service performance by promoting customer orientation but concurrently escalate workload, leading to adverse consequences for subjective well-being and work–family conflict. The study underscores the importance of implementing HIWPs under supportive leadership to maximize positive outcomes and mitigate negative consequences. Ultimately, this approach enables employees to effectively serve customers, maintain a healthy work-family balance, and contribute to the long-term growth and sustainability of organizations.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

The paradoxical effects of high involvement work practices on employees and service outcomes: a trichromatic perspective

Yang,

Qadir,

Shahid

et al. 2024

Front. Psychol.

View full text Add to dashboard Cite

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Well! Fun forms and friendship uplift frontline employees' positive affect for workplace well-being in the hospitality industry

Suneera,

Mavoothu,

Sajid

2024

JHTI

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PurposeThis study aims to reveal the positive effects of workplace fun forms on employee positive affect state and workplace well-being. This study also aims to examine workplace friendship opportunity and workplace friendship prevalence in the context of fun events and workplace well-being.Design/methodology/approachThe research model developed and tested with responses from 1,000 thousand Indian frontline employees of five-star hotels who have worked in the hospitality industry for at least two years and who have been exposed to fun committees at their workplace.FindingsThis study revealed that workplace fun forms are the main causes of employee positive affective reactions, and they have positive effects on frontline employees' positive affect. The study also found that fun activities, customer interaction with fun and manager support for fun as workplace events are strong proximal causes for forming positive affect when they have workplace friendship opportunity. Coworker socialization can induce employee positive affect in the workplace, even without the moderating effect of workplace friendship opportunity. Additionally, the positive effect of positive affect was found to be significant on workplace well-being.Practical implicationsHospitality management is required to foster fun culture with fun activities, coworker socialization, manager support for fun and customer interaction with fun that enhance employee affective reactions to uplift employee positive affect state. This study also presents more interesting practical implications for practitioners and managers.Originality/valueThis study empirically tested deferential workplace fun forms on positive affect, and study provides novel insights into positive affect and workplace well-being. Four mediation mechanisms examined on fun forms and workplace well-being. Four moderating roles of workplace friendship opportunity tested on positive affect and fun events. Workplace friendship prevalence moderation on positive affect and workplace well-being helped to understand employee cognitive mechanism.

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High performance work systems and employee performance: the roles of employee well-being and workplace friendship

Cited by 2 publications

References 60 publications

The paradoxical effects of high involvement work practices on employees and service outcomes: a trichromatic perspective

The paradoxical effects of high involvement work practices on employees and service outcomes: a trichromatic perspective

Well! Fun forms and friendship uplift frontline employees' positive affect for workplace well-being in the hospitality industry

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