Influence of High-Performance Work System on Employee Service Performance and OCB: The Mediating Role of PsyCap

Nadeem, Kashif; Riaz, Amir; Iftikhar, Yasir; Ahmad, Muhammad Bilal; Shamshad, Waqas

doi:10.5296/ieb.v5i2.15009

Cited by 8 publications

(8 citation statements)

References 66 publications

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“…Thus, from the above theoretical and empirical review, the researchers argue that based on theoretical social exchange perspectives, employees began to reciprocate the positive and negative behavioral outcomes based on implementing HR practices (Nadeem et al, 2019). To sum up, social exchange theory arguably insists that employees would likely become committed to the organizations once their perceptions are valuable (Garg & Punia, 2017).…”

Section: Moderating Effect Of Ambidextrous Leadershipmentioning

confidence: 99%

“…AMO-based HR practices (as a system and individual dimension) impacted employee behavioral outcomes (Edgar et al, 2020). Likewise, based on social exchange theoretical perspectives, employees began to reciprocate the positive and negative behavioral outcomes of implementing HR practices (Nadeem et al, 2019). Hence, social exchange theory arguably insists that employees would likely develop a commitment to the organizations once their perceptions are valuable (Garg & Punia, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Fostering Employee Ambidexterity: The Role of High-Performance Work System and Ambidextrous Leadership

Ijigu

Alemu

Kuhil

2022

JMTT

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Objective: This study aims to empirically investigate the moderating effect of ambidextrous leadership in the relationship between high-performance work systems (HPWS) and employee ambidexterity. Design/Methods/Approach: By integrating social exchange theory and the abilities, motivation, and opportunity (AMO model of human resource management), using a sample of 387 non-supervisory sales representative employees of Ethio-Telecom in Addis Ababa, Ethiopia. The proposed hypotheses were examined using structural equation modeling, SPSS plus AMOS software. Findings: The study reveals that HPWS has a positive and significant effect on employee ambidexterity. In addition, ambidextrous leadership moderates the relationship between a high-performance work system and employee ambidexterity. Furthermore, at the high level of ambidextrous leadership, the effect of a high-performance work system on employee ambidexterity is stronger. Originality: This study adds ambidextrous leadership as a moderator in the relationship between HPWS and employee ambidexterity, creating a new theoretical framework. Similarly, in stressing an evident gap in the relationship between HPWS and employee ambidexterity, this paper attempts to explain further how ambidextrous leadership moderates the effect of HPWS on employee ambidexterity. Practical/Policy implication: The study result reveals that the supervisors' high ambidextrous leadership behaviors and well-crafted HPWS enhance the sales representative's desire to engage in exploitative and exploration activities. In light of this, it makes sense that ambidextrous leadership is necessary to greatly affect HPWS and employee ambidexterity, enabling the organization to guide its leadership selection and development.

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Section: Moderating Effect Of Ambidextrous Leadershipmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Fostering Employee Ambidexterity: The Role of High-Performance Work System and Ambidextrous Leadership

Ijigu

Alemu

Kuhil

2022

JMTT

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“…Menurut Appelbaum et al (2001), HPWS adalah praktik pendekatan digunakan untuk memberikan kreativitas, kecerdikan dan kemampuan pemecahan masalah pada karyawan yang berfokus pada kualitas serta kemampuan beradaptasi dengan kondisi yang sering berubah. HPWS memiliki hubungan yang kuat dengan resiliensi karyawan (Cooke et al, 2016), didukung dengan penelitian dari Nadeem et al (2019) menyatakan bahwa HPWS berhubungan positif dengan resiliensi.…”

Section: * Corresponding Authorunclassified

Pengaruh High Performance Work System Terhadap Kinerja Melalui Resiliensi pada Karyawan Bank

Paramanandana

Kistyanto

2021

eJEBA

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This article aims to study the effect of the High-Performance Work System (HPWS) on employee performance through employee resilience to employees of Bank BTN in Surabaya city. This study uses a type of causality research that uses a quantitative approach. The sampling technique used disproportionate stratified random sampling. Respondents are 57 employees of Bank BTN in Surabaya. The statistical analysis in this study used the Structural Equation Model (SEM) by using the SmartPLS 3.0 software for data processing assistance. The results show that HPWS had no effect on employee performance. HPWS has a positive and significant effect on employee resilience. Employee resilience has a positive and significant effect on employee performance, and HPWS has a positive and significant impact on employee performance through employee resilience.

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“…In modern years, the service industry has play a portion in remarkably to the country's economic progress in Pakistan (Jalil & Ma, 2008). There has been an common rise of 5.55% during the past five years (2015)(2016)(2017)(2018) (Nadeem, Riaz, Iftikhar, Ahmad, & Shamshad, 2019) . In Pakistan, the service sector has donated for 60.2% of the gross domestic product (GDP).…”

Section: Introductionmentioning

confidence: 99%

“…Chen, Chen, Bernard, & Rahman, 2019) (Wavei, 2023). In Pakistan, there are more than 10,000 hotels, still their effort to the GDP is less (Nadeem et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

Green Human Resource Management (GHRM) and Environmental Performance in Pakistani Hotel Industry: The Role of Green Perceived Organizational Support (POS), Pro-Environmental Behavior and Green Innovative Work Behavior (GIWB)

Meraj,

Nasir,

Shafqat

et al. 2023

Pak. J. Humanit. Soc. Sci

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The aim of this research is to examine the effect of GHRM practices on hotel environmental performance in Pakistan. The study further analyze the effects of green POS, pro-environmental behavior, or green innovative work behavior (GIWB). The target area was belong of five-star hotel workers in Pakistan. PLS-SEM was used to analyse data gathered by a survey questionnaire from 225 workers. According to the findings green POS, which leads to pro-environmental behavior and GIWB, was establish to be a powerful predictor of GHRM practices (green recruitment or hiring, green training, green rewarding, or green performance assessment). The results also revealed that pro-environmental behavior or GIWB had a momentous effect on hotel environmental performance. Moreover, Green HRM practices are considered to indirectly contribute to environmental performance via green POS, pro-environmental behavior, and GIWB. This research is one of the unique efforts in the area of environmental management to incorporate GHRM practices with green POS, pro-environmental behaviors, and GIWB. It makes a clear contribution towards a new streamline of research to realize the critical function of GHRM exercise to modify the environmental performance in hotels. The research aggregation have suggested GHRM is an important indication for supporting green POS and encouraging pro-environmental behaviors, as well as GIWB. It can support hotel managers to promote the green POS among the employees by practicing the GHRM practices that enables pro-environmental behavior and GIWB to solve the hotel industry's increasing environmental problems. Recent research suggests that managers should maintain and follow GHRM efforts and policies to improve environmental performance.

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Influence of High-Performance Work System on Employee Service Performance and OCB: The Mediating Role of PsyCap

Cited by 8 publications

References 66 publications

Fostering Employee Ambidexterity: The Role of High-Performance Work System and Ambidextrous Leadership

Fostering Employee Ambidexterity: The Role of High-Performance Work System and Ambidextrous Leadership

Pengaruh High Performance Work System Terhadap Kinerja Melalui Resiliensi pada Karyawan Bank

Green Human Resource Management (GHRM) and Environmental Performance in Pakistani Hotel Industry: The Role of Green Perceived Organizational Support (POS), Pro-Environmental Behavior and Green Innovative Work Behavior (GIWB)

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