The Effects of High Performance Work Systems and Leader-Member Exchange Quality on Employee Engagement: Evidence from a Brazilian Non-Profit Organization

Abstract

The field of strategic human resource management (SHRM) is mainly concerned with the development of HRM systems that create value to the organization and its internal customers. In this paper, we evaluate the effects of high performance work systems (HPWS) and leader-member exchange (LMX) quality on employee engagement, and also the relationship between employee engagement and turnover intention. The research involved 189 employees of a nonprofit Brazilian organization. Results from hierarchical multiple regression analyses showed that HPWS and LMX quality have a positive and significant effect on employee engagement. It was also shown that engagement has a negative and significant effect on employees' turnover intention. Implications of these findings are discussed.

Employee Engagement & Retention: A Review Of Literature

“…-Training and development competitive advantage can be achieved, developed and maintained. This paper showed that HRM content and process must be integrated effectively in order for prescriptive models of strategic HRM Lucia Barbosa de Oliveira, Fernanda Flôres Roitman Aguiar da Silva [77] (2015)…”

Untitled

“…[18] explored the emotional side of work which provided a comprehensive, emotional and behavioral components associated with an individual's performance. [19] defined it as a positive and rewarding psychological work related state, characterized by vigor, dedication, and absorption. This paper used this definition in explaining employee engagement.…”

“…[18] studied employee engagement based on components such as leadership, team, coworker relationship, training, career development and compensation. Other an indispensable attributes included organizational policies, procedures, structures, systems, and workplace wellbeing [19]. Additionally, [34] advised that in order to impact employee engagement, managers should pay attention to staff skills, knowledge and talent.…”

“…Zuraina & Loke/ Journal of Social Science and Humanities, 1(2) 2018, Pages:[14][15][16][17][18][19][20] …”

Qualidade da Relação Líder-Membro: Evidências de Validade da Escala Multidimensional

“…Ainda em relação aos correlatos da LMX, busca similar foi realizada na produção nacional (nas bases Scielo, ProQuest, Google Acadêmico, Periódicos CAPES, Pubmed, Banco de Teses e Dissertações da CAPES), sem se restringir, entretanto, a estudos do tipo meta-análise. Os resultados revelam defasagem se comparada à produção internacional, pois foram identificados apenas cinco artigos empíricos (Niemeyer & Cavazotte, 2016;Nunes & Gaspar, 2016;Oliveira & Rocha, 2017;Oliveira & Silva, 2015;Silveira & Hanashiro, 2009) e um artigo de revisão (Turano & Cavazotte, 2016). Também foram encontradas onze dissertações de mestrado e três teses de doutorado que adotaram a teoria (Amaral, 2007;Azevedo, 2014;Braga, 2012;Brant, 2012;D'Ávila, 2016;Furtado, 2016;Gonçalves, 2015;Horta, 2012;Maccarielo, 2012;Niemeyer, 2013;Pereira, 2016;Rocha, 2014;Silva, 2014;Silveira, 2007).…”