The paradoxical mechanisms of high‐performance work systems (HPWSs) on perceived workload: A dual‐path mediation model

Liu, Fang; Chow, Irene Hau‐Siu; Zhu, Weichun; Chen, Weiqi

doi:10.1111/1748-8583.12277

Cited by 24 publications

(34 citation statements)

References 62 publications

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“…Moreover, HPWS can also promote the employees’ autonomous motivation by satisfying their needs for autonomy. The promotions, results-oriented appraisal, open-ended rewards, and flexible job assignments of HPWS can enhance employees’ perceptions of autonomy and influence at work [ 49 ]. Employee participation of HPWS can foster a sense of choice and volition by supplying employees with opportunities to participate in the work arrangement [ 39 ], which contributes to enhancing employees’ perception of control at work.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

How Does High-Performance Work System Prompt Job Crafting through Autonomous Motivation: The Moderating Role of Initiative Climate

Liu

2021

IJERPH

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By invoking self-determination theory, we proposed an integrated, multilevel model to investigate the impact of a high-performance work system (HPWS) on employees’ job crafting through autonomous motivation, along with the moderation effect of initiative climate. Adopting a three-wave, time-lagged research design, we collected data from 615 employees of 54 Chinese companies. The results of multilevel path analysis revealed that (1) HPWS is positively related to employees’ job crafting; (2) HPWS has a positive impact on employees’ autonomous motivation; (3) employees’ autonomous motivation positively affects their job crafting; (4) employees’ autonomous motivation mediates the positive relationship between HPWS and employees’ job crafting; (5) initiative climate moderates the relationship between employees’ autonomous motivation and job crafting; and (6) the indirect relationship between HPWS and job crafting through autonomous motivation is also moderated by initiative climate. The findings of this study provided several implications for job crafting research and for human resource management in organizations.

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Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

How Does High-Performance Work System Prompt Job Crafting through Autonomous Motivation: The Moderating Role of Initiative Climate

Liu

2021

IJERPH

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“…Employees may feel supported by their organization when HPWS offers them real resources (e.g., training, rewards, and job stability) and socioemotional resources (e.g., respect, recognition, appreciation, and care) to address their duties (support as a resource, that is, the process of resource acquisition). (Liu et al, 2020). Employee perception is relevant to HPWS in promoting explorative learning and innovative behavior of employees.…”

Section: Literature Review High-performance Work Systemmentioning

confidence: 99%

High-Performance Work System and Employee Performance: Case Study at Koja Container Terminal

Pranogyo¹,

Luddin²,

Suyatno³

2021

cibg

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Container Terminal (TPK) Koja is a terminal intended for loading and unloading activities of goods, especially containers. Good employee performance will affect the quality of the process and loading and unloading services produced. This research is qualitative research with case studies on TPK Koja. The purpose of the research was to find out if a high-performance work system (HPWS) is good to be applied in TPK Koja and how HPWS role to the performance of TPK Koja employees. Calculate the weight of each KPI using the Analytical Hierarchy Process method and measure the value of performance achievement by scoring system method and evaluate performance measurement results with Traffic Light System. The results of the study showed HPWS had a positive impact on employee performance and the measurement results showed 15 HPWS KPIs were at the green level or within the specified target.

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“…Initial research believed that HPWS provides employees with the necessary resources to help them complete the work and accomplish career development, thus increasing the well-being of the employees (Zhang et al, 2013 ); however, the frequent emergence of management accidents like “the sudden death of programmer in China” provoke a rethinking of people of the current management systems in enterprises (Jiandong et al, 2020 ). Some studies also criticize the adverse side of HPWS caused by the high job requirement embedded in it (Van De Voorde and Beijer, 2015 ; Liu et al, 2020 ).…”

Section: Introductionmentioning

confidence: 99%

Double-Edged Sword Effect of High-Performance Work System on Employee Well-Being—Moderating Effect of Union Practice

Wei

Sun

et al. 2021

Front. Psychol.

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Improving the well-being of the employees is the inevitable choice to improve corporate performance and competitive advantage and the social responsibility that enterprises must undertake. Based on the job demands-resources model, this study introduces perceived organizational support and work stress as the mediator and trade union practice as the moderator to explore the double-edged sword effect of a high-performance work system (HPWS) on the well-being of the employee. Taking 243 employees from Jiangsu, Zhejiang, and Anhui as samples, we found that HPWS positively affects the well-being of the employee through perceived organizational support and negatively affects the well-being of the employee through work stress. Union practices can significantly reduce the positive effect of HPWS on work stress and further weaken the negative effect of HPWS on the well-being of the employee through work stress. The results of this study provide a new way to explain the impact of the HPWS on the well-being of the employees and find that union practice can weaken the negative effects of HPWS. This study provides a new thinking direction for improving the well-being of employees in enterprises.

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The paradoxical mechanisms of high‐performance work systems (HPWSs) on perceived workload: A dual‐path mediation model

Cited by 24 publications

References 62 publications

How Does High-Performance Work System Prompt Job Crafting through Autonomous Motivation: The Moderating Role of Initiative Climate

How Does High-Performance Work System Prompt Job Crafting through Autonomous Motivation: The Moderating Role of Initiative Climate

High-Performance Work System and Employee Performance: Case Study at Koja Container Terminal

Double-Edged Sword Effect of High-Performance Work System on Employee Well-Being—Moderating Effect of Union Practice

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