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A study has shown that there may be a gap in the mediating role of employee multitasking in the relationship between highperformance work systems, employee performance and compensation. Data from target employees was collected using a Google Form questionnaire. A total of 112 employee representatives from companies at PT Bina Karya Prima in the Jakarta and Bekasi areas, Indonesia took part in this research, the sample was selected using the purposive sampling method. The author used the SMART-PLS Structural Equation Model (SEM) to test the research model, and carried out validity and reliability tests using SPSS factor analysis. The findings of this research reveal that employee multitasking has a positive and significant effect on high-performance work systems and employee performance. Finally, there is a control variable, namely compensation. Compensation has a positive and significant effect on high-performance work systems and employee performance. Finally, we found that employee multitasking mediates the positive and significant relationship between highperformance work systems, employee performance and the relationship between high-performance work systems and employee performance on compensation control variables. To unlock the mystery surrounding the relationship between high-performance work systems and employee performance, this research includes the mediating role of employee multitasking and develops a new theoretical framework, namely compensation. [ABSTRACT FROM AUTHOR]

Objective: This study aims to investigate the effect of a high-performance work system (HPWS) and proactive personality on job performance and examine the role of psychological capital as mediation in the proposed research model. Design/Methods/Approach: This study adopts quantitative approaches by distributing cross-sectional surveys of multi-sector employees; 231 respondents were collected. The data collected underwent model evaluation and structural equation modeling using Smart PLS 3.2.9, employing the embedded two-stage approach. Findings: The statistical analysis indicates that High-Performance Work Systems (HPWS) and proactive personality directly impact job performance. Moreover, they also have an indirect positive impact through mediation by psychological capital. Originality: This study contributes to the existing literature by investigating the mediating role of psychological capital on the influence of HPWS and proactive personality on job performance in the context of workers in various industrial sectors in Indonesia. This study confirms that HPWS, proactive personality, and psychological capital positively impact employee job performance. It also supports the broaden-and-build theory of positive emotions and the JD-R model in Indonesian workplaces. Practical/Policy implication: The findings of this study can provide valuable insights, evidence, and knowledge to academics and Human resource managers. By implementing High-Performance Work Systems (HPWS), recruiting workers with a proactive personality, and improving employee job performance, organizations can build a solid human resource base that can contribute to achieving optimal organizational goals. Human resource managers are advised to develop policies that focus on recruitment, training, motivation, and enhancing opportunities while fostering a proactive personality among employees. It will encourage optimism, hope, resilience, and efficacy in performing tasks, improving organizational performance and outcomes. [ABSTRACT FROM AUTHOR]

Purpose: This study empirically tests a conceptual framework that shows how integration practices are significantly associated with supply chain (SC) performance. This study also intends to achieve the following purposes: first, how the performance is influenced by the integration practices, i.e. internal and external; second, to measure the mediating effect of organizational antecedents (market orientation, learning orientation) between integration practices and firm's SC performance. Design/methodology/approach: In a noncontrived study environment, a cross-sectional study design was used with a questionnaire. The study used a stratified proportionate random sample of 205 managers from manufacturing firms in China. Six hypothesized relationships were examined using the structural equation modeling (SEM) technique in AMOS software, and five were shown to be valid. The proposed model was validated through various techniques. Findings: Results of this study indicate that both external and internal integration influence SC performance and confirms the mediating role of organizational antecedents between integration practices and SC performance. According to the findings, five out of the six hypotheses are accepted. Findings of this research also offer very expedient insights for the companies' management which can help them to ensure optimal output by giving due importance to external as well as internal integration. Research limitations/implications: The data for the study were only obtained from one province, which was Henan Province, and one industry, which was manufacturing; this constrained the generalizability of the study. The findings may be further validated in the future by expanding the scope of the studies to include various cultural contexts and types of businesses. Second, this study used data from a cross-sectional analysis; however, future research may potentially make use of a longitudinal design in order to more thoroughly confirm the findings. Practical implications: Findings of this study offer substantial managerial insights suggesting various ways to develop better internal as well as external integration to get better results. Management of the company should focus and give more importance to job rotation, trainings and management commitment as part of internal integration. Moreover, management should strive for improving the capabilities of integration in internal functions prior to external integration as internal collaboration, teamwork and interaction within the company are considered as a precondition to maintain integration with external stakeholders. It is also a social process which needs to be built up over a longer period of time. Originality/value: The authors contribute to the literature by experimentally evaluating the effects of integration practices on SC performance using a conceptual model drawn from current theories. The study also offer additional empirical evidence for Han et al. (2007), who found that SCI enhances firm performance through quality management in their analyses of the relationships between SCI, quality management practices and firm performance. [ABSTRACT FROM AUTHOR]

The spontaneous organizational citizenship behavior towards environment (OCBE) of employees in the workplace is crucial to businesses' green development and low-carbon transition. However, it was not considered how such behavior could be encouraged for enhanced firm performance. From the natural resource-based view theory perspective, this study tests a model that investigates how green supply chain management practices, green culture, top management commitment, and OCBE, and influences firm performance. A structural equation model (SEM) was utilized to test the hypotheses using 600 survey questionnaires collected from manufacturing firms. The results show that green supply chain management indirectly affects firm performance through green culture and top management commitment. The results reveal that green culture and top management commitment positively and significantly mediate the relationship between green supply chain management and firm performance. Furthermore, the findings show that OCBE has a direct effect on firm performance. Moreover, the results highlight that OCBE has a positive moderating effect on the association between green supply chain management and firm performance. Finally, the study's findings and implications are disclosed to be useful policy instruments for organizations, administrations, and other stakeholders. [ABSTRACT FROM AUTHOR]

Education is a key pillar of social and economic development. In recent years, this sector has come under increasing pressure to provide improved and more relevant services. High performance work systems (HPWS) are deemed critical in order to meet these demands. Additionally, teachers are expected to be more creative in approaching their work which, it is argued, will improve performance at the school level. Nevertheless, little research has been conducted to understand how to enhance employee creativity, and whether creativity will improve the education sector's organizational performance. In addressing this gap, we conducted research in the education sector in China, collecting data from 59 public schools, over 1,000 teachers and just under 5,000 students. This multi-source dataset was analysed utilizing three-level structural equation modelling. The results support our hypotheses that HPWS enhance teacher creativity and subsequently improve student quality of school life indirectly through teacher job performance. The findings provide new insights into the value of strategic human resource management and the importance of creativity in the education sector. [ABSTRACT FROM AUTHOR]

In the current era of business, environmental sustainability has emerged as an issue of critical relevance. The main purpose of this study is to examine the relationship between environmental leadership and environmental learning and its impact on the organization's performance. This research contributes to the existing body of knowledge by identifying the primary characteristics that help companies enhance their performance. Using a convenience sample approach, data was obtained from 417 respondents working in the construction industry. For direct and indirect hypothesis testing, we used the Statistical Package for the Social Sciences (SPSS) and structural equation modelling (SEM). According to the study's findings, environmental leadership (EL) and environmental knowledge learning (EKL) significantly influence environmental passion (EP), green corporate social responsibility (CSR), and company performance. The link between EL, EKL, and firm performance (FP) is mediated by EP. The study's results indicate that green CSR significantly moderates the relationship between EP and firm performance. The study findings benefit business managers, policymakers, and government institutions. [ABSTRACT FROM AUTHOR]

Jordan's healthcare industry is marked by a fast-paced atmosphere and more competitive marketplaces. However, Jordan's healthcare system is vulnerable to several threats, including human factors, which can interrupt the supply of medical supplies and waste large expenditures. In Jordanian public hospitals, the current research includes surveys and analyses of empirical studies and models related to the high-performance work system (HPWS) and job performance (JP), with the mediating function of job stress (JS). The current study results were estimated based on Structural Equation Model (SEM). The results indicate that HPWS and its dimensions provide a critical role in determining the level of Nurses' JP in a public hospital in Jordan. In addition, they provide a direct effect on identifying the level of Nurses' JS in public hospitals in Jordan. Moreover, the results uncover that JS supports a positive relationship with Nurses' JP of the public hospital in Jordan. The findings also confirm that JS provides an essential mediation role between HPWS and JP of the public hospital in Jordan, which can enhance the performance workplace. Throughout this research, Discussion, recommendations, and conclusion have been fully expounded in their specific sections. [ABSTRACT FROM AUTHOR]

Recent literature in the domain of environmental management suggests that employees' behavior is vital to enhance environmental performance. Despite this, little effort has been made to study how human resource management is linked with the environmental performance. Even less attention has been given to a joint consideration of green innovation and green human resources management and their contribution to environmental performance. The purpose of the current study is to investigate the interrelationship between green high performance work system (GPWS) and environmental performance through the mediation of green ambidexterity. A variance‐based structural equation modeling (partial least squares) was applied to a sample of Spanish hotel firms. The results indicate that GHPWS facilitate the development of green ambidexterity, and that this variable contributes to improved environmental performance. The results of this study make several contributions to the GHRM and green ambidexterity literature, as well as practical contributions for managers. [ABSTRACT FROM AUTHOR]

Purpose: The present study follows the conflicting outcomes perspective of Human Resources Management (HRM) and examines the effects of employees' perceptions of high performance work systems (HPWS) on job demands (role conflict, role ambiguity and work pressure) and work engagement (vigor and dedication). Design/methodology/approach: Structural Equation Modeling (SEM) was used on a sample of 524 front-line employees across three Greek manufacturing companies. Findings: The findings show that HPWS is negatively associated with all three job demands. Hence, the "critical perspective" is not supported. In turn, role conflict and role ambiguity reduce employees' work engagement, although the third job demand included in the study (work pressure) showed a positive relationship on dedication. Last but not least, this study calculates HPWS as both a system and as subsets of HRM practices, and provides useful insights regarding the differences between the two different measurement methods. Practical implications: The present study brings further empirical evidence in the HRM field by examining whether HPWS is good or bad for employee well-being. Moreover, the findings underscore the detrimental impact that job demands may have on employees' work engagement, and highlights the fact that HPWS might not necessarily be a "win-win" scenario for employees and employers. Originality/value: This study follows the most recent developments in the HRM literature and examines the dark (negative) approach of HPWS in the Greek manufacturing sector. Finally, theoretical and managerial implications are drawn for improving our understanding of how HPWS influences job demands and ultimately employees' work engagement. [ABSTRACT FROM AUTHOR]

High performance work systems, integrating human resource practices and organizational strategy with an innovative perspective, emerge as a tool that needs to be emphasized in today's business environment. Especially it is predicted that organizational performance will increase with the increase of employee performance in organizations implementing high performance work systems. Within this context the main purpose of this research is to measure the mediating role of work engagement on the effect of high performance work systems on employee performance. The main contribution of this study into the field is to fill the gap about the lack of studies related to sub variables explaining the causality of the effect of high performance work systems on individual outcomes. The research was conducted on 314 employees who are working in service businesses having operations in Istanbul via questionnaire technique. Four different scales consisted of High Performance Work Systems Scale, Work Engagement Scale, Contextual Performance and Creative Performance Scales were used in the study. The scale for the study consists 47 statements. In order to analyze the gathered data via SPSS and AMOS statistical programs, factor analysis, reliability analysis and the structural equation modelling were used. As a result of the study, all proposed hypotheses were supported. Within the context of the study's main porpose, findings revealed that work engagement determined as a partial mediator on the effect of high performance work systems on employee performance. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to examine both the separate effects and the interaction effects of business process improvement (BPI) and human resource enhancement (HRE) on operational performance in manufacturing firms and to examine the moderating effect of product life cycle (PLC). Design/methodology/approach: The conceptual model was based on the resource-based view, the dynamic capabilities perspective and contingency theory. Using survey data from 215 manufacturing companies and structural equation modeling, the hypothesized relationships were tested. Findings: The empirical findings suggest that the performance implications of HRE and the interaction of HRE and BPI are contingent on PLC. HRE and its interaction with BPI have stronger effects on operational performance in the maturity stage than in the growth stage. The effect of BPI on operational performance is equally important in both stages of PLC. Practical implications: The results of this empirical study can help to guide manufacturing firms to enhance their performance through improvements in their business processes and human resources at the different life cycle stages of their products. First, firms should upgrade both their processes and people to keep pace with the changing business environment and to sustain their competitive advantage. Second, the performance implications of improving processes and people are contingent on PLC, which suggests that managers should emphasize different things according to their roles. Originality/value: A simultaneous examination of the performance implications of HRE and BPI practices and their contingencies reveals the roles that people and processes play in achieving organizational objectives. The results contribute to our understanding of how firms leverage their resource allocation between processes and people at different stages of PLC to effectively improve their performance. [ABSTRACT FROM AUTHOR]

The purpose of present study is to examine the direct impact of corporate foresight, and organizational learning on the performance dynamic of SMEs as working in United Arab Emirates (UAE). A sample of 576 questionnaires were distributed among the owners/managers of different SMEs as working in the region of UAE. The data was analyzed through descriptive and two step approach where structural equation modelling (SEM) under Smart PLS was found to be very much help to examine the direct and indirect relationship between the study variables. The study findings show that there is a significant and positive impact of corporate foresight on organizational performance whereas significant impact of organizational learning on organizational performance. The study findings suggest that both owners and managers at SMEs of UAE should attach more importance to innovative capabilities and digital transformation for achieving higher level of organizational performance. Policy makers should reasonable consider the direct and indirect effect of study variables while considering high performance at workplace. To the best of researcher's attention, this research provides a very first empirical evidence in the existing literature on the relationship between corporate foresight, digital transformation, and organizational performance dynamics. [ABSTRACT FROM AUTHOR]

Purpose: Reviewing Human Resource Management (HRM) and innovation literature, an identified gap exists in the mechanism in which the association between HRM and innovation is happen. To respond, the current study has suggested a moderated mediated mechanism to explain the link between HRM, through its new High Performance Work Systems (HPWS) and organisational innovation, as employee engagement mediates the relationship between HPWS and employee creativity. Then later one has subsequent influence on organisational innovation; moreover, the model also considers the moderating role of employee perspective-taking between HPWS and employee engagement. Design/methodology/approach: A quantitative-deductive causal method, along with a cross-sectional approach was adopted, and SMEs in Jordan were the focus for the present study, through targeting employees in Research and Development centres. Data were collected through a self-administered questionnaire answered by 272 employees and Structural Equation Modelling using SMART-PLS was used for the statistical analysis. Findings: The results confirmed that employee engagement fully mediated the relationship between HPWS and employee creativity and accounted for 69.5% of the variance; additionally, perspective-taking as a moderator of the relationship between HPWS and employee engagement was confirmed. Moreover, employee creativity significantly predicted organisational innovation to moderate levels. Originality/value: The study suggested a unique mechanism for the link between HPWS and organisational innovation, contributing to the suggested gap that could have numerous variables acting as mediators or moderators which require further investigation to explore other possible mechanisms. [ABSTRACT FROM AUTHOR]

Purpose: Benchmarking research has explored the role of organizational practices and business processes rooted with human capabilities for achieving growth performance. The role of high performance work system as an organizational practice and business process is yet to be studied. Even if studied, no study has been conducted on the role of training transfer climate on high performance work system and organizational performance. The current research aims at examining high performance work system on organizational performance. Further, the study also examine training transfer climate as a mediating variable between HPWS and organizational performance. Design/methodology/approach: Data collected from 415 executives of a high performance-based power sector company of Gujarat, India. The survey instrument consists of high performance work system, training transfer climate and organizational performance. Confirmatory factor analysis was used for a simultaneous assessment of overall and specific elements of measurement validity and reliability. Structural equation modelling used to test the hypothesized model. Findings: The result proved the capability of high performance work system to predict organizational performance. Further, the result supports the hypothesis that training transfer climate acts as a mediator between high performance work system and organizational performance. Research limitations/implications: The result has important theoretical and managerial implications. Theoretically, the research extends the scope of benchmarking to high performance work system. The managerial implications have been discussed from the training transfer climate perspectives. Originality/value: The originality of the study lies with proving the role of high performance work system and training transfer climate as an organizational practice and business process within benchmarking research. [ABSTRACT FROM AUTHOR]

In today's hyper-competitive manufacturing world, the rapidly changing landscape has put new demands on organizations, and they need to reinvent themselves by injecting new strategies in order to stay ahead of the competition. Therefore, to achieve world-class performance and competitiveness in the global environment and competition, there is immense pressure on manufacturing organizations with limited resources to invariably pursue main drivers to enable them to improve process innovation. In this backdrop, this questionnaire-based study investigates the impact of various enabling practices on process innovation of manufacturing organizations. The questionnaire package included scales of lean manufacturing (LM), organizational culture (OC), human resource management (HRM), total quality management (TQM), supply chain management (SCM) and process innovation (PI). The data were collected through convenient sampling technique from presidents, CEO's, directors, managers and senior supervisors of different functional areas of large-scale organizations. The theoretical model was analyzed using structural equation modeling (SEM) through AMOS®. The key findings revealed positive and significant relationships of LM, HRM and OC as drivers with TQM and SCM. The results also demonstrated affirmative and significant associations of TQM and SCM with PI. Similarly, the outcomes indicated that TQM and SCM, as carriers, partially mediate the relationships of LM, HRM and OC with PI. Overall, the findings elucidate the imperativeness for manufacturing organizations to reinforce their mediators (TQM and SCM practices) while effectively implementing LM, HRM and OC practices as drivers of PI. The study has important implications for the organizations seeking to determine the relative importance of various practices as an effective source of process innovation. [ABSTRACT FROM AUTHOR]

Regarding the effects of High-Performance Work Systems (HPWS), we can draw two conclusions. First, existing studies on the effects of HPWS on employees' well-being at work are scarce. Second, few studies have considered the relationships between HPWS and work-to-family interface (i.e., work-to-family enrichment, WFE; and work-to-family conflict, WFC). Only one previous study conducted on a Portuguese sample (i.e., Carvalho & Chambel, 2016) has examined the relationships between these concepts in a comprehensive model. Our study aims to replicate one part of Carvalho and Chambel's model but also to extend previous work. We investigated a model of HPWS-employees' well-being at work (i.e., job engagement and job strain) relationships by considering work-to-family interface as a mediator. We surveyed 170 employees of a Belgian company. Data were analysed using structural equation modelling and bootstrapping method. WFE partially mediates the relationships between HPWS and job engagement, whereas WFC partially mediates the relationships between HPWS and job strain. Our study, confirming the results of Carvalho and Chambel (2016), highlights the important role of HPWS in the development of employees' well-being at work. Working in an organization where HPWS are applied leads employees to perceive more enrichment and less conflict between their work and family lives, making them more engaged in and less stressed by their work. [ABSTRACT FROM AUTHOR]

The paper reports on empirical work recently conducted about the determinants of human resource (HR) practices based on High performance work system (HPWS) in small and medium sized enterprises (SMEs) in Vietnam. From a structural equation modeling approach; this paper analyzes data collected from 159 samples of line managers who were working in limited and joint stock companies. The paper explores a system of HR practices implemented in Vietnam, including job description and appraisal, extensive training, employee security, internal mobility, selective staffing and incentive reward. Research findings suggest that there is considerable diversity amongst SMEs in relation to their use of HR practices. Moreover, the research implications, and suggestions for future research directions are also discussed in this paper. [ABSTRACT FROM AUTHOR]

This paper reports the findings of an empirical study examining the determinants of human resource (HR) practices based on High performance work system (HPWS) in small and medium sized enterprises (SMEs) in Vietnam. It uses structural equation modeling to analyze data collecte1d from 159 samples of line managers working in limited and joint stock companies. It specifically focuses on a system of HR practices implemented in Vietnam, including job description and appraisal, extensive training, employee security, internal mobility, selective staffing and incentive reward. Research findings suggest that there is considerable diversity among SMEs in relation to their use of HR practices. Research implications and suggestions for future research are also discussed. [ABSTRACT FROM AUTHOR]

This study aims to analyse the mechanisms through which high performance work systems (HPWSs) affect employee job satisfaction in hospitality firms. A sample of 202 hotel employees working on Gran Canaria (Spain) was surveyed, and partial least squares structural equation modelling was applied to analyse the data. The results confirmed both the direct positive effect of HPWSs on job satisfaction and the indirect effect through a reduction in burnout. This study provides the first evidence of burnout as a mediating mechanism in the so-called black box that relates HPWSs to employee outcomes in the context of tourism and hospitality, and it contributes to the field with important theoretical contributions, as well as managerial recommendations. • HPWSs positively and directly affect job satisfaction. • Workers' burnout mediates the relationship between HPWSs and job satisfaction. • The abilities bundle improve job satisfaction. • The motivation and opportunities bundles reduce burnout. [ABSTRACT FROM AUTHOR]

This paper examines the mediating effects of social identification on the relationship between high performance work systems (HPWS) and psychological empowerment and the direct relationship between psychological empowerment and clinician perceptions of quality of patient care. We use structural equation modelling on a sample of 254 health professionals from a large regional hospital in Australia. Results demonstrate, first, a strong effect of HPWS on social identification. Second, social identification mediates the relationship between HPWS and psychological empowerment and, third, psychological empowerment has a strong effect on clinician perceptions of quality of patient care. Implications are drawn for management theory and hospital managers. [ABSTRACT FROM PUBLISHER]

Purpose – The purpose of this paper is to develop a systematic understanding of the mechanisms through which high-performance work systems (HPWSs) facilitate the incremental and radical innovative capabilities of organizations. Using a knowledge-based view of the firm, the paper introduces the mediating role of intellectual capital (composed of human, organizational and social capital) while examining this issue. Design/methodology/approach – Data were collected using a questionnaire survey approach from 164 firms in the People's Republic of China. The paper used analyses based on structural equation modeling to measure the main constructs and test the hypothesized relationships among the variables. Findings – The results indicate that HPWSs contribute to both the incremental and radical innovative capabilities of organizations. In addition, intellectual capital mediates the relationships between HPWSs and different types of innovative capabilities. Specifically, organizational and social capital mediate the relationship between HPWSs and incremental innovative capability, whereas social capital mediates the relationship between HPWSs and radical innovative capability. Originality/value – The study supports and expands on the strategic human resource management (SHRM) literature and knowledge-based view of the firm in terms of whether, why and how HPWSs can develop a competitive advantage on the basis of innovation. [ABSTRACT FROM AUTHOR]

Abstract: This study proposes and tests a research model that investigates whether work engagement functions as a mediator of the effects of high-performance work practices (HPWPs) on job performance and extra-role customer service. These relationships were assessed through LISREL 8.30 using structural equation modeling (SEM). Data were obtained from full-time frontline hotel employees and their managers in the Poiana Brasov region in Romania. The results suggest that work engagement acts as a full mediator of the effects of HPWPs on job performance and extra-role customer service. Specifically, HPWPs, as manifested by frontline employees’ appraisal of training, empowerment, and rewards, enhance work engagement. Such HPWPs in turn trigger job performance and extra-role customer service. Implications of the results are discussed and avenues for future research are offered. [Copyright &y& Elsevier]

• The findings reveal the actual process through which HPWS operates. • First, HPWS contributes to the creation of a justice and service climate. • Secondly, justice and service climates influence employees' work engagement. • Finally, engaged employees exhibit service-oriented OCB. The present research investigates the effects of "High Performance Work Systems (HPWS)" on employees' "work engagement" and "service-oriented Organizational Citizenship Behavior (OCB)", through the development of a social and justice climate. In doing so, "Partial Least Squares Structural Equation Modeling (PLS-SEM)" was applied based on a convenient sample of 448 customer-contact hotel employees across ten Greek hotel organizations. In summary, the study reveals first the valuable contribution of HPWS towards the development of a justice and service climate, which in turn influence positively employees' work engagement. As a consequence, employees respond by exhibiting extra role behaviors and by engaging in service-oriented OCB. Overall, the findings clarify the mechanism behind the HPWS process, known as the "black-box", a valuable knowledge for professionals practicing Human Resource Management (HRM). [ABSTRACT FROM AUTHOR]