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Background: Working in the COVID-19 pandemic era isn’t easy, especially for personnel who work in COVID-19 referral hospitals. Non-medical workers such as environmental service workers (ESW) also experience changes in regulations at work. ESW in isolation ward are included in the high exposure risk category because of their high potential for close contact with COVID-19 patients. This study aims to analyze the ESW’s perception of working at the COVID-19 referral hospital in Klaten. Methods: This is a descriptive qualitative study with a phenomenological approach. Four respondents were obtained for interviews. Results: The results show that ESW’s understanding of COVID-19 hasn’t been maximized and evenly distributed, there are obstacles and changes of habits, in the work system and service standards that create inconvenience while working, psychological impacts; both negative and positive feelings appear while working during this pandemic. However, ESW still work professionally, have a good work commitment to reduce the risk of nosocomial infections including preventing the spread of the virus. Conclusion: ESW’s perceptions related to COVID-19 hasn’t been evenly distributed. Mandatory use of personal protective equipment in the pandemic era, causes discomfort and obstacles to work. This pandemic triggered the emergence of negative emotions that are dominant over positive emotions. However, ESW can still work professionally.

Mr. Wash laundry is one of the Small and Medium Enterprises (SME) located in Yogyakarta. This business was founded in 2015 with 2 workers. In work operations, many involve physical activities that can cause fatigue and musculoskeletal complaints, causing decreased productivity and miscommunication to consumers. Therefore, this research was conducted to improve the work system to minimize these impacts. The method in this study uses an ergonomics participator. This method involves a participatory team, namely ergonomists, owners, and workers. The result of this research is the design of an ironing table and chair using the anthropometric specifications of workers which can reduce fatigue and musculoskeletal complaints.

Purpose This paper aims to review the existing body of knowledge on high-performance work systems (HPWS) with a special focus on the recent developments that strengthen its prevalence. Considering the current business ecosystem, the author proposes two more characteristics of HPWS which will add value to the literature. It also aims to propose several gaps in the literature considering the role of HPWS in the organization. Design/methodology/approach This paper uses a systematic literature review methodology to strengthen the concept, its connection with people and organization, theoretical underpinnings and intervening mechanisms that have not received much attention. The information collected from various studies was analyzed thematically and synthesized to assess the existing body of literature. For a better understanding of HPWS, the review is organized under the following subthemes: definition and meaning, conceptualization, technology infusion, relationship with people and organization, theories commonly used and positives and negative consequences of HPWS. Findings This study identifies and describes key characteristics of HPWS such as system, synergistic effect, performance and proposes two new characteristics – agility and adoption of technology. Further findings of this study indicate that HPWS has both positive and negative influences on employee outcomes. The positive outcome helps in the development of human capital that provides a competitive advantage to the organization. The study also underlines some negative influences of HPWS on employee behavior due to the misalignment of HR practices. Scope for further research is also provided for future researchers. Originality/value The paper adds the recent developments in the area of HPWS literature and proposes research directions for future researchers.

Aim This research explores and examines the differentiated mediation roles of multi-foci commitment in the relationship between HPWS and knowledge exchange and combination among Chinese hospital nurses. Design This study employs a quantitative research approach and survey design. Methods Individual-level time-lagged data were collected from 845 nurses in public hospitals in China using online questionnaires. Aside from personal information, the items in the questionnaires were adopted from mature scales in previous research. Results The results of multiple regression analysis demonstrate that nurses' professional and affective commitments partially mediate the relationship between HPWS and KEC. Nurses' continuance commitment does not play a mediation role in HPWS-KEC relationship, although HPWS positively influences nurse continuance commitment, which then weakly and positively impacts KEC.

Organizational change is directed at increasing the effectiveness and improvement of organizational capabilities. PT PLN (Persero) where one of its units is PLN UIP Sumbagut reorganized in 2018 which included several business functions. The purpose of this study is to understand the factors that affect employee commitment to change after reorganization, namely through trust, emotional attachment and perceived organizational support. The data processing method in this study is to use the causality method between variables with the Structural Equation Modeling (SEM) Partial Least Square (PLS) modeling equation. The measurement results showed that the Trust variable (X1) was 0,4% & insignificant with a p-value of 0,637>0,05, the Emotional Attachment (X2) variable was 86% & significant with a p-value of 0,016

In light of the world's lack of resources and the weather changes caused by man's misuse and exploitation of his environment and the impact of our current lifestyles on the environment lead us to depletion of the natural resources of the earth. The way to deal with this situation is either to preserve natural resources or to simulate this nature which is inherently sustainable by taking nature as a model and scale. The process of mimicking nature, simulated, or biologically inspired designs as a tool and strategy for sustainability involves finding solutions to design problems by simulating the natural world. The nature of the systems, materials, processes, and structures, which have long been the ideal means and writers whose ideas are inexhaustible to inspire the solutions to the needs of successive generations and problems of design through the times To sustainable sustainability in a way that addresses design challenges more sustainably and more effectively. It is also an indicator of nature's work systems and thus a productive and inspirational tool to re-visualize the built-up world. Hence, Nature can be inspired most as the experience of it is more than 3.8 billion years in the evolution process, so the idea can be taken and used to change the whole idea. In bio-mimicry itself, it is to develop an evolutionary process to enhance life, by creating new technology for mankind. The basic idea is to make a combination between technology and engineering by helping humanity to treat nature in better harmony, so that the entire world user can create better products by developing greener and more sustainable technologies, without harming nature.

PurposeThe purpose of this study was to investigate the relationship between psychological capital, employee voice behavior and innovative work behavior. The employee voice behavior was studied as a mediator. The study also studied high-performance work system (HPWS) as a moderator between psychological capital and voice behavior.Design/methodology/approachThe human resource department of organizations was approached for data collection facilitation. The sample consisted of full-time employees at the managerial and supervisory level of India's manufacturing and services organizations. 321 managers and 193 supervisors responded to the questionnaire. Standard questionnaires were used to collect data. Moderated mediation analysis was used to study the relationships among variables.FindingsFindings indicated significant direct and indirect relationships. The presence of HPWS acted as a catalyst for relationship between psychological capital and employee voice behavior. The moderated mediation analysis findings showed the variation in outcome variable, innovative work behavior, when HPWS was low versus when HPWS was high.Originality/valueEmployee voice behavior has not yet been studied extensively in Indian context. Researcher examined the effect of employee voice behavior under high and low HPWS.

This study aims to establish building commissioning process for large-scaled construction company, and develop the commissioning template in accordance with each phase. The purpose of this paper is to develop a practical, systematic, professional template for commissioning for a large construction company. In addition, commissioning of buildings is the main subject of performance verification of Heating, Ventilating and Air Conditioning and Refrigeration (HVAC & R) systems that require equipment and control, so we focus on verification of HVAC & R. Large-scaled construction companies in Korea are transforming from general contractors to Engineering, Procurement, and Construction (EPC)s, and it is expected that the role of building commissioning for the objective quality assurance of buildings will be important in the future. In addition, it is necessary to prepare for this, since it is impossible to properly respond in a timely manner to the contractor who must obtain final approval from a professional commissioning company before delivering the building to owner. In order to solve these problems, it is necessary to properly understand the submission documents and work system required by a professional commissioning company and to establish a work performance system to enable commissioning from the General contractor’s perspective. As the owner's demand for building commissioning increases day by day, a response to this is necessary, also, the commissioning can respond to the global warming crisis. The research team builds the commissioning template from plan to O&M phase, then, the template contained key documents and general document packages.

La ergonomía es considerada, en la actualidad, una disciplina científica consolidada, que se expande continuamente a nivel global. Este escenario actual es el resultado de diferentes visiones que han permeado la evolución de la ergonomía. En este artículo se hace un recorrido histórico de la ergonomía como disciplina, tomando en cuenta la escuela de los factores humanos y la escuela de la ergonomía de la actividad. Se presentan los orígenes de estas escuelas, sus paradigmas subyacentes y se realiza una comparación entre ellas. Las reflexiones presentadas en el artículo en torno a la ergonomía parten de la idea que, desde las diferencias y la diversidad, Ensayo Condiciones de salud se erige el desarrollo. Los autores de este artículo son partidarios de abordar la ergonomía como una única disciplina, reconociendo la convergencia y la complementariedad entre las dos escuelas. Más allá de las diferencias existentes, la práctica de la ergonomía debe enfocarse en el diseño de los sistemas de trabajo, tomando como eje central al ser humano. Se espera que estas reflexiones permitan a los profesionales de la ergonomía y de otras diciplinas afines ganar mayor comprensión de cómo abordar la actividad humana para transformarla positivamente.

Psychological capital with sub-concepts of hope, efficacy, resilience and optimism (HERO) is organized as a general primary ability that measured the important motivation of human being, thinking process and struggle for success at the workplace. This study focused on the mediating effect of psychological capital in the relationship with high involvement work system and employees’ counterproductive work behaviors. Questionnaires were used to measure the concepts about 200 respondents. The social exchange, leader member exchange and self-determination theories were used to generate the study hypotheses. The hierarchal linear regression model was used to test the study hypotheses. The result of the study clearly demonstrated that the high involvement work system significantly affect employees’ psychological capital and employee’s counterproductive work behaviors. Moreover, result shows that psychological capital significantly mediate in the relationship with high involvement work system and counterproductive work behaviors. Practical implications of the result were presented along with number of limitations and direction for future study.

El cambio de una ley federal a una ley general en materia de Archivos en México representa un cambio en el sistema de trabajo y de organigrama de las dependencias públicas; su implementación obliga a que todas las dependencias tengan un área coordinadora de archivos que organice y controle el flujo de préstamo de la documentación. La capacitación de quienes formarán el área coordinadora será vital para catalogar y coordinar los documentos producidos así como decidir el destino final de los mismos: el archivo histórico o el proceso de baja documental. La creación de una cultura archivística implicará la necesidad de aprender desde el concepto más simple hasta las técnicas más complejas en la ciencia archivística con la finalidad de tener acceso a la información pública y así lograr ser transparentes frente a las solicitudes de la ciudadanía.

In this study, we show how high-performance work systems (HPWS) in an organization can significantly affect employees' creative performance and burnout. To do this, we propose and test a dual-process framework that is based on HR attribution theory, ability−motivation−opportunity theory, micro- and macro-theoretical perspectives, and the job demands−resources (JD-R) model. Using data from a multisource field study with a sample of 311 participants, we found that HPWS benefited employee creative performance and did not lead to employee burnout. However, HPWS affected both job demands and job resources when employees adopted self-protection and self-enhancement strategies. Also, we found that HPWS had unique indirect effects on employee creative performance via job resources whereas job demands fully mediated the relationship between HPWS and employee burnout. The findings shed light on key aspects of HR attribution theory. We discuss accompanying theoretical and practical implications.

This study scrutinized the moderating effect of perceived organizational support on the nexus between high performance work systems and employee job satisfaction of food manufacturing firms in Port Harcourt, Rivers State. Cross-sectional survey design was adopted using an accessible population of 7,790 employees of sixteen (16) food manufacturing firms in Port Harcourt. A sample size of367 was drawn using the Krejcie and Morgan’s table of sample size determination. To enhance the study’s generalizability and non-response bias, a mark-up of 1% of the population was made and giving a sample size of 445 which was proportionately allocated and distributed using the simple random sampling technique. Data were analyzed using Perason’s product moment correlation technique and multiple regression analysis. The hypotheses were tested using probability value (p-value) of 0.05 level of significance. All these were aided by Statistical Package for Social Sciences (SPSS) version 23.The findings show that POS alongside HPWS predict job satisfaction to a large extent. Thus, the study concluded that HPWS is strategic to employee job satisfaction in food manufacturing companies in Port Harcourt, Rivers State. The study consequently endorses that managers and owners of organisations desiring to incite positive attitudes should endeavour to create a benign atmosphere to produce an environment that allows for a high degree of initiative and nurtures healthy interactions among peers, supervisors and subordinates. This ultimately will produce happier workers.

PurposeThe purpose of this study is to investigate the impact of high-performance work systems (HPWS) on organizational performance through the mediating role of human resources (HR) flexibility (expressed by functional flexibility, skills malleability and behavioural flexibility).Design/methodology/approachThe study examines theoretical relationships in the Greek context, which reflects changing economic and financial crisis, based on multilevel structural equation modelling estimation, using three waves of sample data collected in years 2014, 2016 and 2018 from organizations operating in the private sector.FindingsThe study finds that although HPWS positively influences all three HR flexibility dimensions, this positive effect is not transferred equally to organizational performance. The dominant effect on organizational performance is attributed to skills malleability, a smaller effect to behavioural flexibility and a negligible effect to functional flexibility.Research limitations/implicationsAlthough the data collected refer to three different years, most of the companies and individuals responded to sampling were different. As such, the study does not allow for dynamic causal inferences due to its quasi-longitudinal nature.Practical implicationsThe findings of this study may influence managerial decisions in developing bundles of HPWS policies and practices in relation to HR flexibility attributes.Originality/valueSince most studies consider HR flexibility as an aggregated construct, this study is possibly one of the very few studies that is examining the differential impact of the HR flexibility dimensions on organizational performance in turbulent times.

Background Emergency departments (EDs) are complex socio-technical work systems that require staff to manage patients in an environment of fluctuating resources and demands. To better understand the purpose, and pressures and constraints for designing new ED facilities, we developed an abstraction hierarchy model as part of a work domain analysis (WDA) from the cognitive work analysis (CWA) framework. The abstraction hierarchy provides a model of the structure of the ED, encompassing the core objects, processes, and functions relating to key values and the ED’s overall purpose. Methods Reviews of relevant national and state policy, guidelines, and protocol documents applicable to care delivery in the ED were used to construct a WDA. The model was validated through focus groups with ED clinicians and subsequently validated using a series of WDA prompts. Results The model shows that the ED system exhibits extremely interconnected and complex features. Heavily connected functions introduce vulnerability into the system with function performance determined by resource availability and prioritization, leading to a trade-off between time and safety priorities. Conclusions While system processes (e.g., triage, fast-track) support care delivery in ED, this delivery manifests in complex ways due to the personal and disease characteristics of patients and the dynamic state of the ED system. The model identifies system constraints that create tension in care delivery processes (e.g., electronic data entry, computer availability) potentially compromising patient safety. Application The model identified aspects of the ED system that could be leveraged to improve ED performance through innovative ED system design.

While the links between High Performance Work Systems (HPWS) and performance are established, we extend this literature by (1) focusing on new products/services innovation and (2) testing relations...

PurposeThe purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy.Design/methodology/approachThis study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3).FindingsThis research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours.Research limitations/implicationsThis study has two limitations: its cross-sectional design and the use of self-reported questionnaire data.Originality/valueThis study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.

Background and Objective: Permit-to-work system is a formal, documented, and written system aiming at controlling the risk of occupations that are considered potentially dangerous. This study aimed to identify and prioritize the criteria affecting the performance of the permit-to-work system in an oil refinery. Materials and Methods: The present study was designed and implemented in three steps. In the first step, the primary research criteria were identified after reviewing previous studies and conducting interviews with experts. In the second step, the Fuzzy Delphi method was used to determine the final criteria after obtaining the opinions of 25 experts regarding the primary criteria. Finally, the fuzzy hierarchical analysis method was utilized to weigh and prioritize the identified criteria. Results: The result of the Fuzzy Delphi method showed that six criteria affected the performance of the permit-to-work system. These criteria included the hazard identification and risk assessment, training and competence of individuals, preventive actions, communication, responsibility, and coordination. The prioritization of these criteria using fuzzy hierarchical analysis showed that responsibility )final weight 0.191), as well as coordination and communication (final weight 0.134( obtained the highest and lowest importance among the identified criteria, respectively. Conclusion: In this study, a model of decision-making based on Delphi methods and fuzzy hierarchical analysis was introduced to identify the factors affecting the performance of the permit-to-work system in an oil refinery.

PurposeThe 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/approachStructural Equation Modeling (SEM) was used on a sample of 524 front-line employees across three Greek manufacturing companies.FindingsThe 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 implicationsThe 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/valueThis 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.

We assess the role played by high-performance work systems (HPWSs) in public sector management achieving cost reductions and efficiency savings, and in introducing ‘modernizing’ technical and operational changes. Using a nationally representative survey of public sector workplaces with 50 or more employees we find that increased use of HPWS was positively correlated with workplace financial performance ratings and the implementation of workplace organizational change, and negatively correlated with wage costs. We also find target setting (TS) practices are, as much as HPWS, significantly associated with workplace outcomes. First difference estimates for the financial rating and workplace change outcomes qualitatively support the cross-section findings in these respects. We conclude that both HPWS and TS are important management technologies for managers pursuing government objectives in the public sector.

Recently, a number of studies have focused on the positive relationship between high-performance work systems (HPWS) and organizational performance and its underlying mechanisms. European countries in general and former communist countries is particular have been largely overlooked. It seems crucial to assess the importance of HPWS and its impact on organizational performance in MNC subsidiaries operating in the region. The study examines the sequential mediation of job satisfaction and organizational citizenship behavior (OCB) in the HPWS-organizational performance link. Quantitative data was collected from 181 participants working in MNC subsidiaries operating in the Balkan region (Romania, Serbia, Bulgaria, Albania, FYROM, and Kosovo). The study employed Baron and Kenny (1986) approach to mediation analysis. Findings showed a positive relationship between HPWS and organizational performance. OCB had a partial mediating value in the HPWS performance link. Similarly, job satisfaction partially mediates the relationship between HPWS and organizational performance.

The purposes of this research were; 1. to study the activity model for Moderate Class, More Learning of basic educational students according to the state policy, 2. to develop activities for Moderate Class, and 3. to create activity sets for Moderate Class. The data were collected by questionnaires from 254 students and by in-depth interviews with 10 school administrators. The Results of the Study found that:1. The activity model for Moderate Class, namely; Part 1: Lead consisting of 1) Environment, 2) Principles of policy and theory of Moderate Class, More Learning, and 3) Objectives, Part 2: Model consisting of 1) Work system for information technology concerning students’ skills, interest, and need for using in setting plans, 2) Management process consisting of four learning domains; Head, Heart, Hand, and Health, and Part 3: Implementation consisting of 1) Structure, 2) Decision of school administrators, 3) Evaluation guideline and achievement conditions depending on each school.2. The development of activities for Moderate Class, More Learning of basic educational students according to the state policy consisted of 4 activity groups and was to integrate students’ learning, living and working together with 4 Hs; Head, Heart, Hand, and Health. 3. The four sets of activities were; Activity set 1: Learning management consisted of 2 sub-activities; story telling and match making. Activity set 2: Competency and learning enhancement consisted of 2 sub-activities; junior scientist and fun mathematics. Activity set 3: Characteristics and value enhancement consisted of 2 sub-activities; history through movies and religious conservation, and set 4: Characteristics and value enhancement consisted of 2 sub-activities; aerobics dance and organic agriculture.

The objectives of this research are 1) to study the current state of decision-making of primary school administrators, 2) to study methods for developing Buddhist making decision of primary school administrators, 3) to propose a making decision model based on Buddhist principles of primary school administrators in The Socialist Republic of Vietnam. Mixed methods research has been used for research design. Quantitative research has used a population of 629 people, and qualitative data has been collected by interviewing 10 key informants and focus group discussion participated by 10 experts. Research results indicated that the current state of making decision of primary school administrators overall, administrators and teachers have opinions at a high level. In descending order is management seeks to understand the problems that arise in the administration, be able to analyze and correctly identify problems, and listen to the opinions of all participants to analyze the best options and decide on the best solution, putting the decisions into practice and evaluate them further. Methods for developing decisions according to the Buddhist principles of the executives indicated 5 making decision steps: 1) problem definition, 2) education, alternative approach, 3) selection of alternatives, 4) alternative compliance, 5) evaluation and correction of defects. A Buddhist making decision model of primary school administrators, in The Socialist Republic of Vietnam consists of 4 parts: Part 1 the lead part is the environment, both inside and outside the school, Part 2 the model consists of a work system, which is a 5-step making decision process namely, making decisions, knowledgeable, competent personnel with principles by integrating with the four Noble Truths, knowing the problem, knowing the root cause of the problem. Part 3, knowing how to solve problems and follow the correct solution. Part 4, conditions for success which depends on the context of management decisions.

A permit to work (PTW) system is a formal procedure designed to control non-routine and hazardous works. However, this system by itself does not prevent incidents, and various factors contribute to its efficiency. This study aims to prioritize the indicators influencing system efficiency. To do this, indicators of the system were identified and scored by 15 safety experts. Next, priority weights of the indicators were analyzed by an analytic network process and Super Decisions version windows 2.10. Accordingly, the nine main indicators and 43 sub-indicators influencing the PTW system were ranked. The main indicators from high to low were preventive actions, training, safe procedures, emergency system, control and corrective measures, coordination, monitoring, details of the permit form and documentation, respectively. The present work helps identify the involved indicators in PTW system efficiency. Thereby, the experts can prioritize and perform measures to prevent failures in the system and decrease accidents.

The aim of the study is to present legal problems and to recreate changes related to the organization of work of convicts serving imprisonment in the years 1944–1969. The penitentiary system, in the period after the Second World War, was subordinated to communist ideology, and the Polish prison system was initially treated mainly as a tool in the fight against the so-called class enemy. Created after World War II, in the conditions of subordinating the entire state to communist power, the Polish prison system was treated mainly as a tool in the fight against the so-called class enemy. The penitentiary system was subordinated to the security apparatus. The convicts were subject to economic exploitation at the expense of rehabilitation purposes. The situation improved over time, however, the model of productivization and seeking profit from the work of convicts was very characteristic of the period of the Polish People’s Republic. A clear change in this regard was the adoption of the Executive Penal Code on April 19, 1969. The solutions developed were characteristic of the entire subsequent period of functioning of the penitentiary system in the People’s Republic of Poland. The elements of the discussed system of employing convicts were semi-open establishments operating in the form of work centers, a developed system of prison production enterprises and farms. An important assumption of the inmates’ work system was extensive cooperation with the non-prison sector, as part of special branches of production companies operating at prisons, as well as part of auxiliary farms. The first mentioned centers of work of convicts became with time the most recognizable part of the penitentiary system of the People’s Republic of Poland. These penitentiary units, assuming the nature of semi-open institutions, were based on internal self-discipline and self-control of the convicts, the system of permanent supervision of prison service officers reduced to the necessary minimum, and above all on the mass employment of convicts in socially useful work on a paid basis. The Executive Penal Code, adopted on April 19, 1969, entered into force on January 1, 1970, closing a specific stage in the development of Polish legal thought. The Executive Penal Code has been a kind of synthesis, a summary of the legal and scientific achievements since the emergence of the tendency to introduce a tripartite division into material, procedural and executive penal law. It was an extensive legal act of 219 articles, codifying the basic provisions regulating all issues related to the enforcement of judgments, which started a new period in the development of the Polish prison system.

Research has examined firm- or unit-level high-performance work systems (HPWS) and impacts on firm, unit, or individual outcomes. Relatively few works have examined how team-level HPWS works togeth...

High performance work systems (HPWS) have been shown to associate with performance at diverse levels. In this article, we study the effects of employee age on the relationship between HPWS and employee performance. We use a role-based measurement of employee performance, which introduces five roles that an employee can hold within an organization, namely the roles of Job holder, Career seeker, Innovator, Team member, and Organization member. Integrating social exchange theory with lifespan theories (i.e., future time perspective and socio-emotional selectivity theory), we propose that HPWS have different associations with job roles for older employees. Using 342 pairs of supervisors and their subordinates, that are nested in 111 service organizations, multilevel analyses show that HPWS positively associate with employee performance in the Organization member role. Moreover, the relationships between HPWS and performance in the Job holder and the Career seeker roles are weaker for older than for younger employees. The results are discussed in the light of the challenges they pose for the management of an aging workforce.

En el presente artículo se ofrece un estudio acerca del sistema de trabajo en las instituciones educativas que asume una concepción estratégica al poner al hombre en el centro del proceso y como recurso de dirección, a la vez que constituye objeto y fin del mismo, como expresión suprema de los objetivos del sistema. El sistema de trabajo en los diferentes niveles de dirección se concibe, planifica, organiza, desarrolla, controla y evalúa en tres etapas, en cada una de las cuales se realizan actividades encaminadas al cumplimiento de los objetivos

PurposeIn the past, a plethora of studies has investigated the organizational and individual outcomes of high-performance work systems (HPWS). However, less is known about the mechanism through which HPWS impacts employees’ behavior, particularly intrapreneurial behavior (IB). Drawing on the social exchange theory, this study aims to fill this gap by investigating the mediation effect of perceived organizational support (POS) on HPWS-IB linkages.Design/methodology/approachData were collected with the help of structured questionnaires from employees working in service industries such as banking and insurance.FindingsHPWS was conceptualized as a higher-order measurement model that includes four lower-order dimensions, namely, information sharing, decision-making participation, job security, training and development. Partial least squares structural equation modeling technique was used to test the hypothesized relationships. Results showed a positive and significant effect of HPWS on IB. Moreover, POS significantly mediated the HPWS-IB link.Originality/valueDespite an increasing number of studies on the role of human resource management (HRM) practices in enhancing innovation and creativity, there has not been enough research on how HPWS affects IB at the individual level in the presence of POS. Thus, this research is the first of its kind to investigate the mediating role of POS in HPWS-IB linkages in the Malaysian context.

The welfare of fishermen in Indonesia is still very low and many of them have not been able to meet their family's daily needs. This is caused by various factors that affect their economic condition. This paper aims to conduct economic empowerment training for fisheries communities in Ambulu Village, Losari District, Cirebon Regency, West Java, Indonesia. In this study, 115 respondents Ambulu village fishermen are included in the study. The reviewed factors include social factors, work system factors, and economic factors themselves in meet the needs of fishermen's family. As much as 79.13% of respondents were able to meet their daily needs, while 20.87% were unable to meet their daily needs. This shows that other efforts are needed from fishermen to fulfil their daily needs in order to improve their welfare.

The ‘system perspective’ concept has intensely been supported by strategic human resource management researchers , who have so far been fairly successful in producing substantial evidence to prove that synergistic and mutually reinforcing human resource (HR) practices bonded together in ‘bundles’ , can significantly affect the performance of organizations at multiple-levels . To understand how HR activities interrelate to generate positive (negative) synergistic effects and affect performance across multiple levels, it is necessary to comprehend the pattern of relationships within HR activities. However, limited efforts have been made to explore the nature of the ‘Internal-Fit’of HR elements within the construct of HPWS. This research study aims (1) to develop a multi-leveltheoretical framework of HPWS to illustrate how aligned and interrelated HR activities can generate synergistic effects that may affect performance at multiple levels and (2) to clarify the nature of ‘Internal-Fit’ of HR elements in both horizontal and vertical dimensions within HPWS.

This research paper aims to study the impact of high-performance work systems (HPWS) according to the AMO includes three human resource management practices which are (Ability-enhancing human resource management practices, motivation-enhancing human resource management practices, and opportunities -enhancing human resource management practices). The authors select a random sample of 400 individuals from 10 banks in Saudi Arabia, Egypt, Sudan to prove the validity of the hypotheses; The study found a set of results and one of them indicate that there is a significant positive relationship among high-performance work systems according to the AMO model on the results of human resource performance.

The study investigated the effect of psychological empowerment (PE) in between the High Performance Work System (HPWS) and Service Employees Performance (SEP) in the Automotive Retail Industry of Malaysia. We developed and examined a mediation model linking perceived-HPWS to SEP and PE plays as a mediator. From the self-determination theory, defined motivation as being intrinsic and extrinsic, whether PE enables the employees meeting the performance expectation. The proposed model can be substantiated wide data collection and data analysis. The research data are collected from a sample of 72 employees through a questionnaire. The findings suggest that the PE is a significant influence on SEP. It is expected that the findings of this study will guide Human Resource (HR) Practitioners to establish appropriate policies and procedures for effective HR practices to be deployed in the organization especially in the service industry environment.

Although human-robot work systems seem promising in terms of addressing flexibility due to dynamic changes in market demands, SMEs often do not see their potential when it comes to cycle time requirements. The reason for this is the lack of planning methods capable of mapping dynamic interactions between humans and robots and thus supporting the design phase. This paper discusses different methods for cycle time estimation and explains their drawbacks in applying them. Cycle time values defined by existing estimation approaches vary up to 50% compared to cycle time values identified in real applications due to a number of shortcomings. The authors give examples of implications such as safety, task allocation, applied hardware or operator diversity and highlight requirements for a holistic human-robot cycle time estimation method to overcome the aforementioned challenges.

Background Project VACCINATE was a 1-year demonstration project conducted in 70 community pharmacies in Washington from September 1, 2016 to August 31, 2017 aimed at increasing adult vaccination and documentation in the state immunization information system (IIS). Key intervention features aligned with the Standards for Adult Immunization Practices and included incorporation of an immunization interface to facilitate proactive immunization screenings, patient engagement regarding vaccine needs, and vaccine documentation in the IIS as enhancements to the vaccination workflow. Objective The objective of this qualitative study, a subanalysis of Project VACCINATE, was to identify community pharmacy staff members’ perceptions of work system factors that influenced the implementation of key intervention features. Methods Pharmacy staff at all Project VACCINATE locations were eligible to participate and were recruited by e-mail. Key informant interviews lasting 15-30 minutes were conducted by telephone using a semistructured interview guide. Interview transcripts were thematically analyzed using the Systems Engineering Initiative for Patient Safety (SEIPS) 2.0 model of work systems. Results A total of 7 interviews were conducted with pharmacists from different pharmacy locations from September to December 2017. Nine factors emerged across all domains of the SEIPS 2.0 model regarding the implementation of the key intervention features. These factors were pharmacist-patient relationships, team culture, individualized patient education, technician involvement, electronic access to vaccine records, pharmacy layout, staff training, immunization documentation in other care settings, and insurance coverage. Conclusions Several key factors were identified that, when addressed, can enable the incorporation of proactive immunization screenings, patient engagement, and vaccine documentation as enhancements to the community pharmacy–based vaccination process. Community pharmacy organizations should consider incorporating the described factors into existing immunization programs when assessing the unique dynamics of their work system.

The high-performance work system, employees’ performance and resilience are the critical success factors for any organization. To examine the concepts in native environment, the data was collected from different sources likewise, secondary from online databases while primary through questionnaire. The population of study comprises teaching faculty working in HEIs in southern region, KP, Pakistan. Literature was analyzed by comparing and examining the views of diverse researchers on matters under study while first hand data was analyzed over statistical procedure (correlation, & regression) to observe linkages amid research variables. Mediation procedure was used to inspect mediating role of employees’ resilience. Results offer significant information about the relationships among variables like positive association, significant impact, and partial mediation. This study is likely to offer new literature, new methods and new implications for management of concerned institutions. Therefore, study in general may contribute in existing knowledge database and in specific to researcher in achieving the desired objectives behind the conduction of this particular research study.

The main purpose of this study was to examine the effects of high-performance work systems (HPWS) on higher education institutions performance. More precisely, this study attempts to study whether performance work systems which include but are not limited to staffing, training, involvement, performance, communication and caring practices influence employee's performance in institutions of higher learning in the Sultanate of Oman. Additionally, the study also examined the effects of mediator variables such as concern for customers and service performance on institutional performance. 530 respondents voluntarily participated in this study and were selected using a stratified sampling technique. The sample was selected from among general managers, assistant general managers or those in authority from the selected institution. A Confirmatory Factor Analysis (CFA) was used to test and confirm the result of Exploratory Factor Analysis (EFA) whether the extracted factors fulfilled the psychometric properties and empirically could be considered as meaningful factors. Structural Equation Modelling (SEM) was used to test the complex relationship between HPWS and institutional performance. The results suggested a direct relationship between HPWS and institutional performance and indirect relationship via concerns for employees and service performance.