High‐Performance Work Practices and Job Satisfaction: Gender's Moderating Role

2019 ◽  
Vol 16 (2) ◽  
pp. 333-345 ◽  
Author(s):  
Karla Brinck ◽  
Sina Otten ◽  
Sven Hauff
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Work Practices ◽  
High Performance Work Practices ◽  
Moderating Role

Family-friendly practices, high-performance work practices and work–family balance

2016 ◽  
Vol 14 (1) ◽  
pp. 2-23 ◽  
Author(s):  
Lorena Ronda ◽  
Andrea Ollo-López ◽  
Salomé Goñi-Legaz
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Working Hours ◽  
Work Practices ◽  
Content Type ◽  
Family Balance ◽  
Family Friendly ◽  
High Performance Work Practices ◽  
Work Family Balance ◽  
Work Family

Purpose This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship Design/methodology/approach We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis. Findings The results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive. Research limitations/implications The use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications Managers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours. Originality/value The paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.

Impact of organisational characteristics on turnover intention among care workers in nursing homes in Korea: a structural equation model

2014 ◽  
Vol 38 (4) ◽  
pp. 425 ◽  
Author(s):  
Jong Goon Ha ◽  
Ji Man Kim ◽  
Won Ju Hwang ◽  
Sang Gyu Lee
Keyword(s):  
Job Satisfaction ◽  
Nursing Homes ◽  
Turnover Intention ◽  
Structural Equation ◽  
High Performance ◽  
Work Practices ◽  
Organisational Commitment ◽  
Organisational Support ◽  
Care Workers ◽  
High Performance Work Practices

Objective The aim of the present study was to analyse the impact of organisational characteristics on the turnover intention of care workers working at nursing homes in Korea. Methods Study participants included 504 care workers working at 14 nursing homes in Korea. The variables measured were: high-performance work practices, consisting of five subfactors (official training, employment stability, autonomy, employee participation and group-based payment); organisational commitment, consisting of three subfactors (affective, normative and continuance commitment); organisational support; and turnover intention. The inter-relationship between high-performance work practices, organisational support, organisational commitment and turnover intention and the fit of the hypothetical model were analysed using structural equation modelling. Results According to our analysis, high-performance work practices not only had a direct effect on turnover intention, but also an indirect effect by mediating organisational support and commitment. The factor having the largest direct influence on turnover intention was organisational commitment. Conclusions The results of the present study suggest that to improve health conditions for frail elderly patients at nursing homes, as well as the efficiency of nursing homes through the continuance of nursing service and enhancement of quality of service, long-term care facilities should reduce the turnover intention of care workers by increasing their organisational commitment by actively implementing high-performance work practices. What is known about the topic? Considerable studies have shown that the adoption of high-performance work practices is related to an organisation’s performance and job satisfaction. In addition, previous studies found that job satisfaction is inversely related to the turnover intention of employees. What does this paper add? This paper identified that high-performance work practices are closely related to the turnover intention of care workers in nursing homes. These findings could improve our understanding of the factors that impact on labour management in nursing homes. What are the implications for practitioners? The turnover of care workers is one of the major managerial challenges for nursing home managers. The findings of this study suggest that managers should be focused on high-performance work practices to improve the efficiency of their organisations.

scholarly journals THE MISSING LINK BETWEEN HIGH PERFORMANCE WORK PRACTICES AND PERCEIVED ORGANIZATIONAL POLITICS

2019 ◽  
Vol 59 (2) ◽  
pp. 82-94
Author(s):  
ADNAN RIAZ ◽  
SAIMA BATOOL ◽  
MOHD SHAMSURI MD SAAD
Keyword(s):  
High Performance ◽  
Organizational Politics ◽  
Industrial Area ◽  
Capital City ◽  
Work Practices ◽  
Study Results ◽  
High Performance Work Practices ◽  
Moderating Role ◽  
Practical Implications

ABSTRACT A vast majority of research characterizes organizational politics as an aversive phenomenon and thus recommends exploring the factors that minimize its intensity. This study primarily endeavored to examine the role of high performance work practices (HPWPs) in controlling organizational politics. The moderating influence of Machiavellian personalities on HPWPs- politics was also evaluated. Through a questionnaire survey, 243 responses were obtained from engineers working in a local industrial area of capital city of Pakistan. The results showed an inverse relationship between HPWPs and perceived organizational politics (POP), and the moderating role of Machiavellianism was substantiated. Practical implications are presented based on the study results.

DO HIGH-PERFORMANCE WORK PRACTICES INDUCE INNOVATIVE WORK BEHAVIOUR? THE CASE OF THE QATARI BANKING SECTOR

2020 ◽  
pp. 2150003
Author(s):  
SHATHA M. OBEIDAT
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Banking Sector ◽  
Mediating Effect ◽  
Work Practices ◽  
Organisational Commitment ◽  
High Performance Work Practices ◽  
Innovative Work ◽  
Innovative Work Behaviour ◽  
The Impact

Purpose: This paper presents results from an empirical study in the banking sector in Qatar on the impact of high-performance work practices (HPWPs) on employee’s innovative work behaviour (IWB). In particular, the study seeks to examine the impact of HPWP on employees work attitudes of job satisfaction and organisational commitment, and of the possible mediating link of employees’ attitudes (i.e., satisfaction and commitment) on HPWPs and IWB link. Methodology: Data were collected from employees about their perception of the use of HPWPs in their banks and about their level of satisfaction at work, their perceived commitment, and their innovative work behaviour. The sample included 150 employees working in different banks at Qatar. Findings: The findings suggest that HPWPs are positively related to job satisfaction, organisational commitment, and IWB. Also, the study provides support for the mediating effect of organisational commitment on the HPWPs and IWB link. Practical implications: When trying to inspire employees IWB through managerial practices (like HPWPs) in Qatari banks, management needs to pay attention to employees work related attitudes such as job satisfaction and organisational commitment. Limitations: The unique characteristics of the Qatari banks limits the generalizability of the study findings. Originality: This is the first study that explores the mediating role of job satisfaction and organisational commitment on HPWPs-IWB link after conducting a comprehensive PLS analysis. Moreover, the study provides evidence of this possible link in what is believed to be unique study setting.

scholarly journals The Effects of High Performance Work Practices on Job Satisfaction in the United States Steel Industry

2005 ◽  
Vol 54 (1) ◽  
pp. 111-135 ◽  
Author(s):  
Peter Berg
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Steel Industry ◽  
High Performance ◽  
The United States ◽  
Work And Family ◽  
Work Practices ◽  
Data Set ◽  
Family Responsibilities ◽  
High Performance Work Practices

A unique data set is used to examine how different practices associated with high performance work Systems in the steel industry affect the job satisfaction of workers. While the effect of these practices on organizational performance is widely studied, few have examined their effects on workers. The analysis in this paper is based on data from a sample of 1,355 hourly workers in the U.S. steel industry across 13 plants. The results indicate that the effect of high performance work practices on job satisfaction dépends primarily on how work roles and job duties are defined, on good employee-management relations and on practices that help balance work and family responsibilities. These results show that those who are able to use their skills and knowledge on the job, those who report positive employée-management relations, and those who believe the company helps them balance work and family responsibilities have relatively high probabilities of being very satisfied with their jobs.

scholarly journals High-Performance Human Resource Practices and Team Job Satisfaction: Moderating Role of Team Citizenship Behaviors

2018 ◽  
Vol 8 (3) ◽  
pp. 86
Author(s):  
Kaumudi Misra
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Human Resource ◽  
High Performance ◽  
Strategic Human Resource Management ◽  
Work Practices ◽  
Citizenship Behaviors ◽  
High Performance Work Practices ◽  
Workplace Practices

Strategic human resource management literature has highlighted the role of high performance work systems as a set of workplace practices that enhance employee productivity and organizational performance. While the high performance literature has been around for over two decades now, research in this area has been staggered, and inconclusive about the organizational variables that comprise high performance work practices, as well as the effects of these practices on organizational outcomes - especially attitudinal employee outcomes such as job satisfaction and commitment. By creating an environment of empowerment and teamwork, high performance work practices motivate employees to perform better.  One of the ways in which these workplace practices achieve higher performance is by eliciting discretionary, or extra-role behaviors, from employees. Using foundational research from the high performance paradigm, this paper examines the effects of team-level strategic HR practices on job satisfaction. Analyses of data collected from 138 frontline teams in US Midwestern hospitals, show that while self-managed work teams and team communication result in higher job satisfaction for members, this effect is mitigated when team members display organizational citizenship behaviors. Theoretical and practical implications of finds are discussed.

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