Importance of use of High-performance work system and effectiveness of employee’s role on organizational performance
A Review
DOI:
https://doi.org/10.31686/ijier.vol7.iss7.1623Keywords:
High performance work system, voluntary turnover, employee attitude, top performersAbstract
Human Performance Work System is an important part of every organization. It not only manages the system practices for employees but is also dedicated towards employee effectiveness. There are some factors which might be effective towards organizational performance. For example, employee’s performance is the most important part of an organization’s success, relationship between employee and supervisor, sales growth, voluntary turnover, knowledge sharing behavior, employee attitude, and effect on top performers. This literature review reveals that all the factors mentioned above are helpful in contributing towards making organizational performance better except voluntary turnover.
References
Mackey, K., and Boxall, P. (2007). The relationship between 'high-performance work practices' and employee attitudes: an investigation of additive and interaction effects. International Journal of Human Resource Management, 18(1), 537-67.
Kwon, K., Bae, J., and Lawler, J. J. (2010). High commitment HR practices and top performers. Management International Review, 50, 57-80.
Messersmith, J. G., and Guthrie, J. P. (2010). High performance work systems in emergent organizations: Implications for firm performance. Human Resource Management, 49(2), 241-264.
Messersmith, J. G., Patel, P. C., and Lepak, D. P. (2011). Unlocking the black box: Exploring the link between high-performance work systems and performance. Journal Of Applised Psychology, 96(6), 1105-1118.
Kim, Y. W., and Ko, J. (2014). HR practices and knowledge sharing behavior: Focusing on moderating effect of trust in supervisor. Public Personnel Management. Available online prior to publication, July 23, 2014.
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