Journal articles: 'High involvement work systems'

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Wood, Stephen, and Lilian M. de Menezes. "High involvement management, high-performance work systems and well-being." International Journal of Human Resource Management 22, no. 7 (April 2011): 1586–610. http://dx.doi.org/10.1080/09585192.2011.561967.

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Brown, Ogden. "Participatory Approaches to Work Systems and Organizational Design." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 44, no. 12 (July 2000): 2–535. http://dx.doi.org/10.1177/154193120004401225.

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Participatory approaches to work systems and organizational design are identified and examined. Each approach advocates worker involvement and organizational change. The development of participation in the workplace is discussed, and the evolution of participatory practices in work systems and organizational design is presented, from early research on decision making, through the participative management and human relations movements, to the organization-wide high involvement ergonomics of today. Issues arising from the implementation of high involvement ergonomics are also identified.

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Boxall, Peter, and Keith Macky. "Research and theory on high-performance work systems: progressing the high-involvement stream." Human Resource Management Journal 19, no. 1 (January 2009): 3–23. http://dx.doi.org/10.1111/j.1748-8583.2008.00082.x.

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Ollo-López, Andrea, Alberto Bayo-Moriones, and Martin Larraza-Kintana. "Disentangling the relationship between high-involvement-work-systems and job satisfaction." Employee Relations 38, no. 4 (June 6, 2016): 620–42. http://dx.doi.org/10.1108/er-04-2015-0071.

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Purpose – The purpose of this paper is to study how high-involvement work systems (HIWS) affect job satisfaction, and tries to disentangle the mechanisms through which the effect occurs. Design/methodology/approach – The authors use data for a representative sample of 10,112 Spanish employees. In order to test the mediation mechanism implied by the hypotheses, the authors follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit models were estimated to study the effect of HIWS on the mediating variables (job interest, effort and wages), and regression models were estimated to analyze the effect of HIWS on the final attitudinal variable (job satisfaction). Findings – Empirical results show that HIWS results in higher levels of effort, higher wages and perceptions of a more interesting job. Moreover, greater involuntary physical effort reduces job satisfaction while higher wages, greater voluntary effort, involuntary mental effort and having an interesting job increase job satisfaction. The net effect of these opposing forces on job satisfaction is positive. Research limitations/implications – The use of secondary data posits some constrains in aspects such as the type of measures or the failure to control for personal traits. 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 HIWS since in general they increase job satisfaction. A significant portion of this positive effect is channeled through perceptions of interesting job, higher wages and increased effort demands. Managers should pay attention to implementation issues. Originality/value – The paper contributes to enrich the understanding of the relationship between the HIWS and job satisfaction, proposing a model that aims to disentangle the mediating mechanisms through which HIPWS affect job satisfaction. Unlike previous attempts, this model integrates opposing views about the positive or negative effects associated with HIWS.

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Salas-Vallina, Andrés, Manoli Pozo-Hidalgo, and Pedro-Gil Monte. "High involvement work systems, happiness at work (HAW) and absorptive capacity: a bathtub study." Employee Relations: The International Journal 42, no. 4 (May 6, 2020): 949–70. http://dx.doi.org/10.1108/er-09-2019-0366.

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PurposeThe purpose of this research is to examine the impact of high-involvement work systems (HIWS) on absorptive capacity. In addition, the mediating effect of happiness at work in the relationship between high-involvement work practices and absorptive capacity is analyzed.Design/methodology/approachA 2-1-2 bathtub multilevel mediation model was used to analyze a sample of 783 employees from 111 bank branches, gathering data at three different times.FindingsThe results reveal that HIWS positively affect absorptive capacity. In addition, they show that happiness at work partially mediates the relationship between HIWS and absorptive capacity.Originality/valueHappiness at work is a fundamental element for knowledge absorption. The findings support the basic assumptions of the job demands-resources model, and demonstrate how HIWS, acting as a job resource, lead to positive attitudes (happiness at work) and, in turn, to positive outcomes (absorptive capacity). The proposed HIWS, based on the assumptions of the mutual gains model, reveal a positive employment relationship with effects on both HAW and organizational outcomes. If organizations expose their employees to management practices that have specific benefits for their HAW, employees are more likely to perform their jobs in ways that will promote their absorptive capacity.

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Song, Zhigang, Qinxuan Gu, Bingqian Liang, and Lihong Wang. "The Effects of High Involvement Work Systems on Creativity: A Multilevel Investigation." Academy of Management Proceedings 2017, no. 1 (August 2017): 16408. http://dx.doi.org/10.5465/ambpp.2017.16408abstract.

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Felstead, Alan, and Duncan Gallie. "For better or worse? Non-standard jobs and high involvement work systems." International Journal of Human Resource Management 15, no. 7 (November 2004): 1293–316. http://dx.doi.org/10.1080/0958519042000238464.

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Huang, Liang-Chih, David Ahlstrom, Amber Yun-Ping Lee, Shu-Yuan Chen, and Meng-Jung Hsieh. "High performance work systems, employee well-being, and job involvement: an empirical study." Personnel Review 45, no. 2 (March 7, 2016): 296–314. http://dx.doi.org/10.1108/pr-09-2014-0201.

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Purpose – Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward the desired outcomes for organizations may depend significantly on employee job involvement. Underpinning the argument of happy workers being productive, the purpose of this paper is to propose the critical mediator of employee well-being to explain the hypothesized multilevel relationship between HPWS and job involvement. Design/methodology/approach – The authors distributed questionnaires to the target participants. Data collected from 451 employees and 50 HR managers/professionals of 50 firms in the three major industrial categories of manufacturing, finance, and service in Taiwan. Findings – This study identifies the significance of employee well-being by incorporating the theories of planned behavior and positive psychology and provides empirical evidence for the cross-level influence of HPWS on employee well-being and job involvement. Originality/value – This study incorporates the perspective of positive psychology as an important addition to research on SHRM and performance by highlighting employee well-being as a key mediator of SHRM and job involvement.

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Brown, Ogden. "High Involvement Ergonomics and Total Quality Management: A Comparison and Evaluation." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 41, no. 2 (October 1997): 729–33. http://dx.doi.org/10.1177/107118139704100201.

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Two different approaches to work systems and organizational design are presented: high involvement ergonomics and total quality management. Both espouse worker involvement and organizational change. Similarities and differences between these programs are discussed, an evaluation is made of both approaches, and the conclusion is reached that both may lead to improved organizational performance when work systems and organizations are designed which integrate appropriate features from both approaches.

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Bacon, Nicolas, and Paul Blyton. "High Involvement Work Systems and Job Insecurity in the International Iron and Steel Industry." Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l'Administration 18, no. 1 (April 8, 2009): 5–16. http://dx.doi.org/10.1111/j.1936-4490.2001.tb00239.x.

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Zatzick, Christopher D., and Roderick D. Iverson. "Putting employee involvement in context: a cross-level model examining job satisfaction and absenteeism in high-involvement work systems." International Journal of Human Resource Management 22, no. 17 (October 2011): 3462–76. http://dx.doi.org/10.1080/09585192.2011.561016.

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Brown, Ogden. "High Involvement Ergonomics: A New Approach to Participation." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 38, no. 12 (October 1994): 764–68. http://dx.doi.org/10.1177/154193129403801210.

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High involvement ergonomics is introduced as a macroergonomic approach to the implementation of technology in organizational systems which requires that workers be involved in developing and implementing the technology. It has been proposed that work organizations move toward a more involved or commitment approach to the design and operation of the organization. Several types of involvement approaches are discussed, the managerial role in high involvement organizations is examined, and conclusions are drawn regarding the implementation of high involvement ergonomics.

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Harmon, Joel, Dennis J. Scotti, Scott Behson, Robert Petzel, Joel H. Neuman, and Loraleigh Keashly. "Effects of High-Involvement Work Systems on Employee Satisfaction and Service Costs in Veterans Healthcare." Journal of Healthcare Management 48, no. 6 (November 2003): 393–406. http://dx.doi.org/10.1097/00115514-200311000-00009.

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TurkieNaji, Hala, and Dr Ghani Daham Al-Zubaidi. "THE RELATIONSHIP BETWEEN HIGH INVOLVEMENT MANAGEMENT PRACTICES AND HIGH PERFORMANCE WORK SYSTEMS AND THEIR IMPACT ON STRATEGIC ENTREPRENEURSHIP." International Journal of Research in Social Sciences and Humanities 10, no. 3 (July 12, 2020): 107–19. http://dx.doi.org/10.37648/ijrssh.v10i03.011.

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Brown, Ogden. "Organizational Issues in the Implementation of High Involvement Ergonomics." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 39, no. 12 (October 1995): 839–43. http://dx.doi.org/10.1177/154193129503901219.

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High involvement ergonomics (HIE) has been proposed as a new approach to the use of participation in organizational systems. Recent publications have argued that work organizations need to move toward a more involved or ‘commitment’ approach to the design and management of the organization. Six major organizational considerations or issues in the implementation of high involvement ergonomics are presented which must be addressed by top management if participation and involvement practices are to succeed. Solutions and recommendations for each of these issues are discussed.

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Boxall, Peter, and Jonathan Winterton. "Which conditions foster high-involvement work processes? A synthesis of the literature and agenda for research." Economic and Industrial Democracy 39, no. 1 (September 2, 2015): 27–47. http://dx.doi.org/10.1177/0143831x15599584.

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High-involvement models of working are associated with high levels of worker influence over the work process, identified through worker perceptions of their jobs and working environment. This article reviews what is known about the conditions that foster the adoption of such models. Drawing on studies of worker participation in management since the 1950s, the article seeks to understand what explains the dispersion of high-involvement work processes in the private sector. In terms of understanding the potential for worker involvement in decision-making, the article argues that it is important to analyse the way in which managers develop production systems in firms. A range of conditions in manufacturing and in services are then discussed. While economic incentives are critical, the ongoing existence of societal differences, including a pronounced ‘Nordic effect’, suggests that economically unattractive environments do not necessarily lack opportunities to enhance worker well-being through greater involvement.

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Edwards, Paul, and Martyn Wright. "High-involvement work systems and performance outcomes: the strength of variable, contingent and context-bound relationships." International Journal of Human Resource Management 12, no. 4 (January 2001): 568–85. http://dx.doi.org/10.1080/713769651.

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Song, Zhigang, Qinxuan Gu, and Fang Lee Cooke. "The effects of high‐involvement work systems and shared leadership on team creativity: A multilevel investigation." Human Resource Management 59, no. 2 (August 7, 2019): 201–13. http://dx.doi.org/10.1002/hrm.21988.

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Li, Hui, Hui Jin, and Tongyang Chen. "Linking Proactive Personality to Creative Performance: The Role of Job Crafting and High‐Involvement Work Systems." Journal of Creative Behavior 54, no. 1 (March 2020): 196–210. http://dx.doi.org/10.1002/jocb.355.

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Wright, Paul Edwards, Martyn. "High-involvement work systems and performance outcomes: the strength of variable, contingent and context-bound relationships." International Journal of Human Resource Management 12, no. 4 (June 1, 2001): 568–85. http://dx.doi.org/10.1080/09585190122253.

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HARMON, JOEL, DENNIS J. SCOTTI, SCOTT J. BEHSON, GERARD FARIAS, ROBERT PETZEL, JOEL H. NEUMAN, and LORALEIGH KEASHLY. "THE IMPACTS OF HIGH-INVOLVEMENT WORK SYSTEMS ON STAFF SATISFACTION AND SERVICE COSTS IN VETERANS HEALTH CARE." Academy of Management Proceedings 2003, no. 1 (August 2003): B1—B6. http://dx.doi.org/10.5465/ambpp.2003.13793003.

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Mendelson, Morris B., Nick Turner, and Julian Barling. "Perceptions of the presence and effectiveness of high involvement work systems and their relationship to employee attitudes." Personnel Review 40, no. 1 (February 16, 2011): 45–69. http://dx.doi.org/10.1108/00483481111095519.

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Moreland, Michael E. "PRACTITIONER APPLICATION: Effects of High-Involvement Work Systems on Employee Satisfaction and Service Costs in Veterans Healthcare." Journal of Healthcare Management 48, no. 6 (November 2003): 406–7. http://dx.doi.org/10.1097/00115514-200311000-00010.

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Rondeau, Kent V., and Terry H. Wagar. "Knowledge Capital Accumulations and Employee Involvement Work Systems—Does Workplace Culture Have a Role?" Journal of Business Theory and Practice 8, no. 3 (July 3, 2020): p1. http://dx.doi.org/10.22158/jbtp.v8n3p1.

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Knowledge capital accumulations are impacted by a variety of workplace factors, including the human resource management work system and the workgroup culture in which it is embedded. Organizations adopting high-involvement work systems stressing employee participation, empowerment, commitment, and accountability have the potential to produce, and to be a beneficiary of, greater stores of employee intellectual capital. The role of workplace culture in this relationship is potentially salient but its operational characteristics require further elucidation. Using a competing values framework to characterize workplace culture, four culture archetypes can be specified: hierarchical, market, entrepreneurial, and clan. Results from step-wise regression analysis show that the four workplace culture archetypes contribute differentially to intellectual capital stores, yet only the clan and entrepreneurial culture archetypes partially mediates this relationship.

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Ilisko, Dzintra, Jeļena Badjanova, and Svetlana Ignatjeva. "TEACHERS’ ENGAGEMENT WITH WORK AND THEIR PSYCHOLOGICAL WELL-BEING." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 5 (May 20, 2020): 102. http://dx.doi.org/10.17770/sie2020vol5.4981.

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A number of studies are focusing on interrelations that exist between teachers’ subjective well-being and financial well-being, occupational stress and other factors that influence teachers’ happiness at work. The aim of this study is to explore the factors influencing teachers’ psychological well-being. This involves teachers’ engagement with their professional development. Psychological well-being is conceptualized as a psychological state of mind of teachers in balancing expectations and ability to meet those requirements, a desire for a mindful and meaningful involvement with their work, as well as resilience and competency to deal with the challenging requirements at the workplace. Teachers’ well-being and happiness at work positively influences their performance and a well-being of pupils as well. As a rule, teachers’ profession is associated with high stress, heavy workload, high demands on management in the classroom, high demands on pupils’ academic achievements, and the additional pressure placed on teachers’ engagement with further education. The authors carried out a questionnaire among the teachers from Latvia (n=247). They filled in a questionnaire on a voluntary basis about their subjective well-being in relations to their involvement with the pedagogical work. The authors explored correlation between teachers’ engagement with the research, their educational level, involvement in administrative work, teachers’ personal growth, their view on pupils as open systems and their well-being. It was concluded that all teachers who took part in this study is a relatively homogenous group. Considering their diverse experience of work, educational level and involvement with the scientific and administrative work, their psychological wellbeing can be evaluated higher as average.

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Abugre, James Baba, and David Nasere. "Do high-performance work systems mediate the relationship between HR practices and employee performance in multinational corporations (MNCs) in developing economies?" African Journal of Economic and Management Studies 11, no. 4 (March 25, 2020): 541–57. http://dx.doi.org/10.1108/ajems-01-2019-0028.

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PurposeThe purpose of this paper is to examine the mediating role of job involvement as high-performance work system (HPWS) on the relationship between human resource (HR) practices and employee performance in multinational corporations (MNCs) in developing economies using Ghana as a case study.Design/methodology/approachUsing questionnaires to collect data from 317 employees and ten MNCs in Ghana, structural equation modeling (SEM), multiple regression and bootstrapping analysis were used to analyze the data.FindingsThe results showed that an HPWS proxy as job involvement fully mediates the relationship between HR practices and employee performance. The findings also showed that training and development and compensation and reward have a significant and direct positive effect on employee performance.Practical implicationsThis paper provides a practical guide to management and corporations on the significance of training and compensation on employee performance in MNCs. The study, therefore, recommends managers of firms and corporations to take a serious look at their HR practices and institute an HPWS, which can positively improve both corporate and employee performance.Originality/valueThis paper enhances our understanding of micro-level HPWS in the form of job involvement as a positive mediator between training and development and employee performance on the one hand, and between compensation and reward and employee performance on the other hand in work organizations in a less-studied context.

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Jan Angelis, Jannis, and Marc Thompson. "Product and Service Complexity and High Performance Work Practices in the Aerospace Industry." Journal of Industrial Relations 49, no. 5 (November 2007): 775–81. http://dx.doi.org/10.1177/0022185607082220.

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Offering products or services with high specification and complexity is often used as a competitive business strategy for organizations that cannot compete on cost. Theories on high performance work practices suggest that the combination of high employee involvement and aligned human resources and industrial relations allows firms to achieve higher performance. This study explores the adoption of such work practices in the UK aerospace industry. The results are based on responses from 225 firms across the value chain, ranging from service providers and systems integrators to component and material suppliers. The study identifies relevant work practices at each level of product and service complexity and discusses the varying needs firms have depending on their product offerings, and the implications on their work practices.

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Ahmad, Mansoor, Muhammad Mustafa Raziq, Wali ur Rehman, and Matthew M. C. Allen. "High-performance work practices and organizational performance in Pakistan." International Journal of Manpower 41, no. 3 (December 6, 2019): 318–38. http://dx.doi.org/10.1108/ijm-01-2019-0016.

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Purpose Research on the relationship between high-performance workplace practices (HPWPs) and organizational performance has largely focussed on western settings, limiting the knowledge of how these systems influence performance in other countries, including Pakistan. Universalistic assumptions underpin the HPWP paradigm; to examine the validity of these assumptions, the purpose of this paper is to study the links between HPWP and performance in Pakistan, a country with different cultural norms and institutional settings to those in which most research has been conducted. Design/methodology/approach The authors draw on a unique survey of 392 establishment managers in the banking, pharmaceutical and information technology sectors. The authors include managers of foreign-owned multinational subsidiaries and domestic firms to ensure the sample represents firms in Pakistan. Findings The authors find that some individual HPWPs (recruitment and training) are associated in a statistically significant way with lower labour turnover, higher productivity and higher financial performance. Employee involvement is associated with lower labour turnover and higher labour productivity. Compensation is associated with higher financial performance. None is linked to higher labour turnover, lower productivity or lower financial performance in a statistically significant way. Performance appraisal was not statistically significantly associated with any of the three outcome variables. Originality/value The results provide some relatively strong support for universalistic assumptions, but also highlight the need for future research to examine the variable links of some HPWPs and the lack of any association for the performance appraisal measure.

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Qi, Fanhua, and Weijie Wang. "Employee involvement, public service motivation, and perceived organizational performance: testing a new model." International Review of Administrative Sciences 84, no. 4 (November 23, 2016): 746–64. http://dx.doi.org/10.1177/0020852316662531.

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Limited research has been conducted to explore the mechanisms through which employee involvement affects organizational performance. This article furthers the research on the mechanisms by testing a new causal model based on the theoretical framework of high-involvement work systems. Based on data collected from a sample of civil servants in China, we used structural equation modeling to find that the direct effect of involvement practices on organizational performance is positive and statistically significant. However, the indirect path mediated by job satisfaction and organizational commitment are not statistically significant. In addition, we found that public service motivation exerts a positive and direct effect on organizational performance. PSM is more prominent than job commitment or satisfaction in motivating public employees to work towards organizational goals and to work harder. Points for practitioners Public managers should pay more attention to involving employees in management, which will not only improve organizational performance but also increase employees’ job satisfaction and affective commitment. Involvement can take a variety of forms such as sharing information with subordinates, providing performance evaluation feedback, and involving employees in decision-making.

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Meyer, David, and Steve Dunphy. "The role of knowledge-based psychological climates in human resource management systems." Management Decision 54, no. 5 (June 20, 2016): 1222–46. http://dx.doi.org/10.1108/md-02-2015-0068.

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Purpose – Responding to Colbert’s (2004) call for research examining the complexity of work systems’ effect on performance, and following Meyer and Dunphy’s (2014, 2015) work determining the general manner by which the complex mechanism of strategy choice and its implementation effect corporate performance, the purpose of this paper is to specify and test a model of the effects of workplace factors affecting employee responses to the demand for increased knowledge in using technology. Design/methodology/approach – Drawing on the literature on the resource-based view of strategy and the knowledge-based (KB) view of human resource management system implementation, theory is developed, and hypotheses are generated, regarding employee attitudes toward skill development, technology, employment security, and feedback and their impact on competence and impact. Meaningfulness, self-determination, work conditions, and intensity are controlled for. Data from a sample of 888 employees, 24 managers, and corporate executives across eight Detroit-area automotive supplier firms are used to test the model using structural equation modeling. Findings – Individual psychological states of competence and impact are positively and strongly associated with KB psychological climates that foster and condition positive beliefs about the importance of learning new skills and about the effects of the diffusion of new technologies on employees. Research limitations/implications – The complexity of the interactions of management implementation of workplace practices on employee performance still needs more sorting out. Only unionized employers pursuing high-involvement work systems were studied. Other types of employers would have very different workplace climates. Practical implications – Only unionized employers pursuing high-involvement work systems were studied. Other types of employers would have very different workplace climates. Social implications – In order to have employees be receptive to changing technology and the resulting, increased demands for knowledge and skill, employers have to provide long-term employment security. Originality/value – The results provide the specific manner by which employers can increase employee receptiveness to increase workplace knowledge and training to have more impact on their performance.

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Ni, Yan Ting, Jing Min Li, Yi Wang, and Jin Yao. "Mass Customization Management in E-Commerce Configuration with early Supplier Involvement." Advanced Materials Research 189-193 (February 2011): 47–52. http://dx.doi.org/10.4028/www.scientific.net/amr.189-193.47.

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In terms of transforming supply chain into integrated value systems, the benefits of Early Supplier Involvement (ESI) in product development have been widely accepted. As far as variety management and online configuration are concerned, the difficulties of ESI in online mass customization manifest themselves through two main aspects: (1) Support the seamless information integration with respect to its high variety and large volume not only among internal functions but also with external suppliers; (2) Support real-time online configuration for product configuration generation and optimization based on customer requirements and supplier capabilities. Accordingly, this work proposes two potential solutions. PFA-based integrated information model is established to synchronize the PFA generic structure and supplier product information.

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Malm, Camilla, Stefan Andersson, Håkan Jönson, Lennart Magnusson, and Elizabeth Hanson. "Moving beyond the first response phenomenon." International Journal of Sociology and Social Policy 39, no. 7/8 (August 22, 2019): 627–43. http://dx.doi.org/10.1108/ijssp-05-2019-0091.

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Purpose In Sweden, the care of older people and people with disabilities is increasingly carried out by informal carers, often family members, who are unpaid and outside a professional or formal framework. While there is an increasing awareness of the role of carers within service systems and their own needs for support, their involvement in research is underexplored. The purpose of this paper is to explore carers’ views and experiences of involvement in research and development (R&D) work. Design/methodology/approach A qualitative study was conducted, consisting of 12 individual interviews with carers from different local Swedish carer organizations. Findings Core findings included carers’ discussions of the perceived challenges and benefits of their involvement in research, both generally and more specifically, in the context of their involvement in the development of a national carer strategy. Research limitations/implications Limitations included the relative lack of male carer participants and the convenience sample. Practical implications Authentic carer involvement in research demands a high level of engagement from researchers during the entire research process. The provided CRAC framework, with reference to the themes community, reciprocity, advocacy and circumstantiality, may help researchers to understand and interpret carer involvement in research and provide the prerequisites for their involvement. Originality/value There is a dearth of studies that systematically examine carer involvement in research. This paper attempts to redress this gap by providing a nuanced analysis of carer involvement in R&D work from the perspective of carers themselves.

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Kordova, Sigal. "Developing systems thinking in a Project-Based Learning environment." International Journal of Engineering Education 2, no. 1 (June 15, 2020): 63–81. http://dx.doi.org/10.14710/ijee.2.1.63-81.

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As science and engineering projects are becoming increasingly more complex, sophisticated, comprehensive and multidisciplinary, there is a growing need for systems thinking skills to ensure successful project management. Systems thinking plays a major role in the initiation, effective management, and in facilitating inter-organizational tasks. This research assesses the capacity for engineering systems thinking and its contribution in carrying out a multidisciplinary project. The research also reviews the cognitive process through which systems thinking skill is acquired. The study focused on a group of students who have completed their senior design projects in high-tech industry, while their plans were being integrated into existing larger projects in the respective industrial sites. The systems thinking skill of the students was examined according to a questionnaire for assessing the Capacity for Engineering Systems Thinking (CEST). Statistical analysis shows significant differences in the students capacity for systems thinking at the beginning and end of the work (p<0.001). This research demonstrates that systems thinking skills can be improved through awareness and involvement in multidisciplinary projects.

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Wood, Stephen. "Developments in the HRM–Performance Research stream: The mediation studies." German Journal of Human Resource Management: Zeitschrift für Personalforschung 35, no. 1 (January 14, 2021): 83–113. http://dx.doi.org/10.1177/2397002220986943.

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Testing Human Resource Management (HRM)’s effect on organisational performance has been a core part of HRM research over the past 25 years. Whereas pioneering studies in the field neglected the mechanisms explaining this relationship, treating it as a ‘black box’, in the last decade the focus has been on examining the mediators of this relationship. Most recently, a series of reviews has been more critical of the field, particularly highlighting its diversity and underplaying of employee involvement, a concern central to its inception. This paper assesses these mediation studies in the light of these concerns, which provide criteria by which I summarise them and assess the extent to which they have advanced the field. The analysis demonstrates that the main problems of the black-box studies remain: the misalignment of the use of additive indexes and the theory of synergistic relationships, confusion over analysis methods, inadequate justification of the selection of practices in the empirical investigations, and under-representation of employee involvement. The researchers continue to present the field as a unified one. However, since the majority of studies are centred on high-performance work systems, there is a clear schism across them between these studies and those centred on high-involvement management. The paper reinforces the importance of this distinction, on the basis that a high-performance work system is a technology, a set of sophisticated personnel practices, whereas high-involvement management is a managerial philosophy or orientation towards fostering employee involvement. The paper concludes by suggesting ways of overcoming the recurring problems in HRM–performance research, and how these vary between the two perspectives.

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Kruikemeier, Sanne, Guda van Noort, Rens Vliegenthart, and Claes H. de Vreese. "The relationship between online campaigning and political involvement." Online Information Review 40, no. 5 (September 12, 2016): 673–94. http://dx.doi.org/10.1108/oir-11-2015-0346.

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Purpose The purpose of this paper is to examine the causal relationship between interactive and personal campaigning on social media and political involvement, and the mechanisms that explain the effects. Specifically, this study examines whether personal and interactive communication on Twitter increases political involvement among citizens through social presence and perceived expertise. Design/methodology/approach An experimental design – a 2 (low vs high interactivity)×3 (depersonalized vs individualized vs privatized communication) between-subjects design – is used. Findings The findings show that interactive communication leads to a stronger sense of social presence and source expertise, which positively affect involvement. The effects of personal campaigning differ. Individualized communication positively affects involvement via source expertise. Interestingly, privatized communication positively affects involvement via social presence, but negatively via source expertise. Originality/value Although a growing body of work examines the political consequences of social media, there is still very little understanding why social media affect citizens. The current study fills this void by investigating how the use of social media affects political involvement among citizens.

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Rehman, Wali Ur, Mansoor Ahmad, Matthew M. C. Allen, Muhammad Mustafa Raziq, and Amir Riaz. "High involvement HR systems and innovative work behaviour: the mediating role of psychological empowerment, and the moderating roles of manager and co-worker support." European Journal of Work and Organizational Psychology 28, no. 4 (May 9, 2019): 525–35. http://dx.doi.org/10.1080/1359432x.2019.1614563.

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Benites, Marcela, Romel Ramón González-Díaz, Ángel Acevedo-Duque, Luis Armando Becerra-Pérez, and Graciela Tristancho Cediel. "Latin American Microentrepreneurs: Trajectories and Meanings about Informal Work." Sustainability 13, no. 10 (May 13, 2021): 5449. http://dx.doi.org/10.3390/su13105449.

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Latin America has suffered for many years deep economic, political, and social problems that have led to high levels of unemployment. Therefore, microentrepreneurship has been a way out of these precarious economic systems. This research presents an interpretative hermeneutic analysis of the meaning of work for microentrepreneurs in the metropolitan region of Lima, Peru. The qualitative naturalistic methodology was used and data were obtained through 24 interviews with microentrepreneurs according to inclusion criteria such as: located in the metropolitan region of Lima (divided into 4 regions: A, B, C, and D), more than 5 years of experience, more than 25 years of age, university level of study and having had a formal job. The data were processed through ATLAS.ti9, which allowed us to analyze the discourses of the microentrepreneurs. The main findings show the following emerging categories: Motivation for entrepreneurship, Advantages of self-employment, relationship with stakeholders or interest groups, and family involvement in the business. It is concluded that Latin American microentrepreneurs associate entrepreneurship as an opportunity to improve their quality of life and establish relationships with stakeholders, with the family playing a key role in the success or failure of the business.

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Mohapatra, Sanjay, Debapriyo Nag, and Ravi Tej P. "Dr Reddy's Laboratories Ltd.: creating a competitive advantage through an empowered workforce." Emerald Emerging Markets Case Studies 4, no. 5 (October 8, 2014): 1–14. http://dx.doi.org/10.1108/eemcs-08-2013-0170.

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Subject area This case study concerns self-managed teams (SMTs) and high-performing work stations. Studylevel/applicability This study is applicable to training, employee satisfaction and developing economy in the society at large. Case overview High-performance work systems (HPWS) are processes in which organizations utilize a fundamentally different approach for managing work in place of the traditional hierarchal approach. HPWS uses an approach that is fundamentally different from the traditional hierarchical or bureaucratic approach otherwise known as the control-oriented approach. The fundamental difference between control-oriented and involvement-oriented approach is in organizing and managing at the lowest level in an organization. The basic purpose of HPWS is to create an organization based on employee involvement, commitment and empowerment. In these kinds of highly involved organizations, employees demonstrate more responsibility and commitments because of high empowerment and have access to information/knowledge and awareness to perform at the highest level. In this case study, the authors make a complete study about the ten pillars of SMTs in Dr Reddy's Laboratories Private Ltd. and the situation of FTO-4 at the Yanam plant and FTO-7 at the Visakhapatnam plant post-implementation of the SMT concept. This paper attempts to demonstrate how SMTs differ from conventional teams, as well as how effectively they contribute to the organization objectives. Expected learning outcomes To understand HPWS and concept of SMT; to understand how the concepts of HPWS and SMT were implemented in Dr Reddy'S Laboratories in *FTO-4 AND *FTO-7; to understand the key difference between traditional hierarchical systems and SMTs; to find out how continuous process improvement has made SMT initiative an evolving one (from 2002 to 2011); to understand how involvement of different stakeholders has made SMT initiative a sustainable one; and to understand the importance of SMT in this twenty-first century as they lead to a better and brighter future for everyone. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

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Aljukhadar, Muhammad, and Sylvain Senecal. "The Effect of Consumer-Activated Mind-Set and Product Involvement on the Compliance With Recommender System Advice." SAGE Open 11, no. 3 (July 2021): 215824402110315. http://dx.doi.org/10.1177/21582440211031550.

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Whereas the research gauging the effectiveness of e-commerce recommender systems (RS) has depended on their design factors, recent work proposes a key role for consumer’s psychological factors. Involvement should reduce the compliance with RS advice because a consumer highly involved with the product perceives high choice risk and assigns low value to the advice. However, a consumer’s activated mind-set captured by implicit theory (fixed vs. growth mind-set) should also shape compliance. It is hypothesized that the two factors interact to jointly mitigate advice taking. Specifically, consumers whose fixed mind-set is primed comply with the RS advice less often when involvement is high. This and other anticipated effects (i.e., consumer’s importance of social approval, positive affect, and need for cognition) on advice compliance are tested in an experiment on 251 Canadian adults. In the experiment, compliance occurred when the participant follows the RS advice, and product involvement was initially measured. The results show that priming a fixed mind-set, which orients shoppers toward a performance goal, motivates them to comply with the RS advice when involvement is low. Priming a growth mind-set, which orients shoppers toward a learning goal, nullifies such effect. Positive affect and the importance of social approval had no significant impact on advice taking. Therefore, the effect of involvement on RS effectiveness is contingent on the shopper’s accessible mind-set.

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Brown, Ogden. "The Challenge: Strategies for Overcoming Obstacles to Change." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 39, no. 12 (October 1995): 771–74. http://dx.doi.org/10.1177/154193129503901204.

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A broad constituency for change in the workplace has emerged which clearly argues for implementation of diverse strategies to create change. A new vision of what constitutes effective work systems dominates management thought: the ‘transformed’ or high involvement organization. Despite reported gains in performance and the growth of innovative practices, the majority of American firms still operate on the mass production model. Why? Clear and identifiable obstacles to implementing change impede or block organizational transformation. These obstacles and strategies to overcome them are discussed.

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LIN, Pao-Cheng, Nancy ROBBINS, and Pei-Kuan LIN. "Research of Media industry's Expatriates’ Cross-Culture Adjustment on the Job Involvement and Work Stress: The Impact of Relatedness." Revista de Cercetare si Interventie Sociala 64 (March 6, 2019): 120–29. http://dx.doi.org/10.33788/rcis.64.10.

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Along with the country largely attracting foreign businesses for the investment, foreign-owned enterprises have gradually stationed in. In consideration of the Media transfer, the establishment of business management systems, and the needs for market expansion for offshore sourcing, numerous expatriates are required for executing company tasks in subsidiary companies from the initial establishment & planning, factory construction, marketing, Media, and general affairs. Various differences in life and social culture would appear cross-culture adjustment problems for expatriates, and lots of factors would affect the work pressure. When expatriates gradually increase, the expense for expatriation is high for enterprises and individuals that the success in expatriation focuses on support for expatriates’ career. In addition to subsidies, there should be the reference principles for selection, training, oversea life, oversea work, and repatriation. Besides, assistance in emergency could release expatriates’ anxiety to enhance the work efficiency. This study therefore intends to discuss the effect of expatriates’ cross-culture adjustment on working pressure and job involvement. The questionnaire survey is used for collecting data, and conclusions and specific suggestions are proposed for the reference of corporate expatriation as well as individual psychological adjustment of expatriates.

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Bui, Hieu Trong. "Data-Driven Intelligent Tutoring Systems for STEM+C Learning and Teaching." European Journal of Engineering Research and Science 4, no. 9 (September 27, 2019): 202–6. http://dx.doi.org/10.24018/ejers.2019.4.9.1553.

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It is wide known that one of the most effective ways to learn is through problem solving. In recent years, it is widely known that problem solving is a central subject and fundamental ability in the teaching and learning. Besides, problem solving is integrated in the STEM+C (Science, Technology, Engineering, and Math plus Computing, Coding or Computer Science) fields. Intelligent tutoring systems (ITSs) have been shown to be effective in supporting students' domain-level learning through guided problem solving practice. Intelligent tutoring systems provide personalized feedback (in the form of hints) to students and improve learning at effect sizes approaching that of human tutors. However, creating an ITS to adapt to individual students requires the involvement of experts to provide knowledge about both the academic domain and novice student behavior in that domain’s curriculum. Creating an ITS requires time, resources, and multidisciplinary skills. Because of the large possible range of problem solving behavior for any individual topic, the amount of expert involvement required to create an effective, adaptable tutoring system can be high, especially in open-ended problem solving domains. Data-driven ITSs have shown much promise in increasing effectiveness by analyzing past data in order to quickly generate hints to individual students. However, the fundamental long term goal was to develop “better, faster, and cheaper” ITSs. In this work, the main goal of this paper is to: 1) present ITSs used in the STEM+C education; and 2) introduce data-driven ITSs for STEM+C education.

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Harrison, G. A., P. L. Byth, and C. A. D'Este. "The Third Five-Year Survey of Fellows (by Examination) of the Faculty of Intensive Care, Australian and New Zealand College of Anaesthetists." Anaesthesia and Intensive Care 26, no. 4 (August 1998): 401–10. http://dx.doi.org/10.1177/0310057x9802600411.

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A questionnaire was sent to 126 Fellows who had passed the Fellowship Examination in Intensive Care up to and including the examination of October, 1995. The major objectives were to assess the continuing involvement of Fellows in Intensive Care and obtain feedback on training and the examinations. Only six Fellows failed to respond. Ninety-six per cent of responders had some involvement in Intensive Care and 89% had a current formal Intensive Care appointment. The median percentage of the week spent in the Intensive Care was high. Forty-seven per cent were practising some anaesthesia. Although there was considerable individual variation, the Fellows had not changed their median amount of Intensive Care practice over time. The responders provided feedback on their work patterns in the public and private systems, and their training and examinations. Overall, the training/examination system appears to satisfy Fellows although some fine tuning is required.

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Tremblay, Michel. "How, Why, and When High-Involvement Work Systems Are Related to OCB: A Multilevel Examination of the Mediating Role of POS and of the Moderating Role of Organizational Structures." Group & Organization Management 44, no. 3 (October 26, 2017): 611–51. http://dx.doi.org/10.1177/1059601117736684.

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Drawing on signaling and social exchange theories, we proposed and tested a multilevel model of antecedents of organizational citizenship behavior (OCB). More specifically, this article examines how, why, and when high-involvement work systems (HIWS) are related to employee and team citizenship behaviors. Using a sample of 568 respondents in 46 teams, our results indicate that HIWS are directly and indirectly related to team-level OCB through the team perceived organizational support (POS) climate. Structure was found to act as a significant internal contextual factor. More specifically, we found that decentralization and formalization foster the positive link between HIWS and POS, while the indirect relationship between HIWS and team-level OCB through POS was weaker when the degree of formalization was low, and stronger when this structure element was high. Finally, consistent with Ehrhart and Naumann’s group norms theory of OCB, team-level OCB was positively related to employee OCB, regardless of whether task interdependence is high or low. This study contributes to the understanding of processes and contextual conditions through which teams and employee citizenship behavior are related to HIWS.

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Vives-Peris, Vicente, María F. López-Climent, Rosa M. Pérez-Clemente, and Aurelio Gómez-Cadenas. "Root Involvement in Plant Responses to Adverse Environmental Conditions." Agronomy 10, no. 7 (July 1, 2020): 942. http://dx.doi.org/10.3390/agronomy10070942.

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Climate change is altering the environment in which plants grow and survive. An increase in worldwide Earth surface temperatures has been already observed, together with an increase in the intensity of other abiotic stress conditions such as water deficit, high salinity, heavy metal intoxication, etc., generating harmful conditions that destabilize agricultural systems. Stress conditions deeply affect physiological, metabolic and morphological traits of plant roots, essential organs for plant survival as they provide physical anchorage to the soil, water and nutrient uptake, mechanisms for stress avoidance, specific signals to the aerial part and to the biome in the soil, etc. However, most of the work performed until now has been mainly focused on aerial organs and tissues. In this review, we summarize the current knowledge about the effects of different abiotic stress conditions on root molecular and physiological responses. First, we revise the methods used to study these responses (omics and phenotyping techniques). Then, we will outline how environmental stress conditions trigger various signals in roots for allowing plant cells to sense and activate the adaptative responses. Later, we discuss on some of the main regulatory mechanisms controlling root adaptation to stress conditions, the interplay between hormonal regulatory pathways and the global changes on gene expression and protein homeostasis. We will present recent advances on how the root system integrates all these signals to generate different physiological responses, including changes in morphology, long distance signaling and root exudation. Finally, we will discuss the new prospects and challenges in this field.

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Demski, H., R. Engelbrecht, and C. Birkmann. "Introducing Patient Cards in Clinical Routine: Evaluation of Two Research Projects." Methods of Information in Medicine 45, no. 01 (2006): 73–78. http://dx.doi.org/10.1055/s-0038-1634040.

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Summary Objective: Two research projects were analyzed in order to identify key factors of success and/or failure in introducing patient card-based systems in clinical routine. Methods: In DIABCARD an evaluation study focussing on user friendliness and user acceptance was conducted. In ByMedCard-HCPP the project’s system was validated and the timeliness of the project’s work analyzed. Results: User friendliness and user acceptance of the DIABCARD system were fairly high. The ByMedCard-HCPP system was complete in its major components and functionalities; introducing the ByMedCard-HCPP system in clinical routine delayed the project. Conclusions: A multitude of key factors of success such as utilized technologies, user involvement, and commitment of partners seems to contribute to the success and/or failure of introducing patient card-based systems in healthcare.

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Tomar, Avantika, and Amit Dhiman. "Exploring the Role of HRM in Service Delivery in Healthcare Organizations: A Study of an Indian Hospital." Vikalpa: The Journal for Decision Makers 38, no. 2 (April 2013): 21–38. http://dx.doi.org/10.1177/0256090920130202.

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The new service management school of thought acknowledges a set of new human resource management (HRM) practices, underpinned by the concept of satisfaction mirror between customers and front-line workers. HRM practices in the cycle of success include careful selection, high-quality training, well-designed support systems, empowerment, teamwork, appropriate measurement, rewards and recognition, and the development of a service culture. The model for achieving cycle of success in interactive service works is known as the high involvement work systems (HIWS). There is some research evidence about the positive influence of high involvement HR practices on effective service delivery. This exploratory study examines the role played by HR practices in maintaining the quality of service delivery, in the context of healthcare services. It specifically studies the administrative factors and HR policies that aid effective service quality and the practices that bring down the quality of care provided in a private sector Indian hospital. This being a relatively new area, an inductive approach was used. The study relied on semi-structured interviews for the purpose of data collection. Along with data collection, core theoretical concepts were identified and tentative linkages were developed between the theoretical core concepts and the data. The findings show that the emphasis is more on supreme hospitality and patient amenities than medical treatment. The healthcare industry is witnessing a significant change. A consultant is no longer the ‘king’; this position has now been taken by the patients. Of late the emphasis is on patient satisfaction in terms of the facilities provided rather than the nature of medical treatment given. This is primarily so for organizations such as this hospital which aim at providing world-class care and for which ‘patient centricity’ is the hallmark. HR specific issues such as standardization of nursing activities, appraisal systems, effective communication channels, and compensation structure, all affect the quality of service provided in a hospital. Similar research can be conducted across other healthcare organizations to replicate and validate the findings regarding the changing scenario in the industry.

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Crone, David, Penelope Sanderson, and Neelam Naikar. "Studying Complex Human-System Behaviour: Human-in-the-loop Simulation Requirements." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 51, no. 26 (October 2007): 1603–7. http://dx.doi.org/10.1177/154193120705102601.

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The Defence Science and Technology Organisation (DSTO) is required to provide advice to customers for the procurement of future military systems using the high fidelity human-in-the-loop simulation (HILS) facility housed in the Air Operations Simulation Centre (AOSC). A program of research is under way that compares two work analysis techniques (traditional task analysis and Cognitive Work Analysis) on the basis of whether the human-system performance measures that they suggest are sensitive to system modifications and so may be used for system evaluation. In this paper we show that representing aircrew's tactical environment as a series of concentric “rings” resulted in the development of HILS requirements that let us evaluate the measures derived from both work analysis approaches. Using the rings to frame the experiment and develop simulation requirements was beneficial for several reasons including participant involvement, validity of the system and operator behaviour observed, and completeness of the study.

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Riyanto, Setyo, Endri Endri, and Novita Herlisha. "Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement." Problems and Perspectives in Management 19, no. 3 (August 20, 2021): 162–74. http://dx.doi.org/10.21511/ppm.19(3).2021.14.

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Technological developments are things that must be followed by companies to achieve a competitive advantage to improve performance. To achieve and improve performance, companies need active employee engagement by encouraging motivation and fulfilling their job satisfaction. This study aims to analyze the effect of motivation and job satisfaction on performance with employee engagement as a mediating variable. The research sample is Information Technology (IT) companies located in the cities of Jakarta and Bandung, Indonesia. Research respondents are system developers who handle system development activities for a project or part of an ongoing project. By using the convenience sampling technique 103 responses were obtained from IT developers. The research model analysis method uses Partial Least Square (PLS) with SMART PLS Ver 3.0 software. Empirical findings prove that motivation has a positive effect on the performance of IT employees, while job satisfaction is independent. Employee engagement does not directly affect employee performance, but the effect of mediation through motivation and job satisfaction can have a significant effect on employee performance. The research findings have managerial implications, in increasing high employee involvement, motivation needs to be encouraged to be more active and innovative, and facilitate the achievement of the desired results. AcknowledgmentThis study was made possible because of the full support of the Region III Education Service Institute (LL-DIKTI III), the Ministry of Education and Culture of the Republic of Indonesia, and the Research Center at Mercu Buana University, Jakarta.

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Jayakody, J. K. K. N., and B. M. Wijesiri. "The Moderating Effect of the High Involvement Work Systems Between the Relationship of Role Overload and Organizational Citizenship Behavior in Apparel Industry (Special Reference to Katunayake Free Trade Zone)." Wayamba Journal of Management 11, no. 1 (June 25, 2020): 10. http://dx.doi.org/10.4038/wjm.v11i1.7488.

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Journal articles on the topic 'High involvement work systems'

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