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Preiksaitis, Michelle Kathleen Fitzgerald. "Servant Leaders' Use of High Performance Work Practices and Corporate Social Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2866.
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Business researchers have shown that servant leaders empower, provide long-term vision, and serve their workers and followers better than do nonservant leaders. High performance work practices (HPWPs) and corporate social performance (CSP) can enhance employee and firm productivity. However, when overused or poorly managed, HPWPs and CSP can lead to the business problems of employee disengagement, overload, or anxiety. Scholars noted a gap in human resource management research regarding whether leadership styles affect HPWPs and CSP use. This study examined the relationship between leadership style and the use of HPWPs and CSP, by using a quantitative, nonexperimental design. U.S. business leaders (N = 287) completed a survey consisting of 3 previously published scales. A chi-square analysis calculated the servant to nonservant leader ratio in the population, finding a disproportionate ratio (1:40) of servant (n = 7) to nonservant (n = 280) leaders. Two t tests showed that no significant difference existed in how servant and nonservant leaders use HPWPs or CSP. However, a multiple linear regression model showed that a leader's self-reported characteristics of empowerment, vision, or service positively predicted CSP use; empowerment positively predicted HPWPs use; service negatively predicted HPWPs use; and vision had no effect on HPWPs use. Findings may help human resource practitioners identify leaders who use HPWPs or CSP differently. Positive social change may occur by hiring more visionary, empowering, or service-oriented leaders who can support overwhelmed or anxious workers, potentially leading to more engaged and productive workers, and an increase in the use of positive CSP.
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Wu, Ning Liu. "High performance work practices in small and medium-sized firms." Thesis, University of Nottingham, 2011. http://eprints.nottingham.ac.uk/13631/.
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Drawing on data from Workplace Employment Relations Survey 2004, this thesis assesses the uptake of High Performance Work Practices (HPWPs), the factors associated with the uptake of HPWPs and the relationship between HPWPs and performance (also termed the "HPWP-performance link") in small and medium-sized firms. The findings show that medium-sized firms have a higher uptake of HPWPs compared to small firms in general. They also show that the extent of the use of HPWPs in small firms tends to be influenced more by internal than external factors, while the opposite holds true for medium-sized firms. Although the widely reported HPWP-performance link holds in large firms, the findings suggest only a specific bundle of HPWPs seeking to develop opportunities for employees to participate in management decision making and use their skills and abilities at work are related to improved financial performance in small firms. However, neither the overall use of HPWPs nor any specific bundles of practices are associated with better performance in medium-sized firms. In medium-sized firms, some HPWPs are positively associated with performance and some others are negatively associated with performance. These findings suggest the HPWP-performance link in medium-sized firms is distinct from that in small and large firms. Overall, the findings suggest small and medium-sized firms should be analyzed as two distinct groups and the HPWP-performance link is not universal. The lack of a consistent HPWP-performance link in medium-sized firms has important implications for HRM theory, the HR advice that medium-sized firms should be offered, and government support and employment policies targeted at medium-sized firms.
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Ogbonnaya, Chidiebere. "High performance work practices : investigating four perspectives on their employee-level impacts simultaneously." Thesis, University of East Anglia, 2013. https://ueaeprints.uea.ac.uk/47977/.
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This thesis has examined simultaneously two key debates of the High Performance Work Practices (HPWP) literature. The first debate, entitled ‘the integrationist and isolationist perspectives of HPWP’, looks at two methods of operationalizing HPWP. In the integrationist perspective, innovative Human Resource Management (HRM) practices are presumed to have mutually supportive properties such that when used together in a coherent manner, they may accrue far-reaching benefits for the organization and employees. By contrast, the isolationist perspective argues that individual HRM practices have unique independent properties and produce varying degrees of effects on outcomes. The second debate, entitled ‘the mutual gains versus the critical perspectives of HPWP’, looks at the employee-level implications of adopting HPWP. In the mutual gains perspective, HPWP are thought to promote desirable employee attitudes and well-being together with their beneficial effects on organizational growth and effectiveness. The critical perspective, on the other hand, assumes that the benefits associated with HPWP may be offset by increases in work intensification and the transfer of more work responsibilities to employees. These two debates have been investigated via two empirical studies. The first study was undertaken to examine the tenets of the two HPWP debates without consideration of sector-specific characteristics, whereas the second study was undertaken to highlight the role of sector-specific characteristics in explaining the employee-level implications of HPWP. Together, both studies provide a framework for determining the extent to which HPWP outcomes are generalizable across organizational settings. The results of both studies show that HPWP produce varying independent effects on employee-level outcomes, and work intensification may explain the intermediary processes underlying some of these effects. The results also indicate that HPWP have mutually supportive properties, and produce beneficial integrated influences on employee attitudes and well-being. However, when the independent iv and integrated effects of HPWP were examined simultaneously, the independent effects of HPWP accounted for variance in employee attitudes and well-being over and above the integrated effects of HPWP.
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Chapano, Munodani. "The impact of high performance work practices on project performance in selected construction companies in Cape Town, South Africa." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2532.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.The purpose of this study was to determine the impact of four High Performance Work Practices (HPWPs) on project performance in selected construction companies in Cape Town, South Africa. The four HPWPs comprised: recruitment and selection (RS); performance appraisal (PA); training and development (TD); and compensation system (CS). The study employed a positivist philosophy utilizing the survey method to collect data from 70 employees who were drawn from a select group of multi-project construction companies in Cape Town, South Africa. The respondents comprised employees who worked as project team members and line staff/ administrative staff. Non-probability sampling procedure in the form of convenience sampling technique was used for the selection of five (5) construction organisations in Cape Town, South Africa. Probability sampling procedure in the form of stratified sampling technique was employed in the selection of the respondents to complete the questionnaire.Collected data was captured and analyzed using the Statistical Package for the Social Sciences (SPSS) version 24. The main research question of the study was: What is the relationship between the four HPWPs and project performance? The results indicate that CS has a weak positive relationship with project performance, whereas TD, PA and RS have weak negative relationships with project performance. It also emerged that there are other factors that significantly affect project performance other than the HPWPs investigated.The results of this study are significant because they provide a unique view of the work environment that has been insufficiently examined. Also, very few studies have focused on the above four universal HPWPs, which this study was earmarked for. The results that are obtained from this study significantly add to the overall body of knowledge pertaining to theories and their application in HRM, project performance and multi-project environments issues.
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Leffakis, Zachary M. "The Effects of High Performance Work Systems on Operational Performance in Different Manufacturing Environments: Improving the “Fit” of HRM Practices in Mass Customization." University of Toledo / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1250604411.
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Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.
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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems.
This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Leffakis, Zachary. "The effects of high performance work systems on operational performance in different manufacturing environments : improving the "fit" of HRM practices in mass customization /." Connect to full text in OhioLINK ETD Center, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1250604411.
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Dissertation (Ph.D.)--University of Toledo, 2009.Typescript. "Submitted as partial fulfillment of the requirements for the Doctor of Philosophy in Manufacturing and Technology Management." Bibliography: leaves 246-252.
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Gorman, C. Allen. "Build a Better Mousetrap or Fix the Old One? The Influence of High Impact Performance Management Practices on Organizational Performance." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/427.
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Richards, Hartley B. "Effective people performance strategies : critical ingredients for business success in Barbados and Eastern Caribbean business enterprises." Thesis, University of Bradford, 2008. http://hdl.handle.net/10454/4302.
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Today, the effective management of people is assuming prominence as a source of sustained business performance improvement. The rationale for this trend is that other significant aspects of business, such as marketing, new technology, market niche, trademarks and brand image have generally been mastered. Therefore, business enterprises are being encouraged in seeking to gain comparative advantage by reliance on their human resources because this aspect of business is arguably more difficult to imitate or understand than the more conventional resources. As a result, there is an awakening of the need to introduce management practices that will concentrate on the added value which a highly motivated work force may provide to the organisation. The idea of added value from a highly motivated work force assumes even greater significance when the main business hinges almost entirely on the attitudes and approaches of people. This concept applies most forcibly to Barbados and the Organisation of Eastern Caribbean States (BOECS), the region covered by this study. This research therefore, explores the idea of gaining comparative advantage through appropriate people management methods and follows the trend in the developed and more industrialised nations of the world in an effort to determine whether there is a useful model of effective management practices which may be replicated in the BOECS and thus lead to improved business performance in the micro states which constitute this ii region. However, this study is mindful of the limitations of the research methodology which a vast number of contributors to this intriguing topic have employed. Nevertheless, this exploratory attempt examines the issue in the light of its possible positive effect on a previously uncharted area, viz., Barbados and the Eastern Caribbean (BOECS) as far as it relates to scholarly treaties on Human Resource Management. The idea is that even in the absence of clear unequivocal empirical evidence about its benefits, it may be useful to pursue the strategic approach to Human Resource Management including expansion of employee involvement, for it own sake.
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Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.
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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Murphy, Kevin S. "An Exploratory Study of Strategic Human Resource Management High Performance Work Practices for Unit Level Managers, in the Casual Segment of the Us Restaurant." Diss., Virginia Tech, 2006. http://hdl.handle.net/10919/28317.
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The previous chapters described in detail the literature, theory and research on Co-alignment, RBV and SHRM that was the basis for the development of a construct for the conceptualization of HPWP in the casual theme restaurant sector of the US hospitality industry for management. Firms able to implement such HPWP systems possessing universality, i.e. complementary internal fit, have been shown to increase the intangible value of their human capital (employees) and create greater economic value (Delery, 1998). This study used the co-alignment principle in conjunction with concepts in SHRM and RBV to develop a theory for a HPWP system for casual theme restaurants in the US, which is named a High Performance People System (HPPS).
The co-alignment model for hospitality organizations which is the foundation of the theoretical model for this research (Olsen, West, and Tse;1998) describes the relationship between four key constructs, i.e. the environment, strategy choice, firm structure, and firm performance. Briefly, the four constructs in the model must be in alignment with each other in order for the firm to produce the greatest value for its stakeholders. Co-alignment theory purports that, "if the firm is able to identify the opportunities that exist in the forces driving change, invest in competitive methods that take advantage of these opportunities, and allocate resources to those that create the greatest value, the financial results desired by owners and investors have a much better chance of being achieved" (Olsen et al. 1998, p.2).
SHRM researchers have been advocates of the theory that supports the causal relationship between HRM practices, sustainable competitive advantage (SCA) and firm performance. Several strategic human resource management researchers such as, Cappelli & Singh (1992),Wright & McMahan (1992), Pfeffer (1994), Lado & Wison (1995), Huselid (1995), Jackson & Schuler (1995),Becker & Gerhart (1996), Delany & Huselid (1996), Boxall (1998), Pfeffer (1998), Schuler & Jackson (2000), Ulrich & Beatty (2001), Lepak & Snell (2002), Hartog (2004) and others have directly or indirectly made attempts to theorize the effects of single or multiple human resource management variables on firm performance. These efforts have led to the incremental development of the strategic human resource management literature that stresses the relationships between the HRM practices, SCA and firm performance. There is an emergent body of evidence demonstrating that "the methods used by an organization to manage its human resources can have a substantial impact on many organizationally relevant outcomes" (Delery, 1998, p. 1). Convoluting the research on HPWP is incongruity among researchers on the micro HRM practices which are included in the SHRM system; there is little concurrence among scholars with respect to specifically which human resource practices should be incorporated (Becker & Gerhart, 1996; Rogers & Wright, 1998; Chadwick & Cappelli, 1999).
RBV is one of the ten schools of thought in the field of management theory (Mintzberg, 2000) and is predicated on the concept that in order to create a sustainable competitive advantage and produce value for the firm, individual policies or practices produce the greatest results when they operate in a complex system that is not easily imitated (Barney, 1995). Resources are the "physical things a firm buys, leases or produces for its own use or the people hired on terms that make them effectively part of the firm" (Penrose, 1959: 67). Wernerfelt (1984) defines a firm's resources as "tangible or intangible assets which are tied semi-permanently to the firm" (p. 172). Barney (1991) further suggested that resources which can be used to create a SCA must have value, rareness, inimitability and substitutability
The research focused on the discovery of the components of a HPWP system construct in the US casual theme restaurant segment for operating managers and the performance metrics used to judge their effectiveness. An exploratory study, in part using the Delphi method, serves as the overall research approach. A cross section of restaurant industry experts including company executives, consultants, academics and investors/owners contributed to the study. The outcome is a list of HRM work practices that are common to the casual theme restaurant industry and performance metrics.
Based on prior empirical work the study started with 14 HRM work practice dimensions (See Table 3.1) and 3 performance measurements of productivity, turnover and financial performance (Huselid, 1995; Huselid & Becker, 1995; Delery & Doty, 1996; Becker & Huselid, 1996; Huselid & Becker, 1997; Hartog, 2004). These dimensions and performance metrics were presented to the panel of expert's making up the pilot study group as a starting point in the development of the HPWP system construct for the casual themed restaurant industry.
After compiling the results of the pilot study and pretesting the survey instrument, the first Delphi survey (see Appendix 3) and a subsequent reminder were sent out electronically to the preselected Delphi participants for the study. A consensus on the research questions was not reached from the first-round survey according to the protocol Therefore, the second round was administered which provide opportunity for participants to change their position to help the group reach a consensus. Since consensus was reached according to the protocol (see tables 4.9, 4.12 & 4.13), the Delphi was concluded at this point.
In summary, figure 1.1 put forth a conceptual model to clarify the relationships between the above mentioned schools of thought and firm performance. Figure 1.2 presented a working theoretical model which expounds on the relationships between the key concepts in the conceptual model and firm performance. Finally, figure 5.1 displays the results and the relationships of the study which methodically confirms the components of a HPPS for unit level managers, and identifies appropriate evaluation criteria for determining the performance of HPPS in the US casual restaurant market.Ph. D.
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Bernard, Nathalie. "Bien-être au travail et performance de l'entreprise : une analyse par les paradoxes." Thesis, Université Grenoble Alpes (ComUE), 2019. http://www.theses.fr/2019GREAG002/document.
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À l’heure où les entreprises, confrontées à de nombreux bouleversements, sont plus que jamais en recherche de performance, et à l’heure où les salariés, dénonçant les conditions de travail et les pratiques managériales, n’ont jamais été aussi demandeurs de bien-être au travail, réconcilier le bien-être des salariés et la performance de l’entreprise est un sujet d’actualité et un enjeu stratégique pour les entreprises.La revue de la littérature et les résultats d’une analyse qualitative exploratoire menée à l’aide d’entretiens semi-directifs auprès de 55 salariés du groupe RESSIF (Réseau des Services Sociaux Interentreprises de France) nous amènent à envisager le « bien-être au travail » et la « performance de l’entreprise » en termes de méta-perspective paradoxale et à proposer des voies de résolution de ce paradoxe organisationnel.Pour ce faire, nous avons mené deux études quantitatives. La première étude est basée sur 5300 observations issues de l’enquête « conditions de travail » du Ministère français du travail. La deuxième est basée sur les réponses de 270 entreprises à un questionnaire en ligne portant sur les pratiques de gestion des ressources humaines.Finalement, nos résultats empiriques concluent que les facteurs permettant de concilier le bien-être au travail et la performance de l’entreprise sont, parmi les conditions de travail, la lutte contre l’intensité et l’insoutenabilité du travail et, parmi les pratiques de ressources humaines, le développement de la participation des salariés aux décisions de l’entreprise, la formation, les promotions et perspectives de carrière et, dans une moindre mesure, l’évaluation de la performance.Pour conclure ce travail, sont présentées les contributions théoriques, méthodologiques et managériales, ainsi que les voies futures de rechercheAt a time when companies, faced with many upheavals, are more than ever in search of performance, and when employees, denouncing working conditions and managerial practices, have never been so demanding of well-being at work, reconciling employee well-being and company performance is a topical issue and a strategic challenge for companies.The literature review and the results of an exploratory qualitative analysis conducted using semi-directive interviews with 55 employees of the RESSIF group (Réseau des Services Sociaux Interentreprises de France) lead us to consider "well-being at work" and "company performance" in terms of paradoxical meta-perspective and to propose ways to resolve this organizational paradox.To do this, we conducted two quantitative studies. The first study is based on 5300 observations from the working conditions survey of the French Ministry of Labor. The second is based on the answers of 270 companies to an online questionnaire on human resources management practices.Finally, our empirical results conclude that the factors that make it possible to reconcile well-being at work and company performance are, among working conditions, the fight against work intensity and unsustainability and, among human resources practices, the development of employee participation in company decisions, training, promotions and career perspectives and, to a lesser extent, performance evaluation.To conclude this work, theoretical, methodological and managerial contributions are presented, as well as future research paths
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Fernandes, Marina Isabel Martins. "Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2017. http://hdl.handle.net/10400.26/19733.
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Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de:
Mestre em Gestão Estratégica de Recursos HumanosA presente investigação tem como objetivo geral a análise da relação entre as práticas de trabalho de elevado desempenho (PTED) de uma organização de consultadoria de inovação e tecnologia e o comprometimento organizacional dos seus trabalhadores. Por sua vez, os objetivos específicos são: identificar e caracterizar as práticas de gestão de recursos humanos (PGRH) existentes na organização; aferir a perceção dos trabalhadores sobre as PGRH da organização; determinar a existência de PTED na organização; identificar o nível de comprometimento organizacional dos trabalhadores e identificar, contextualizar e relacionar o funcionamento das PGRH com os resultados da investigação. Esta investigação contém um enquadramento teórico e empírico. No enquadramento teórico sintetiza-se a literatura em torno da evolução da gestão de recursos humanos (GRH) até à gestão estratégica de recursos humanos (GERH) e introduzem-se as PTED. Apresentam-se depois contributos da literatura em torno do comprometimento organizacional, dos seus modelos unidimensionais e multidimensionais, dos seus antecedentes e consequências. Finaliza-se este capítulo com a revisão de literatura que relaciona as PGRH com o comprometimento organizacional. A nível metodológico aplicou-se um inquérito previamente testado e adaptado à realidade Portuguesa por Nascimento, Lopes e Salgueiro (2008) que se baseia no “modelo de três componentes do comprometimento organizacional” de Meyer & Allen (1997) para aferir o grau de comprometimento dos trabalhadores. Para aferir a perceção dos trabalhadores das PGRH da organização foi utilizado um questionário testado e aplicado por Esteves (2008). Os resultados desta investigação apresentam alguma consistência com estudos empíricos previamente realizados. A análise às PGRH da organização revelou indícios da existência de PTED na organização, à exceção da prática de remuneração. Em relação ao comprometimento organizacional, verificou-se que o comprometimento afetivo tem uma correlação média positiva com o comprometimento calculativo, e uma correlação substancial positiva com o comprometimento normativo, por sua vez o comprometimento calculativo apresenta uma correlação substancial positiva com o comprometimento normativo. Estes resultados são consistentes com os encontrados por Meyer e Allen (1997), Meyer, J. P., Stanley, D. J., Herscovitch, L., e Topolnytsky, L. (2002), Meyer e Herscovitch (2001) e Nascimento (2010). Os resultados desta investigação demonstraram existir um grau de comprometimento afetivo nos trabalhadores da organização em estudo. Destaca-se a correlação encontrada entre o comprometimento organizacional com a variável idade, o que foi também determinado Meyer et al. (2002), Meyer e Allen, (1997), Steers (1977) e Mathieu e Zajac (1990). Verificou-se também existirem correlações significativas entre as PGRH e o comprometimento organizacional, o que é consistente com o defendido por McElroy (2001) e Meyer e Allen (1997).
The present research had the general objective of investigating and analysing the relation between High Performance Work Practices (HPWP) of an organization of consultancy of innovation and technology and the organizational commitment of its workers. The specific objectives of the research are: to identify and characterize the existing Human Resource Management Practices (HRMP) in the organization; to identify the employees' perceptions about how the organization's HRMP; determine an existence of HPWP in the organization; to identify the organizational commitment of the workers and identify, contextualize and relate the functioning of the HRMP within the results of the investigation. This research contains a theoretical and empirical framework. In the theoretical chapter it’s approached the evolution of human resources management until the current strategic management of human resources and HPWP are introduced. Afterwards are presented the contributions from the literature about organizacional commitment, its one-dimensional and multidimensional models,and its antecedents and consequences. This chapter ends with the literature review that relates the human resources practices with the organizational commitment. In the methodological chapter, it’s applyed a survey previously tested and adapted to the Portuguese reality by Nascimento, Lopes e Salgueiro (2008), which is based on Meyer & Allen's (1997) organizational model of organizational commitment to assess the degree of commitment of workers. To assess the employees' perception of the HRMP of the organization it’s used a questionnaire tested and applied by Esteves (2008). The results of this research showed some consistency with previous empirical studies. An analysis to the organization's HRMP revealed signs of the existence of HPWP in the organization, at the exception of the practice of remuneration. Regarding the organizational commitment, it was verified that the affective commitment has a positive average correlation with the calculative commitment, and a substantial positive correlation with the normative commitment, in turn the calculative commitment had a substantial positive correlation with the normative commitment. This results are consistent with the results found by Meyer and Allen (1997), Meyer, J. P., Stanley, D. J., Herscovitch, L., e Topolnytsky, L. (2002), Meyer and Herscovitch (2001) and Nascimento (2010). Overall, the results suggest the presence of affective commitment within the workers of the organization in study. It’s enfatized the correlation found between the organizational commitment and the age variable, which was determined also by the authors Meyer et al. (2002), Meyer and Allen, (1997), Steers (1977) and Mathieu and Zajac (1990). There were also found significant correlations between HRMP and organizational commitment, which is consistent with that argued by McElroy (2001) and Meyer and Allen (1997).
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Francisco, Nazaré da Viegas. "Práticas de gestão de recursos humanos no setor bancário: estudo de caso na Caixa Geral de Depósitos (CGD)." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2017. http://hdl.handle.net/10400.26/19904.
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Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de
Mestre em Gestão Estratégica de Recursos HumanosA gestão de recursos humanos é uma abordagem em ascensão e em constante mutação, exigindo-se às empresas capacidade de atração, motivação e retenção de recursos humanos. O presente estudo tem como objetivo analisar e refletir sobre as Práticas de Gestão de Recursos Humanos do Setor Bancário, especificamente na Caixa Geral de Depósitos - CGD. Este trabalho visa perceber se as denominadas práticas de trabalho de elevado desempenho estão presentes na CGD; analisar a importância e impacto destas práticas nas suas várias dimensões; analisar a influência que as características sociodemográficas e profissionais dos trabalhadores têm nas práticas de trabalho de elevado desempenho. O estudo integra, ao nível teórico uma reflexão sobre a evolução da gestão de recursos humanos, a gestão estratégica de recursos humanos e as práticas de gestão de recursos humanos, nomeadamente as práticas de trabalho de elevado desempenho. Ao nível metodológico, para avaliar a perceção dos trabalhadores da CGD sobre as práticas de gestão de recursos humanos na organização, utilizámos o questionário aplicado e testado por Esteves (2008). O questionário foi respondido por vinte trabalhadores daquela organização. Os resultados obtidos sobre as práticas de trabalho de elevado desempenho confirmam que as mesmas estão presentes na CGD, e que esta se preocupa com a gestão de pessoas, sendo que os trabalhadores dão sobretudo importância à avaliação de desempenho, à segurança no emprego e ao acesso à informação. De uma forma geral, a Instituição utiliza todas as práticas referidas, verificando-se, no entanto, que as práticas de remuneração e as oportunidades de carreira são pouco valorizadas pela perceção dos trabalhadores.
Human resources management is an ascending and ever-changing approach, requiring companies to attract, motivate and retain human resources. The present study aims to evaluate the Human Resources Management Practices of the Banking Sector: a case study at Caixa Geral de Depósitos - CGD. Our aim was to understand if the denominated high performance work practices are present in the CGD; analyze the importance and impact of these practices in their various dimensions; to analyze the influence that the sociodemographic and professional characteristics of the workers have on the high performance work practices. The study includes, at the theoretical level, a reflection of the evolution of human resources management, strategic human resource management and human resource management practices, including high performance work practices. At the methodological level, we used the questionnaire applied and tested by Esteves (2008) to evaluate the CGD workers' perception of human resource management practices in the organization. The questionnaire was answered by twenty workers of that organization. The results obtained on high performance work practices confirm that they are present at CGD, and that it is concerned with people management, with the emphasis on performance assessment, job security and access to information. In general, the Institution uses all the mentioned practices, but it is verified that the remuneration practices and the career opportunities are little valued by the perception of the workers.
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Mota, Maria Fernanda Vicente. "Gestão de Recursos Humanos: as práticas de trabalho de elevado desempenho no setor segurador." Master's thesis, Instituto Politécnico de Setúbal. escola Superior de Ciências Empresariais, 2014. http://hdl.handle.net/10400.26/8505.
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Dissertação apresentada para o cumprimento dos requisitos necessários à obtenção do grau
de
Mestre em Gestão Estratégica de Recursos HumanosO presente estudo tem como objetivo geral analisar as práticas de gestão de recursos humanos como fatores de influência no desempenho de uma empresa do setor segurador, do ramo não vida, especializada em seguros de saúde. Como objetivos específicos pretende-se caracterizar as práticas de gestão de recursos humanos da empresa, identificar se as práticas de trabalho de elevado desempenho (PTED) estão presentes no seu contexto organizacional, identificar quais as PTED que contribuem para o elevado desempenho, analisar se existe uma diferenciação de práticas de gestão de recursos humanos, dentro da mesma empresa, para grupos funcionais distintos e identificar se a gestão dos recursos humanos está articulada com a estratégia da empresa. Do ponto de vista metodológico foi utilizada a metodologia do estudo de caso. As técnicas de recolha de informação sustentaram-se no inquérito por questionário aplicado aos trabalhadores da empresa, na realização de entrevistas aos responsáveis de Recursos Humanos e na análise documental. Os resultados obtidos indiciam que o setor de atividade em que a empresa está integrada promove a adoção de práticas de trabalho de elevado desempenho, nomeadamente no que refere ao acesso à informação, às oportunidades de participação, avaliação de desempenho e ao desenvolvimento de competências dos trabalhadores. Adicionalmente, verificou-se que os trabalhadores que exercem funções de coordenação assumem um papel importante na implementação da estratégia e na consecução dos objetivos da empresa. Este estudo contribuiu para evidenciar as práticas de gestão de recursos humanos de elevado desempenho utilizadas no setor segurador, bem como sustentar que as mesmas práticas, desde que articuladas com a estratégia da organização, podem estar associadas ao desempenho organizacional.
Abstract: The general aim of this study is to analyse human resources management practices as factors influencing the performance of a company in the insurance sector, in the non-life branch, specialising in health insurance. The specific aims are to characterise the human resources management practices of the company, to identify if high performance work practices (HPWPs) are present in the organisational context, to identify which HPWPs contribute to high performance, to analyse if there are different human resources management practices in the same company for different functional groups and to identify if human resources management is linked to the company strategy. The methodology used was the case study methodology. The information gathering techniques were based on administering a questionnaire to company employees, holding interviews with Human Resources managers and document analysis. The results obtained indicate that the business setor the company operates in encourages the adoption of high performance work practices, in particular with regard to access to information, opportunities for participation, performance assessment and the development of employee skills. In addition, it was found that the employees with duties of coordination play an important role in the implementation of the strategy and in achieving the company’s objectives. This study contributed to showing the high performance human resources management practices used in the insurance sector, as well as to proving that these practices can be associated with organisational performance, provided that they are linked to the organisation strategy.
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Stephens, Paul Raymond. "SMALL BUSINESS AND HIGH PERFORMANCE MANAGEMENT PRACTICES." University of Cincinnati / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=ucin980273551.
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Klein, Jan, Joel Cutcher-Gershenfeld, and Betty Barrett. "Implementation Workshop: High Performance Work Organizations." Massachusetts Institute of Technology, 1997. http://hdl.handle.net/1721.1/7334.
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Since the rise of the industrial revolution, there are few challenges that compare in scale and scope with the challenge of implementing lean principles in order to achieve high performance work systems. This report summarize key insights and learning by representatives from a cross section of organizations who are on this journey. Specifically, we report on findings from the first Lean Aircraft Initiative (LAI) Implementation Workshop, which was held on February 5-6, 1997.
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Arendse, Lenwhin. "Understanding the association between high performance work systems andorganisational performance." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52434.
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Understanding the relationship between high performance work systems (HPWS) and
organisational performance is becoming increasingly important to gain and sustain a
competitive advantage. In the current challenging economic climate, organisations are facing
major challenges to do more with less. Thus, the investments in resources such as people are
increasingly under scrutiny to provide returns on investment. HPWS have been positively
associated with organisational performance, but organisations are not reaping the full benefits
of HPWS. Both managers as well as HR professionals can gain from a deeper understanding
of HPWS and the link to organisational performance.
The research investigated HPWS through the use of semi-structured interviews. The ten
respondents were all highly experienced, senior HR professionals who provided valuable
insights and opinions into the complex relationship between HPWS and organisational
performance.
The valuable insights and experiences, shared by the respondents, allowed for the
development of a management model of the organisational factors that influence the
effectiveness of HPWS. The results of the research could contribute to managers and HR
professionals in contributing to the management of HPWS.Mini Dissertation (MBA)--University of Pretoria, 2015.
sn2016
Gordon Institute of Business Science (GIBS)
MBA
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Ahmad, Mansoor. "The diffusion of high performance workplace practices in Pakistan and their performance associations." Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/the-diffusion-of-high-performance-workplace-practices-in-pakistan-and-their-performance-associations(411a7328-5b9b-4b83-a96c-ed2b08017c7c).html.
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The topic of high performance workplace practices and their impact on organizational performance has been extensively researched in US and UK. Increasingly evidence with regard to diffusion of high performance workplace practices is emerging from fast developing Asian economies. However, very little is known about the state of diffusion of high performance workplace practices in Pakistan, a South Asian economy on route to industrialization. This study attempts to explore the diffusion of high performance workplace practices among the multinational and local firms in the important industrial sectors of banking, information technology and pharmaceutical in Pakistan that are characterized by high level of inward foreign direct investment. Recently the Pakistani Government has passed laws to encourage greater use of HPWS practices amongst domestic firms. This study compares the prevalence of HPWS practices in domestic firms to that in multinationals. MNCs are chosen as a competitor because they have been seen as being at forefront of HPWS use. First of all, the study explored an overall diffusion of high performance workplace practices in Pakistan and determined the state of differences with regard to diffusion of the practices between the establishments of multinational and local firms. Secondly, the study further explored the differences by taking into account the role of control variables such as age, size, percentage of non-managerial employees and nature of business at the establishment. The most important argument underpinning the high performance paradigm is that practices have substantial impact on human resource and performance outcomes of a firm. Thus the third objective of the study was to test and report the association of individual practices with various performance outcomes for a sample of local firms in Pakistan. The study observed whether such claims are valid for the local Pakistani establishments that implement such practices in hope of achieving better performance outcomes. The study found that a number of practices had a consistent and significant association with various performance outcomes across the industrial sectors in Pakistan. The results of the study suggest that latest innovations in human resource management in advanced industrial economies have fast spread among establishments in Pakistan. Moreover the results also suggest that arguments of high performance theory, in particular the universalistic/ best practice model hold ground when it comes to the diffusion of such practices in developing economies such as Pakistan with some caveats.
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Rankin, Amy. "Resilience in High Risk Work : Analysing Adaptive Performance." Licentiate thesis, Linköpings universitet, Interaktiva och kognitiva system, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-90726.
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In today’s complexsocio-technical systems it is not possible to foresee and prepare for allfuture events. To cope with the intricacy and coupling between people,technical systems and the dynamic environment people are required tocontinuously adapt. To design resilient systems a deepened understanding ofwhat supports and enables adaptive performance is needed. In this thesis two studiesare presented that investigate how adaptive abilities can be identified andanalysed in complex work settings across domains. The studies focus onunderstanding adaptive performance, what enables successful adaptation and how contextual factors affect the performance. The first study examines how acrisis command team adapts as they lose important functions of their teamduring a response operation. The secondstudy presents a framework to analyse adaptive behaviour in everyday work wheresystems are working near the margins of safety. The examples that underlie theframework are based on findings from focus group discussion withrepresentatives from different organisations, including health care, nuclear,transportation and emergency services. Main contributions of this thesis includethe examination of adaptive performance and of how it can be analysed as ameans to learn about and strengthen resilience. By using contextual analysis enablersof adaptive performance and its effects the overall system are identified. Theanalysis further demonstrates that resilience is not a system property but aresult of situational circumstances and organisational structures. Theframework supports practitioners and researchers in reporting findings,structuring cases and making sense of sharp-end adaptations. The analysismethod can be used to better understand system adaptive capacities, monitoradaptive patterns and enhance current methods for safety management.
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Fuller, Beverly. "Motivation for high performance in entrepreneurial work roles." Diss., University of Pretoria, 2019. http://hdl.handle.net/2263/76039.
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Purpose – Extensive prior research has highlighted the correlates of basic need satisfaction and autonomous motivation in the workplace, where the satisfaction of such needs positively impacts a variety of work outcomes, including performance. In entrepreneurial work roles, however, where pay is largely or wholly contingent upon performance (pay for performance, or PFP), the question remains whether these same relationships are evident. The purpose of this paper is to examine these relationships in entrepreneurial work roles, where PFP is a critical extrinsic motivating factor.
Design/methodology/approach – Using a quantitative research design, data were collected from real estate agents across all provinces of South Africa. The data consists of responses from 255 participants.
Findings – The findings showed an association between the satisfaction of the basic psychological needs and integrated regulation. All other hypothesised associations between the needs, motivation, and performance were not supported. The study raises the question as to whether contingency pay negates or facilitates autonomous motivation and performance, and opens the door for further research in this field.
Research limitations/implications – The study focuses on one type of PFP and entrepreneurial work role, and further studies will be required to generalise the findings to other contexts.
Originality/value – The application of self-determination theory to entrepreneurial work roles is a nascent field and is characterised differently to traditional work contexts, most specifically insofar as pay structures go, which offers a different perspective from an extrinsic motivation perspective.Mini Dissertation (MBA)--University of Pretoria, 2019.
pt2020
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Velasquez, Nicole Forsgren. "An Examination of Work Practices and Tool Use in High Risk Environments." Diss., The University of Arizona, 2008. http://hdl.handle.net/10150/195045.
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This research presents an in-depth investigation and description of a single user group, system administrators. Following an overview of these computing professionals and their complex, risky work environment, system administrator work practices were investigated using data collected from previous experience, interviews, a usability study, and the literature. This research contributes to existing knowledge by presenting an analysis of system administrator work practices and identifying them as broker technicians. As such, many of the findings of this study may apply to other broker technicians. Because the work of system administration is so dependent upon technology and the way sysadmins access and control that technology, investigations of tool use were then studied. Through an analysis of work practices related to tool use, attributes important to system administrator work practices were identified. These attributes fell into two categories: information quality (currency, completeness, accuracy, format, logging, and verification) and system quality (reliability, flexibility, integration, accessibility, speed, scriptability, credibility, situation awareness, and monitoring).This research proposes the use of Wixom and Todd's (2005) integrated user satisfaction model in the context of system administration. This theoretical model provides an opportunity to link the identified characteristics with system administrator beliefs and tool usage. This research contributes to existing knowledge by identifying information and system quality attributes important to system administrators, and empirically testing the modified user satisfaction model in the untested context of system administration. The user satisfaction model was found to be significant and predictive of system administrator tool use behaviors, with two information quality attributes (accuracy and verification) and two system quality attributes (reliability and credibility) significant.
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Azzaro, James Anthony. "Understanding a high-performance university development organization leadership and best practices /." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1110456917.
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Thesis (Ph. D.)--Ohio State University, 2004.Title from first page of PDF file. Document formatted into pages; contains xvi, 471 p.; also includes graphics (some col.). Includes bibliographical references (p. 416-428). Available online via OhioLINK's ETD Center
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Crawford, Sarah. "A field study of schedulers in industry : understanding their work, practices and performance." Thesis, University of Nottingham, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.326778.
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Do, Hoa. "High-performance work systems and organisational performance : evidence from the Vietnamese service sector." Thesis, Aston University, 2017. http://publications.aston.ac.uk/30340/.
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Despite the plethora of research scrutinising the role of high performance work systems (HPWS) in enhancing organisational performance, there is little consensus about the structure of these systems and processes underlying its relationship to organisational and individual outcomes. This research therefore advances the existing literature by conducting a more in-depth study of how and why HPWS relate to organisational performance. In particular, I adopt the mixed methods approach to uncover unexplored issues regarding the efficacy of HPWS on organisational performance. The qualitative phase of research examines managers‟ perceptions of HPWS in Vietnamese service organisations, based on a sample of 17 semi-structured interviews as many firms. The interview protocol is deployed as a rough guide to the discussion, and the data are analysed through content analysis. The findings demonstrate that HPWS have been pursued and valued by Vietnamese organisations. The interviewees help to conceptualise the construct of HPWS in the Vietnamese context and provide evidence that the use of HPWS impacts both employee outcomes (e.g., employee attitudes, behaviours, creativity, productivity), and organisational performance (e.g., firm growth, profit growth and market performance). The evidence also establishes a linkage between HR practices and organisational innovation. Despite the small sample size, the in-depth data reveal useful insights regarding the prevalence of HPWS in the Vietnamese context and form the foundation for validating a scale for HPWS for the research context. The quantitative phase of research develops a multilevel model of how HPWS influences both individual- and firm-level performance, based on self-determination theory, AMO theory and componential theory of creativity. Using a multilevel data set of 56 service firms (109 managers, 526 employees working with 153 supervisors), the M-plus software (Version 7.3) is adopted to test the hypothesized multilevel structural equation models. The findings demonstrate that the proposed hypotheses are mostly supported at the levels of analysis. At the firm-level, (1) collective human capital, climate for initiative and climate for psychological safety partially mediate the relationship between HPWS execution and firm-level innovation; and (2) the relationship between firm-level innovation and firm market performance is moderated by environmental uncertainty. At the individual-level, (1) trust in management and trust in supervisor partially mediate the relationship between HPWS perception and employee creativity; and (2) the relationship between trust in management and trust in supervisor and employee creativity is not positively moderated by employee psychological empowerment. At the cross-level, (1) HPWS execution positively influences HPWS perception; (2) the relationship between HPWS execution and trust in management, trust in supervisor is partially mediated by HPWS perception; (3) employee creativity, in turn mediates the relationship between trusts in management and supervisor, and firm-level innovation; (4) and firm-level innovation mediates the link between employee creativity and firm market performance. The findings highlight the importance of new mechanisms including mediating and moderating components (i.e., trusts in management and supervisor, creativity and environmental uncertainty) in the HPWS – performance relationship. By analysing the mixture of qualitative and quantitative data, the current study enriches our understanding of the underlying mechanisms through which HPWS influences organisational performance outcomes.
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Bohme, Heinrich Martin. "A critical review of best practices for a high-performance organisational design." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50244.
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Thesis (MBA)--Stellenbosch University, 2005.ENGLISH ABSTRACT: The 21st century is marked by unprecedented changes in technology, political and economic systems, and societal demands, that call for leadership that can develop an organisation's human capacity, structure and functions to perform effectively in a highly dynamic environment. Ever more organisations are required to combine operational effectiveness with strategic flexibility, and organisations with hierarchies, bureaucracies, and many levels of review and approval seem to be incapable of fast response to the new business needs. Information technology (IT) offers additional variables that, when combined with considerations of structure, people, and tasks, can help design more responsive organisations. However, few organisational leaders know how to correct the situation when their organisations are not working well. This study presents IT as the greatest driver of organisational and societal change. Information technology can support different forms of organisational design to cope with the increasing complexity and conflicting demands of today's dynamic business environment. The onus is on management to align the organisational structure with its strategy to improve organisational performance. However, organisations and workplaces differ, and consequently their appropriate work organisation technologies differ. The changes in IT and market structures have shifted the competition from a single organisation to a network scope, resulting in a need for new organisational strategies and structures. Traditional forms of organisation are often deemed inefficient, but this research suggests that leaders should be willing to learn from the past, such as the nature of control issues in work, the importance of infrastructure and design, and that both traditional and new forms are necessary to adapt to the conflicting demands of today's business environment. Most organisations today are still hierarchical with some form of top-down structure, but it remains essential that some people are leaders and others are followers to prevent anarchy in an organisation. Simply eliminating hierarchical structures does not result in more responsive organisations, and thus "healthy hierarchies" should be designed to allow flexibility within a hierarchical structure. Emerging concepts and models of organisation thus rarely completely replace earlier ones, but instead try to create a richer context within which to reinterpret the earlier concepts and their role in a broader, more complex framework. Organisations cannot be represented as "pure" forms, but should be seen as dynamic systems that consist out of clusters of segments, where each segment can be represented as a pure form of organisation. Organisations should be able to gain a competitive advantage if management is able to combine difficult-to-combine attributes, and to design an organisation with different forms to face internal and external challenges. A framework is presented to help practitioners to design or redesign their organisations according to best practices. The framework incorporates the influence of IT on the business environment and the organisation, the concept of a "healthy" hierarchy, the commitment of the key stakeholders to organisational change, and tests to design an organisation according to four fit drivers (product-market strategies, corporate strategy, people, and constraints) and five good design principles.
AFRIKAANSE OPSOMMING: Die 21ste eeu is gekenmerk deur ongekende veranderinge in tegnologie, politiese en ekonomiese stelsels, en sosiale eise. Leiers moet dus 'n organisasie se menslike kapasiteit, struktuur en funksies kan ontwikkel om effektief in 'n hoogs dinamiese omgewing te kan opereer. AI hoe meer organisasies word vereis om operasionele effektiewiteit met strategiese buigsaamheid te kombineer, en organisasies met hierargieë, burokrasieë, en baie vlakke van hersiening en goedkeuring blyk nie in staat te wees om vinnig te reageer op die nuwe besigheidsvereistes nie. Informasie tegnologie (IT) bied addisionele veranderlikes wat kan help om beter reagerende organisasies te ontwerp met inagneming van struktuur, mense, en werk. Min leiers weet egter hoe om die situasie te verbeter wanneer hulle organisasie nie goed presteer nie. Hierdie studie stel IT voor as dié grootste drywer van organisatoriese en sosiale verandering. Informasie tegnologie ondersteun verskillende vorms van organisatoriese ontwerp wat voldoen aan die stygende kompleksiteit en teenstrydige vereistes van vandag se dinamiese besigheidsomgewing. Die onus rus egter op die bestuur om die struktuur van die organisasie in lyn te bring met sy strategie van verhoogde prestasie. Organisasies en werksplekke verskil, en gevolglik sal die toepaslike tegnologieë vir die organisasie van werk ook verskil. Die veranderinge in IT en markstrukture het kompetisie verskuif van 'n enkelorganisasie na 'n netwerk toe, wat 'n behoefte vir nuwe organisatoriese strategieë en strukture tot gevolg gehad het. Tradisionele vorms van organisasie word gereeld as ondoeltreffend bestempel, maar hierdie studie stel voor dat leiers moet gewillig wees om uit die verlede te leer, soos die aard van beheerkwessies by die werk, die belangrikheid van infrastruktuur en ontwerp, en dat beide tradisionele en nuwe vorms nodig is om aan te pas by die teenstrydige vereistes van vandag se besigheidsomgewing. Die meeste organisasies is vandag steeds in een of ander vorm hierargies gestruktureerd van bo na onder, maar dit bly nietemin noodsaaklik dat sekere mense leiers is en ander volgelinge om anargie in 'n organisasie te vermy. Deur slegs hierargiese strukture te verwyder sal nie tot 'n meer responsiewe organisasie lei nie, en dus behoort "gesonde hierargieë" ontwerp te word om buigsaamheid binne 'n hierargiese struktuur toe te laat. Opkomende konsepte en modelle van organisasie vervang gevolglik selde die voriges, en probeer eerder 'n ryker konteks te skep, waarbinne die vorige konsepte en hulle rol in 'n breër, meer komplekse raamwerk geherinterpreteer kan word. Organisasies kan nie as "suiwer" vorms voorgestel word nie, maar eerder as dinamiese stelsels bestaande uit groepe segmente, waar elke segment 'n suiwer vorm van organisasie verteenwoordig. Organisasies behoort dus 'n mededingende voordeel te trek, as die bestuur in staat is om moeilik kombineerbare eienskappe te kombineer, en 'n organisasie met verskillende vorms te kan ontwerp wat interne en eksterne uitdagings trotseer. 'n Praktiese raamwerk word voorgestel om organisasies te ontwerp en te herontwerp volgens beste gebruike. Die raamwerk inkorporeer die invloed van IT op die besigheidsomgewing en die organisasie, die konsep van 'n "gesonde" hierargie, die verbintenis van alle sleutelinsethouers tot verandering van die organisasie, en toetse om 'n organisasie te ontwerp volgens vier pasdrywers (produk markstrategieë, besigheidstrategie, mense, en beperkinge) en vyf goeie ontwerpbeginsels.
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Herde, Patrick William. "Marketing performance measurement: overview of approaches and practices for high technology firms." reponame:Repositório Institucional do FGV, 2004. http://hdl.handle.net/10438/5685.
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Previous issue date: 2004-11-08T00:00:00ZA June 2004 survey by the CMO Council of 320 senior marketing executives indicated that few high techcompanies (Iess than 20%) to date had developed meaningful, comprehensive measures and metrics for their marketing organizations. In fact over 80% of the companies surveyed expressed dissatisfaction with their ability to benchmark marketing programs business impact and value. However, the survey also revealed that companies that establish a formal, comprehensive measurement program achieve superior financiai returns and have higher CEO confidence in the marketing function. This thesis provides an overview of information required for marketing executives to understand and implement marketing performance measurement (MPM) processes at their organiza:tions. It 'surveys the latest issues facing marketers in the high technology industry regarding the demands for greater accountability, value of measurement for improving marketing processes, initiatives to determine marketing return on investment (MROI), and the importance of marketing measures in corporate reporting. The thesis makes a case ,for MPM by outlining the benefits of measurement for both marketers and the corporation. The work then scopes 'some general marketing measurement concepts and delves into approaches to MPM as proposed by industry, academics, and analysts. Finally, the thesis enumerates a: few practices that every high tech marketer should explore when adopting MPM. 'fhe tips are generalized, but should familiarize any CMO, vice president, or director of marketing who is tasked with bringing greater accountability to her organization with a general overview of what's needed to enable measurement processes and rigor with regards to MPM.
Um levantamento de 320 executivos de marketing feito pelo Conselho CMO e divulgado em junho de 2004 indicou que poucas companhias de alta tecnologia (menos de 20% das empresas entrevistadas) têm desenvolvido medidas e métricas úteis e expressivas para as suas organizações de marketing. Porém a pesquisa também revelou que companhias que estabeleceram medidas formais e compreensivas atingiram resultados financeiros superiores e tiveram mais confiança do CEO na função de marketing. Esta dissertação provê uma visão geral da informação precisa para executivos de marketing entenderem e implementarem processos para medição de performance de marketing (MPM) em suas organizações. Ela levanta questões para gerentes de marketing na industria de alta tecnologia com respeito às demandas para maior responsabilidade final, valor de medição para o melhoramento dos processos de marketing, iniciativas para determinar a lucratividade dos investimentos em marketing, e a importância das atividades de marketing nos relatórios corporativos. Esta dissertação defende a implementação de MPM, mapeando seus benefícios de medição para ambos gerentes de marketing e as suas empresas. o trabalho logo explora alguns conceitos gerais de medição de marketing e investiga algumas abordagens a MPM propostas pela industria, pela comunidade acadêmica, e pelos analistas. Finalmente, a dissertação descreve algumas práticas que todo gerente de marketing na industria de alta tecnologia deve considerar quando adotando MPM. As sugestões são gerais, mas devem familiarizar o leitor com as informações precisas para habilitar processos e rigor na sua organização com respeito a MPM.
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Yunus, Suhaer. "High performance HR practices and employee wellbeing : a theoretical and empirical investigation." Thesis, Cardiff University, 2016. http://orca.cf.ac.uk/94754/.
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The prime objective of this study is to determine whether employer attempts to introduce high performance work practices is associated with mutual gains for both employees and employers or intensifies the labour process to the disadvantage of employees, by analysing the relationships between high performance HR (HP-HR) bundles, perceived job demands and employee well-being. As perceived job demands (work intensification) are central to the debate within the HRM literature, the study proposes that they are likely to be an important mediating mechanism between the HP-HR bundles and employee well-being. Perceived workplace resources (job control, managerial support and family support) are introduced as moderators of the mechanism between perceived job demands and employee well-being. Drawing on data from 2011 Workplace Employment Relations Survey (WERS), the path analysis convention of structural equation modelling is used for analysis. The findings suggest that the linking mechanisms between the HP-HR bundles and well-being are complex, and vary in relation to different types of bundle. Neither a mutual gains nor a labour process perspective solely accounts for the complexities of this association. Job resources significantly reduce the negative impact of perceived job demands and improve well-being. HP-HR bundles, generally, impact negatively on perceived job demands and employee well-being. The empirical findings show that: 1) The skills and ability-enhancing bundle increases job-related anxiety and depression, but, otherwise, does not have a significant relationship with well-being directly or indirectly through perceived job demands. 2) The motivation-enhancing bundle reduces perceived job demands, but has no significant direct association with well-being. 3) The opportunity-enhancing bundle improves overall employee well-being, but simultaneously intensifies the labour process. 4) The commitment-enhancing bundle increases both anxiety and perceived job demands, and reduces both job satisfaction and organisational commitment. 5) Perceived job demands reduce the perceived sense of well-being. 6) Perceived job demands are negative mediators of the relationship between both the opportunity-enhancing and commitment-enhancing bundles and employee well-being. 7) Perceived job demands are positive mediators of the relationship between the motivation-enhancing bundle and employee well-being. 8) Perceived job control reduces the negative influence of job demands and improves well-being. 9) Perceived managerial support buffers job demands and reduces both job-related anxiety and depression. 10) Perceived family support moderates the negative influence of job demands and improves job-related anxiety, depression and job satisfaction, but does not have a significant relationship with organisational commitment. Overall, the research indicates that current HRM models are too simplistic to capture the complex nature of the HP-HR/well-being association, and require an integrated framework incorporating both mediating and moderating factors that guide this association. The balance between job stressors and job resources is the crucial missing link that increases our understanding of the most debated differential impact of HP-HR on employee well-being.
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Walker, Cheryl. "Myth busting: high-performance students rarely prefer to work alone." Thesis, McGill University, 2010. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=95208.
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Through the topic of cooperative and collaborative learning, the need for refinement of definitions and expanded methodologies is identified. Past research narrowly focused on only one or two variables of interest, often ignored contextual variables, and has been limited by the use of forced-choice survey data. Research that adopts a social-learning or social-constructivist theoretical framework can help to overcome some of these limitations by considering the context of the learning environment and taking into account individual differences. Some research has moved in this direction, although more is needed that integrates such theories into both research questions and methodology. The current study expands on this research to determine some of the more nuanced learning preferences of these students. Sixty-nine high- and average-performance students in Grade 5 and Grade 6 participated. A questionnaire comprising 26 locally-developed items, including some items adapted from previous learning-style related research, addressed students learning preferences. Nine students were interviewed after the completion of the questionnaire to gather further information regarding their answers. Although there were some indications of a preference for high-ability students to work alone, there was substantial evidence to support their preferences for working with others. These preferences were quite complex and varied depending on the learning situation. Sex differences also emerged.Le besoin de peaufiner les définitions et les méthodologies développées est identifié par le biais de l'apprentissage par coopération ou collaboration. Dans le passé, la recherche s'est surtout consacrée à l'étude d'une ou deux variables d'intérêt, ignorant fréquemment les variables contextuelles, et s'est trouvée limitée par l'utilisation de réponses imposées par le questionnaire. La recherche adoptant un point de vue théorique lié à l'apprentissage social ou au socio-constructivisme peut aider à passer outre certaines de ces limitations en considérant le contexte de l'environnement d'apprentissage et en tenant compte des différences individuelles. Quelques travaux ont déjà exploré ces pistes, quoiqu'il faille pousser plus loin afin d'intégrer pareilles théories dans les questionnaires de recherche ainsi que dans la méthodologie. La présente étude approfondit ce domaine de recherche afin de déterminer quelles sont les préférences plus nuancées dans l'apprentissage chez ces élèves. Soixante-neuf étudiants de cinquième et sixième années primaires situés dans la moyenne ou à un niveau supérieur y ont participé. Un questionnaire de 26 questions élaborées localement, incluant certaines questions tirées de l'ancienne méthode de recherche dans le domaine, abordait les méthodes d'apprentissage préférées des élèves. Neuf étudiants ayant rempli le questionnaire ont ensuite été interviewés afin d'amasser plus d'information au sujet de leurs réponses. Quoiqu'il appert que les élèves plus performants préfèrent travailler seuls, les données colligées ont aussi montré une tangente préférentielle au travail avec les autres. Ces préférences étaient assez complexes, et dépendaient de la situation d'apprentissage. Des différences liées au sexe des participants ont aussi émergé.
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Okhawere, Paulson Young Ofenimu. "High performance work systems and workplace safety : a multilevel approach." Thesis, Aston University, 2016. http://publications.aston.ac.uk/30083/.
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Research in workplace safety has focused on either the physical approach that emphasizes ergonomic design of the environment and work-related equipment, an environmental approach that emphasizes potential hazards such as noise, toxins, and temperature, or a behavioural approach that emphasizes changing employee behaviours that are deemed to be responsible for workplace incidents such as accidents, injuries, fatalities, and safetyrelated events. I built on this research (i) to develop and validate an HPWS for safety scale, and (ii) to propose and test a model of processes through which unit level HPWS for safety influence individual level safety outcomes. This thesis reports the findings of four studies. Three of these studies focused on the development and validation of an HPWS for safety scale while the fourth study used the validated scale to examine the processes through which HR practices influence workplace safety. Data were analyzed using multilevel structural equation modelling (MSEM) with Mplus version 7.3. The findings revealed that (i) experienced HPWS for safety directly relates to safety behaviours and also indirectly through safety knowledge and safety motivation, (ii) experienced HPWS for safety relates to both safety-specific events and workplace injuries through a mediational chain of safety knowledge and safety compliance, (iii) experienced HPWS for safety relates to workplace injuries through a mediational chain of safety knowledge and safety initiative, (iv) experienced HPWS for safety relates to both safety-related events and workplace injuries via safety motivation and safety compliance, (v) the use of HPWS for safety significantly related to unit safety climate, (vi) the use of HPWS for safety significantly related to experienced HPWS for safety while unit-level safety climate moderated the safety knowledge-safety compliance relationship. Lastly, the findings provide support for the psychometric properties of the scale. I also discussed the theoretical and practical implications of the findings, highlighted the study’s strengths and limitations, and then mapped out some directions for future research.
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Sandberg, Natalia. "On the Machinability of High Performance Tool Steels." Doctoral thesis, Uppsala universitet, Tillämpad materialvetenskap, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-172427.
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The continuous development of hot forming tool steels has resulted in steels with improved mechanical properties. A change in alloying composition, primarily a decreased silicon content, makes them tougher and more wear resistant at elevated temperatures. However, it is at the expense of their machinability. The aim of this study is to explain the mechanisms behind this negative side effect. Hot work tool steels of H13 type with different Si content were characterised mechanically, and evaluated analytically and by dedicated machining tests. Machining tests verified that materials with low Si content displayed reduced machinability due to their stronger tendency to adhere to the cutting edge. Three hypotheses were tested. The first hypothesis, that the improved toughness of the low Si steels is the reason behind their relatively poor machinability, was rejected after machining tests with one low Si steel heat treated to the same relatively low toughness as conventional hot work tool steels. The second hypothesis, that a change in oxidation properties, also associated with the change in Si composition, lies behind the reduced machinability was investigated by dedicated tests and evaluations. It was found that the oxide thickness increased with reduced Si content and that there was an enrichment of Cr at the oxide/steel interface. The differences in oxide thickness and the possible differences in oxidation properties may influence the machinability of the materials through their different abilities to adhere to the cutting edge. The third hypothesis, that a high enough temperature to initiate phase transformation from ferrite to austenite is generated during machining of the tool steels, was also investigated. This may lead to a reduced machinability because higher austenite content is directly related to higher compressive stresses and higher cutting forces. This causes accelerated tool wear. This hypothesis was verified by ThermoCalc calculation of austenite content in the steels, which showed a good agreement with Gleeble compression tests and cutting force measurements. This thesis confirms that a reduced Si content in conventional H13 steel improves the toughness, reduces the oxidation resistance and lowers the ferrite-to-austenite transformation temperature. The reduction in austenite temperature is probably the most important factor behind the reduced machinability.
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Abrahams, M. F. "The beehive of organisational excellence : entrenching workplace practices that lead to high performance." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53088.
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Thesis (MBA)--Stellenbosch University, 2002.ENGLISH ABSTRACT: For the past two decades or so we have been witnessing the dawn of the information age. The technological revolution that typifies this era is proceeding at a rate unparalleled by the advances of previous eras. This technological advancement has spawned what is called the New Economy, where the currency is information and the watchword is speed. The New Economy is global, knowledge-driven, and highly competitive. It has forever changed the competitive landscapes of many industries, combined others into new industries, and has even created entirely new industries. The New Economy poses many new challenges for organisations that strive for excellence. Amongst other things, globalisation and rapid advances in technology are constantly raising performance level benchmarks on all fronts. This means that organisations striving for excellence have to be stable yet agile, lean, responsive, innovative, efficient, customer-focused, and profitable. In addition, the pressure on organisations to democratise the workplace brings its own challenges. One such approach for organising for excellence is the Beehive model where minimum levels of performance have to be attained in each of seven interdependent areas: strategy, structures, people capacity, business disciplines, stakeholder commitment, pay and incentives, and change leadership. Taken out of context, these practices will not produce the desired improvements in performance. They need to be treated as a system where the practices fit with and support each other.
AFRIKAANSE OPSOMMING: Vir ongeveer die afgelope twee dekades ervaar ons die aanbreek van die informasie tydperk. Die tegnologiese revolusie, wat 'n kenmerk is van hierdie era, gaan voort met 'n tempo ongeewenaard met die vooruitgang van vorige eras. Hierdie tegnologiese vooruitgang het voortgebring wat die Nuwe Ekonomie genoem word, waar die geldeenheid informasie en die wagwoord spoed is. Die Nuwe Ekonomie is wereldwyd, kennis aangedrewe, en hoogs kompeterend. Dit het die kompeterende landskappe van baie industriee vir ewig verander, ander in nuwe industriee kombineer en selfs geheel en al nuwe industriee geskep. Die Nuwe Ekonomie lewer vele nuwe uitdagings op vir organisasies wat na uitmuntenheid streef. Om maar een te noem veroorsaak globalisasie en vinnige vooruitgang in tegnologie 'n konstante styging in prestasie vlak hoogtemerke reg deur die industrie. Dit beteken dat organisasies wat na uitmuntenheid streef stabiel, tog ook behendig, reagerend, vernuwend, effektief, klient gefokus en winsgewend moet wees. Daarmee saam bring die druk op organisasies om by die werkplek te demokratiseer sy eie uitdagings. Een so benadering vir organisering vir uitmuntendheid is die Beehive model waar minimum vlakke van prestasie in elke sewe interafhanklike areas behaal moet word: strategie, strukture, menslike kapasiteit, besigheids dissipline, insethouer toegewydheid, betaling en prestasielone, en oorgangsleiding. Uit konteks sal hierdie praktyke nie die gewensde verbeterings in prestasie behaal nie. Dit moet as 'n sisteem behandel word waar die praktyke mekaar pas en ondersteun.
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Burger, Petrus Frederik. "A high performance work system : making human capital the differentiating factor." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50252.
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Thesis (MBA)--Stellenbosch University, 2005.ENGLISH ABSTRACT: Workplaces around the world have recently experienced a wide variety of formal and informal changes in the organisation of work. The pace of change appears to have accelerated since the early 1990's with increased organisational restructuring efforts. New forms of work organisation, popularly labeled "high performance work systems' are reported in the academic and business literature. These workplace systems are characterised by more flexible job designs and work arrangements, team/group work, performance related compensation, greater information sharing and employee involvement in decision-making and cooperative labour-management relations to foster a participative enterprise culture. The general objective of the study is to define the work, organisational culture and human resources management processes and practices that will enable an organisation to make it's human capital the differentiating factor compared to it's competitors or similar organisations in the same industry. The research design consists of a literature study and the formulation of a strategy and implementation plan to transform the leadership behaviour and organisational culture of the organisation, based on experience with the implementation of leadership and culture interventions described in the literature. A clinical-descriptive approach was followed with data being collected to enable the researcher to propose a process to implement a high performance culture in the organisation. Recommendations for further research are made.
AFRIKAANSE OPSOMMING: Die werksomgewing het verskeie veranderinge ondergaan in die afgelope jare. Dit wil voorkom asof die tempo van verandering versnel sedert die begin van die 1990's met 'n toenemende aantal organisasie-herstrukturering wat plaasvind. Nuwe vorme van werksplekherstrukturering, onder 'n populere beskrywing van "hoogs presterende werksplekstelsels", word rapporteer in die bestuurs- en akademiese literatuur. Hierdie werksplekstelsels word gekenmerk deur meer buigsame posbeskrywings en samestelling van posinhoud, groter klem op die deel van inligting oor alle vlakke in die organisasie, groter werknemer betrokkenheid in die neem van besigheidsbesluite, asook samewerkende verhoudings tussen georganiseerde arbeid en die bestuur van die organissasie wat lei tot 'n meer deelnemende organisasie kultuur. Die doelstelling met hierdie studie is om die werkspraktyke, organisasie kultuur en mensbestuurpraktyke te definieer wat 'n organisasie in staat kan stel om sy menskapitaal te kan omskep in 'n onderskeidende element, in term van organisasie prestasie, in vergelyking met kompeterende maatskappye in dieselfde industrie. 'n Kwalitatiewe navorsingsontwerp is gebruik om verskeie klimaatstudies wat reeds binne die organisasie gedoen is, te ontleed en aan die hand van die literatuurstudie, is 'n voorstel gemaak van 'n implimenteringsprogram om die leierskap-gedrag en organisasie kultuur in die organisasie te verander. Aanbevelings vir toekomstige navorsing word aan die hand gedoen.
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Martinaityte, Ieva. "Leveraging employee creativity through high performance work systems : a multilevel perspective." Thesis, Aston University, 2014. http://publications.aston.ac.uk/24369/.
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Research has looked at single rather than a configuration of human resource management (HRM) practices to influence creativity so it is not yet clear how these practices synergistically facilitate creativity and organisational performance. I address this significant but unanswered question in a three-part study. In Study 1, I develop a high performance work system (HPWS) for creativity scale. I use Study 2 sample to test the validity of the new scale. In Study 3, I test a multilevel model of the intervening processes through which branch HPWS for creativity influences creativity and branch performance. Specifically, at the branch level, I draw on social context theory and hypothesise that branch HPWS for creativity relates to climate for creativity which, in turn, leads to creativity, and ultimately, to profit. Furthermore, I hypothesise environmental dynamism as a boundary condition of the creativity-profit relationship. At the individual level, I hypothesise a cross-level effect of branch HPWS for creativity on employee-perceived HPWS. I draw on self-determination theory and argue that perceived HPWS for creativity relate to need satisfaction and the psychological pathways of intrinsic motivation and creative process engagement to predict creativity. I also hypothesise climate for creativity as a cross-level moderator of the intrinsic motivation-creativity and creative process engagement-creativity relationships. Results of hierarchical linear modeling (HLM) indicate that ten out of the fifteen hypotheses were supported. The findings of this study respond to calls for HPWS to be designed around a strategic focus by developing and providing initial validity evidence of an HPWS for creativity scale. The results reveal the underlying mechanisms through which HPWS for creativity simultaneously influences individual and branch creativity leading to profit. Lastly, results indicate environmental dynamism to be an important boundary condition of the creativity-profit relationship and climate for creativity as a cross-level moderator of the creative process engagement-creativity.
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Gonçalves, Gizelda. "Gestão estratégica de recursos humanos o sistema das suas práticas e implicações nos resultados individuais : qual o papel do cumprimento do contrato psicológico? O caso das Agências Bancárias." Doctoral thesis, Instituto Superior de Economia e Gestão, 2009. http://hdl.handle.net/10400.5/3581.
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Doutoramento em GestãoA finalidade deste estudo é a exploração das relações entre o sistema de práticas de gestão de recursos humanos (GRH), cumprimento dos contratos psicológicos (CCPs) e resultados individuais (RES) dos colaboradores das Agências Bancárias em Portugal. Pretende-se com ele conhecer a influência da percepção do sistema de práticas de GRH, na relação entre os colaboradores e a organização, nomeadamente na sua percepção do CCPs e ainda, conhecer a influência da percepção do CCPs nas atitudes e comportamentos dos colaboradores das Agências Bancárias. Para a concretização destes objectivos procurou-se integrar a literatura de Gestão Estratégica de Recursos Humanos (GERH) e a dos contratos psicológicos (CPs). Pretende-se assim, estabelecer a ligação entre ambos os ramos da pesquisa, quer do ponto de vista teórico, quer empírico. Realizou-se o estudo empírico num Banco Comercial de origem portuguesa. A amostra é constituída por 797 colaboradores afectos à função comercial de 147 Agências Bancárias do referido Banco. A unidade de análise é o indivíduo. Verificou-se que a percepção que os colaboradores têm do sistema de práticas de GRH está dependente do CCPs, e é esta percepção do sistema de práticas de GRH que vai influenciar a satisfação (ST) e os comportamentos de cidadania organizacional (CCOs). O cumprimento das obrigações por parte da organização, são fundamentais para que os colaboradores tenham uma percepção positiva do sistema de práticas de GRH implementadas no Banco e a influência do CCPs nesses resultados faz-se através da percepção dessas práticas de GRH.
The main purpose of this study is the examination of relationships among HRM system practices, the fulfilment of the psychological contracts (PCFs) and the individual collaborator's performance in Bank Branches in Portugal. Our intention is to know the influence of HRM system practices perceptions, in relationship between the employees and the organization, particularly their perceptions in the collaborators attitudes and behaviours. For the embodiment of these purposes we integrated both literatures on SHRM and the psychological contract (PC). With this we intent to establish the connection between both fields of research, theoretical and empirical. The empirical study was conducted in a Portuguese Bank. The sample is constituted by 797 collaborators belonging to the commercial function of 147 bank Branches of the Portuguese Bank. The unit of analysis is the individual. On one hand, we find that the employee's perception of HRM system practice is dependent on the fulfilment of the psychological contracts (FPCs). On the other hand, it is the perception of HRM system practices that will influence satisfaction and organizational citizenship behaviours (OCBs). The obligations fulfilment of the part organization, are fundamental for the development of the employees positive perception of the HRM implemented in the Bank. The influence of PCs fulfilment originates the employee's perceptions of those practices system.
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Huff, Richard F. "Achieving High Performance in Local Government: Linking Government Outcomes with Human Resource Management Practices." VCU Scholars Compass, 2007. http://hdl.handle.net/10156/2064.
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Haghighat, Gisou E. "A Theoretical and Empirical Investigation of Reflective Practices in High Tech Organizations." Diss., Virginia Tech, 2020. http://hdl.handle.net/10919/97892.
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The practice of reflection on experience has been called a best practice for learning in organizations. Researchers have extensively studied the impacts of reflection on experience on improving productivity in areas of health and education. The results of these studies have shown that reflection on experience by individuals is indeed effective in enhancing practitioners' performance in the field. There has not, however, been much research on the process of reflection on experience by employees of organizations. This dissertation focused on enhancing the understanding of the process, structure, and underlying mechanisms of reflection on experience by employees in the high tech organizational environments. This dissertation is a multi-phase study. First, the systematic process of employee reflective practices in organizations was investigated by reviewing the literature, and a theoretical six-factor structure was proposed. Second, a literature-based assessment instrument was designed and administered, leading to the collection of data from 354 employees of different U.S.-based technology organizations. Third, an exploratory factor analysis extracted the empirical factor structure of reflective practices and contrasted it to the proposed theoretical construct. The collected data entailed demographic data, employee satisfaction, and teamwork perceptions as independent variables, where the reflective practices were the dependent variables. Regression analysis of the data highlighted associations between reflective practices and employee satisfaction, teamwork, as well as some of the collected demographic data. Finally, in the fourth phase, a system dynamics approach was applied to develop the first literature-based causal loop diagram of systematic reflective practices in organizations that shed light on reasons behind the failure of organizations to reflect. This study produced the first empirical factor structure of reflective practices, and an assessment instrument to explore the reflective practices of high-tech organizations. In addition, this study examined associations between reflective practices and employee and organizational characteristics. Finally, it provides a causal loop diagram that maps the mechanisms that reinforce or impede the practice of reflection on experience in organizations. This diagram can be used as a roadmap and a guide to improve and increase practitioners' reflective practices.Doctor of Philosophy
The practice of mental reconstruction of experience is called "reflection on experience," which has been called a best practice for learning in organizations. Researchers have extensively studied the impacts of reflection on experience on improving productivity in areas of health and education. The results of these studies have shown that reflection on experience by individuals is indeed effective in enhancing practitioners' performance in the field. There has not, however, been much research on the process of reflection on experience by employees of organizations. This dissertation will focus on enhancing the understanding of the process, structure, and underlying mechanisms of reflection on experience by employees in high tech organizational environments in a multi-phase study. First, the systematic process of employee reflective practices in organizations is investigated, and a theoretical six-factor structure is proposed. Next, the design and administration of a literature-based survey led to the collection of data from 354 employees of different U.S.-based technology organizations. Through analysis of the data, an empirical factor structure of reflective practices was extracted and was compared to the proposed theoretical construct. The analysis showed that reflective practices are associated with employee teamwork and employee satisfaction, where if the employee perceptions of teamwork or employee satisfaction increases, the employee's practice of reflection will increase as well. On the other hand, the analysis showed that the organizational unit's size and the employee's level of education is negatively associated with reflection. The larger the organization or, the higher the level of education of the employees, the less the overall level of reflection of the employees will be. Finally, a first causal loop diagram that maps the mechanisms that reinforce or impede the practice of reflection on experience in organizations was developed to be used as a roadmap and a guide to enhance organizations' learning and performance outcomes by systematically improving and increasing practitioners' reflective practices.
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Sun, Yiyang. "The adoption of High Performance Work System : perspectives from SMEs in China." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/the-adoption-of-high-performance-work-system-perspectives-from-smes-in-china(de6e03c6-37ef-4eb6-98e8-7292eb31576c).html.
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This study focuses on investigating the existence and application of HPWS in the context of Chinese SMEs, given HPWS have been studied mainly in large enterprises rather than in small and medium-sized enterprises. Moreover, there is an inadequate amount of study with regard to the motivations for enterprises adopting HPWS. Therefore, considering the significant role of SMEs in China practically, and the knowledge contribution to HPWS within this particular research context academically, Chinese SMEs are selected as the research context in which to explore the application of HPWS. In particular, this thesis first assesses the extent and nature of the uptake of HPWS. The influential factors mainly associated with the adoption of HPWS are then discussed. Specifically, factors related to willingness to adopt HPWS, and reasons associated with the different types of application of HPWS are discussed respectively. Finally, related outcomes after the application of HPWS are presented. In order to effectively answer these questions, mixed methods are employed. Precisely, quantitative data from 207 Chinese SMEs, supplemented by qualitative data from 15 SMEs in China, are analysed to answer the above questions. The results demonstrate that HPWS are being adopted by Chinese SMEs. The extent of application is at a moderate level and the nature of the adoption shares something in common with SMEs in western countries but also shows unique characteristics. Moreover, findings suggest that employing management innovation theory as a theoretical underpinning to explain the reasons for the adoption of HPWS seems promising. It turns out that internal factors have more explanatory power than external factors for the adoption of HPWS. In particular, top management support, organisational size, business strategies, perceived impacts of HPWS, and pressures from the business community have been found to be significantly related to the adoption of HPWS. In addition, pressures from national legislation have limited power in explaining the adoption of HPWS. Lastly, related positive outcomes, such as increased productivity, lower turnover rate and enhanced economic performance, can be obtained through the application of either HPWS systematically, or some of its elements individually.
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Cook, Hugh Stephen Thomas. "The reality of a 'High Performance Work System' : internal and external vulnerabilities." Thesis, University of Leeds, 2012. http://etheses.whiterose.ac.uk/4378/.
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This thesis contributes to knowledge and understanding about the implementation of systems of Human Resource Management. It does this through intensive case based research at Ultico, the largest private sector employer in the UK and the leading UK food retail establishment. Much literature exists on HRM systems and their relationship with performance, yet significantly less has addressed the complex internal social processes associated with their implementation. Similarly, while research has considered the importance of the external context on HRM, little has addressed the processes through which this effect takes place. Internal tensions and contradictions are found, resulting from variable implementation of HRM systems by line managers, who lack skills in HRM delivery and struggle to deliver practices alongside operational duties. Furthermore, transparency and trust are eroded by senior managers manipulating HRM practices to increase profits and achieve monitored targets. The Retail Colleague‟s Union (RCU) interacts internally with Ultico‟s HRM strategy and through the vehicle of social partnership, maintains a degree of influence over HRM implementation, enabling mitigation of the negative impacts of variable implementation by management. However this influence is limited. Finally the processes through which external economic fluctuations impact on HRM systems are uncovered, in terms of management capitalising on changes to the labour market to increase profit per employee. Taken together these findings expose vulnerabilities, both internal and external, of HRM systems to losing their soft outcomes because they are derailed by management seeking to increase profits. The thesis demonstrates the channels through which HRM systems are used to improve profitability, which is typically through work intensification, by illuminating the complex social processes through which this is achieved.
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Long, Trevor. "Work engagement, disengagement and meaningfulness : achieving the simultaneous benefits of high work performance and individual well being." Thesis, University of Reading, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.603551.
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This thesis reports research into work engagement, disengagement and meaningfulness. The research commenced with a general proposition that significant progress could be made m designing work that enhanced performance and employee well-being concurrently. Literature on engagement provided the foundation on which to explore these phenomena, and identified the experience of meaningfulness as a key factor in engagement, but which was not clearly understood. Adopting a constructivist perspective and interpretivist paradigm, underpinned by Personal Construct Theory, the research explored the inner experience of engagement. An iterative approach elicited qualitative data from respondents in a service organisation over several phases of interviews, punctuated by analyses and the development of new techniques as the research progressed. Confirming much of the literature, findings also developed new insights which, contrary to current thinking, indicated that engagement. and disengagement are different constructs and that both could therefore be experienced simultaneously, within the same activity. Subconstructs underpinning engagement and disengagement further revealed meaningfulness, as a dynamic tension between stability and growth, to play a key role in engagement and disengagement experiences. Implications for management and leadership, and for self-management, are discussed. It 1S proposed that the management of engagement and of disengagement require some distinctly different fundamental approaches. A technique is proposed for use in analysis, and the management, of engagement-related experiences, as a means of enhancing meaningfulless, well-being and work performance. The research contributes to theory, to practice and to methodology
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FONTINHA, ALEXANDRE SANTOS. "THE HIGH PERFORMANCE WORK SYSTEMS AND THE PSYCHOLOGICAL CONTRACTS AT WORK: WHAT DOES MOTIVATE A CONSULTING OPERATION?" PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2006. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=9550@1.
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Os eventos organizacionais dos últimos 10 anos -
outsourcing, downsizing,
reengenharia, aquisições, fusões, etc - estão desafiando
os departamentos de Recursos
Humanos tradicionais e as práticas executivas
estabelecidas desde a metade dos anos de
1970 (John P. Morgan, 2001). Como conseqüência destas
mudanças surgiu, em meados
da década de 1990, uma abordagem inovadora conhecida como
HPWS (High
Performance Work Systems ou Sistemas de Trabalho de Alto
Desempenho): Conjuntos
de práticas de alto desempenho com a finalidade de
selecionar, desenvolver e reter a força
de trabalho, com habilidades, conhecimentos e competências
superiores e motivá-la à
aplicar seu know-how no local de trabalho. Verificou-se,
entretanto, que o resultado da
aplicação destas práticas poderia variar em função: da
indústria, da cultura da
organização, dos valores dos empregados, da estratégia da
empresa, etc. Considerou-se
razoável, então, observar a teoria sobre Contratos
Psicológicos de Trabalho como uma
das ferramentas necessárias à maior compreensão do tema. O
entendimento das bases de
um Contrato Psicológico traz a possibilidade de
compreensão dos acordos implícitos da
relação empregado/empregador, o que pode ajudar no estudo
da influência destes em uma
aplicação tradicional de HPWS. A razão da escolha, como
cenário de estudo, de uma
operação de consultoria é simples: operações de
consultoria são, por sua natureza,
ambientes complexos e possuidores de uma cultura forte e
singular onde a utilização de
HPWS é uma prática bastante conhecida, reunindo, portanto,
todas as variáveis
necessárias à observação do fenômeno. O objetivo principal
desta dissertação, é, portanto,
ratificar que os consultores pesquisados percebem a
aplicação de cada HPWS de maneira
distinta. Esta verificação é metodologicamente fundamental
para que se possa seguir na
busca de possíveis relações entre: a importância que cada
consultor dá aos HPWS, os
tipos predominantes de Contratos Psicológicos e a Cultura
da Organização; objetivos
secundários desta dissertação mas não por isso menos
importantes desde o ponto de vista
do autor.The organizational events of the last 10 years - outsourcing, downsizing, reengineering, acquisitions, joint ventures, etc - are challenging the traditional HR and established executive practices since the decade of 1970 (John P. Morgan, 2001). As a consequence of these changes, an innovative approach was developed in the middle of 90´s, the HPWS (High Performance Work Systems): a group of high-performance practices with the objective of select, develop and retain the work-force with superior skills, knowledge and abilities, motivating them to the use of this know-how in the workplace. Although, verifying that these implementations could present different results, impacted by the industry, the organizational culture and strategy, etc, was reasonable to accept the theory about Psychological Contracts at Work as a necessary instrument to a deeply comprehension of the subject. To understand the basis of a Psychological Contract helps the comprehension of the implicit agreements built between the employer and the employee, what can help the study of the influence of these agreements in a traditional HPWS implementation. The reason of the choice of a consulting operation, as the environment of the survey, is simple: consulting operations are complex environments with a strong organizational culture where the utilization of HPWS is a usual aspect, resuming all necessary variables to the observation of the phenomenon. So, the primary objective of this dissertation is to verify if this evaluated group perceives the implementation of each HPWS in a different way. This verification is, methodologically speaking, a fundamental step to the search of possible relationships between: how important is each HPWS for these consultants, what is the predominant Psychological Contract in place and the typology of organizational culture, all secondary objectives of this dissertation but, from the point of view of the author, as important as the primary one.
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Kielsmeier, Kaitlyn J. "Sex-Specific Metabolic Response to High-Intensity Intermittent Sprint Work." Bowling Green State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1435236876.
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Read, Michael James Barber. "Investigating organizational coaching through an athletic coaching comparison : determining high performance coaching practices in organizations." Thesis, University of British Columbia, 2011. http://hdl.handle.net/2429/36112.
Full textAbstract:
Increasing emphasis on employee development has resulted in the emergence of coaching in organizations. Organizational coaching unites the various approaches and forms of coaching which currently exist within organizational boundaries. Though athletic coaching analogies are widespread within organizational coaching literature, a comprehensive comparison of athletic and organizational coaching has not been conducted. Omission of key athletic coaching practices in organizational coaching may hinder top employee performance.
Through a multi-phase, mixed-method design, a comparison of athletic and organizational coaching was completed. The initial phases of the study reviewed the emergence of organizational coaching and compared athletic with current forms of organizational coaching. The quantitative and qualitative responses provided by coaches helped explain why the athletic approach to coaching is not extensively used in organizations. Main categories of comparison were found which guided item construction for the high-performance coaching practices (HPCP) measure. A second study of athletic and organizational coaches allowed psychometric analyses which helped construct the final HPCP measure. The HPCP may have great utility for researchers, coaches, and organizational stakeholders by helping to align the performance management system to the athletic coaching approach. Increased usage of HPCPs may also aid in coach selection, coach-coachee matching, and promote employee health and well-being. The coaching approach is placed on the consulting-to-counselling developmental spectrum, which helps define the formats and roles of organizational coaches in workplaces. A model for organizational coaching was produced, providing guidance on how HPCPs fit within the overall organizational coaching program. The coaching model provides a foundation for future coaching research and practice. With the constant and ongoing influences on organizational coaching from athletics, the athletic approach to coaching can no longer be ignored. This comparative research project provides the preliminary steps to establish the coaching approach, based mainly on athletic coaching HPCPs, as a legitimate approach to coaching in organizations. Researchers, organizations, and coaches interested in employee and organizational development may discover that this approach to organizational coaching, utilizing HPCPs, is essential. For employees wishing to “go for gold” as athletes do, the coaching approach provides a comprehensive framework from which an individualized coaching program can be constructed.
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Lai, Chung-Foo, and 賴仲孚. "High Performance Work Practices, Work-Family Balance and Performance." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/22602262860386586467.
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碩士國防管理學院
資源管理研究所
94
This study examines how Enterprise executes high performance work practices affect performance which divides into two levels. Firstly, we investigate organizational performance. Researcher holds that financial performance will be rise through Enterprise executes high performance work practices. For example, ROA .Secondly, we investigate individual performance. Recently scholars turn pessimistic work-family conflict into constructive work-family balance. They also stress the important of employee perception work-family balance; hence Researcher holds that individual performance will be rise through employee perception work-family balance after Enterprise executes high performance work practices. Research data were collected from domestic enterprise. 338 questionnaires and 32 entries are usable. We proceed statistical analysis, including correlation, factor, and hierarchical regression analysis. The findings were showed as follows. 1. Employee perceptions more high performance work practices, and they perception the more work-family balance. 2. Employee perceptions more work-family balance, and they perception the more employee organization commitment. 3. We examine financial performance will be rise through Enterprise executes high performance work practices.
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Wang, Hsin, and 王馨. "Culture, Personality, High Performance Work Practices and Organizational Performance." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/37289765436280501250.
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碩士國立成功大學
國際企業研究所碩博士班
91
This research can be divided into two parts. Firstly, the impact of nation culture and personalities on the acceptance of high performance work practices (HPWP) is examined. We further investigate the relationships between the acceptance of HPWP among American, Japanese and Taiwanese employees and their behavioral performance. On second part, we try to understand the connection between the employee’s acceptance and the organization’s implementation in HPWP issue. Two moderators, namely organizational culture and strategy were also employed in this study. Research data are collected by mailing and Internet questionnaires. The respondents are the employees in American, Japanese and Taiwanese companies located in Taiwan. 362 valid questionnaires were input into the statistical analysis. Through the analysis of MANOVA, ANOVA and hierarchical regression, the empirical results show that national culture and workforce’s personality can significantly influence employee’s acceptance of HPWP. The extent of acceptance of and implementation of HPWP can also contribute the improvement of personal behavioral and firm performance. Finally, the moderate effects of organizational culture and strategy were found in influencing the acceptance and implementation of HPWP.
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"Development of high reliability construction work systems: Lessons from production practices of high performance work crews." Doctoral diss., 2012. http://hdl.handle.net/2286/R.I.15809.
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abstract: The construction industry faces important performance problems such as low productivity, poor quality of work, and work-related accidents and injuries. Creating a high reliability work system that is simultaneously highly productive and exceptionally safe has become a challenge for construction practitioners and scholars. The main goal of this dissertation was to create an understanding of high reliability construction work systems based on lessons from the production practices of high performance work crews. High performance work crews are defined as the work crews that constantly reach and maintain a high level of productivity and exceptional safety record while delivering high quality of work. This study was conceptualized on findings from High Reliability Organizations and with a primary focus on lean construction, human factors, safety, and error management. Toward the research objective, this dissertation answered two major questions. First, it explored the task factors and project attributes that shape and increase workers' task demands and consequently affect workers' safety, production, and quality performance. Second, it explored and investigated the production practices of construction field supervisors (foremen) to understand how successful supervisors regulate task and project demands to create a highly reliable work process. Employing case study methodology, this study explored and analyzed the work practices of six work crews and crew supervisors in different trades including concrete, masonry, and hot asphalt roofing construction. The case studies included one exceptional and one average performing crew from each trade. Four major factors were considered in the selection of exceptional crew supervisors: (1) safety performance, (2) production performance, (3) quality performance, and (4) the level of project difficulty they supervised. The data collection was carried out in three phases including: (1) interview with field supervisors to understand their production practices, (2) survey and interview with workers to understand their perception and to identify the major sources of task demands, and (3) several close field observations. Each trade's specific findings including task demands, project attributes, and production practices used by crew supervisors are presented in a separate chapter. At the end the production practices that converged to create high reliability work systems are summarized and presented in nine major categories.Dissertation/Thesis
Ph.D. Construction 2012
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Perrett, Robert A. "Same principles, different practices: The many routes to a high performance work system." 2016. http://hdl.handle.net/10454/10091.
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Chiu, Yen-Ting, and 邱艷婷. "The Effects of High-performance Work Practices on Employees’Working Performance and Their Organization Citizen Behavior." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/98098838637833572226.
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碩士國立中央大學
人力資源管理研究所碩士在職專班
93
To adjust the swiftly changing and keenly competitive industrial environment, a human resource manager nowadays must have the ability to construct a HR system not only promoting the employees’ working performance and their organization citizen behavior but also inspiring the general organizational performance. By clarifying how employees’ perception on high-performance work practices changes their working performance and organization citizen behavior, the research attempts to provide some efficient references for strategic human resource managers, when structuring the institutional managing system and environment, to discover some more effective ways of management that can both kindle the employees’enthusiasm of high working performance and satisfy the institutional expectation of automatic organization citizen behavior. This research receives 158 valid questionnaire and comes to conclusions indicating that (1) the more the employees perceive the implementation of HRM practices of alignment and HRM practices of adaptability, the better their perception of their organization citizen behavior, and (2) the more the employees perceive the implementation of HRM practices of alignment, the better their perception of their own working performance.
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Chen, Zhong. "High performance work practices and perceived organizational performance: the moderation of age in Chinese workers." Master's thesis, 2021. http://hdl.handle.net/10071/22506.
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There has been relatively little research conducted on high performance working practices
(HPWP) related to perceived organizational performance and age. This study intends to
address this research gap by means of a quantitative approach. With a sample of 236 Chinese
workers that answered a questionnaire we tested a moderation model of age in the relationship
between HPWP and perceived organizational performance concerning sales growth, financial
performance and profitability.
All direct effects between HPWP and perceived organizational performance were positive,
but age was found to positively moderate the direct effect of HPWP on perceived sales growth
as well on financial performance. No interaction effect was found in explaining profitability,
where a direct positive effect is persistent and equivalent across age groups. Findings suggest
younger workers were the ones that leveraged more positive outcomes from HPWP when
compared to older workers. Findings are discussed at the light of literature and suggestions
made as to the practical use for organizational and HRM policies as well as for future studies.Tem sido relativamente escassa a investigação sobre as práticas de trabalho de elevado desempenho (PTED) relacionadas com a performance organizacional percebida e a idade. Este estudo pretende contribuir para esta lacuna de investigação através de uma abordagem quantitativa. Com uma amostra de 236 trabalhadores chineses que responderam a um questionário, testámos um modelo de moderação da idade na relação entre as PTED e a performance organizacional percebida compreendendo o crescimento das vendas, o desempenho financeiro e a rendibilidade. Todos os efeitos diretos das PTED na performance organizacional são positivos, mas a idade modera positivamente essa relação para o crescimento e vendas e o desempenho financeiro. Não há efeito de interação na relação com a rendibilidade, assim fazendo com que o efeito direto seja persistente e equivalente para todos os grupos etários. Os resultados sugerem que os trabalhadores mais novos são os que mais alavancam os efeitos positivos das PTED quando comparados com os mais velhos. Os resultados são discutidos à luz da teoria e derivam-se sugestões para uso aplicado nas organizações e formulação de políticas bem como para estudos futuros.
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Bai, Bing. "High performance work practices, national culture, and knowledge transfer within U.S. multinational corporations /." 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3337688.
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Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2008.Source: Dissertation Abstracts International, Volume: 69-11, Section: A, page: 4523. Adviser: John Lawler. Includes bibliographical references. Available on microfilm from Pro Quest Information and Learning.