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Impact of HRM System strength and High performance work practices on Service Performance: Considering Mediating Mechanism

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Bibliographic Details
Title: Impact of HRM System strength and High performance work practices on Service Performance: Considering Mediating Mechanism
Authors: Adeel Javed, Osman sadiq Paracha
Source: Journal of Management and Research, Vol 8, Iss 2 (2021)
Publisher Information: University of Management and Technology, 2021.
Publication Year: 2021
Subject Terms: HF5001-6182, 0502 economics and business, 05 social sciences, Management. Industrial management, Business, HD28-70, High performance work practices, HRM system strength, Line manager Role, AMO framework, SHRM practices
Description: The purpose of this paper is on how ability enhancing, motivation focused and opportunity creating high performance work practices and employee’s perception of HRM system strength relate to performance outcome i.e. branch service performance in a Bank’s settings. Furthermore, this paper explores the mediation effect of Line mangers ability, motivation and opportunity to implement human resource practices between the high performance work practices, perception of HRM system strength and service performance. Adopted a quantitative research design. Data collected from a sample of 761 employees across 380 different bank branches in Pakistan. Structural equational modeling technique was used to analyze the data. The result supported both content and process perspectives and the positive impact of ability, motivation and opportunity HR practices and HRM system strength on branch service performance. However, the mediation results indicated the partial acceptance. This study provides an empirical evidence of how high performance work practices and employee’s perception of HRM system strength influence branch performance of bank’s employees in developing nation context. The findings of this paper are expected to encourage researchers to be more thoughtful to the connection between organisational HRM system support and HR practices to improve performance within organisations by emphasizing the alignment between Line manager’s AMO and HPWP practices.
Document Type: Article
ISSN: 2519-7924
2218-2705
DOI: 10.29145/jmr/82/10
Access URL: https://doaj.org/article/dd1b7e56f2b046448ccfa2a84baea3c0
Rights: CC BY
Accession Number: edsair.doi.dedup.....1b58afd39c723faf9ed9c6c0d70eaa5e
Database: OpenAIRE
Description
Abstract:The purpose of this paper is on how ability enhancing, motivation focused and opportunity creating high performance work practices and employee’s perception of HRM system strength relate to performance outcome i.e. branch service performance in a Bank’s settings. Furthermore, this paper explores the mediation effect of Line mangers ability, motivation and opportunity to implement human resource practices between the high performance work practices, perception of HRM system strength and service performance. Adopted a quantitative research design. Data collected from a sample of 761 employees across 380 different bank branches in Pakistan. Structural equational modeling technique was used to analyze the data. The result supported both content and process perspectives and the positive impact of ability, motivation and opportunity HR practices and HRM system strength on branch service performance. However, the mediation results indicated the partial acceptance. This study provides an empirical evidence of how high performance work practices and employee’s perception of HRM system strength influence branch performance of bank’s employees in developing nation context. The findings of this paper are expected to encourage researchers to be more thoughtful to the connection between organisational HRM system support and HR practices to improve performance within organisations by emphasizing the alignment between Line manager’s AMO and HPWP practices.
ISSN:25197924
22182705
DOI:10.29145/jmr/82/10