High-Performance Work Practices (HPWPs)

Effects

Author/s

Authors of this study used a meta-analysis to demonstrate without any doubt the positive relation between HPWPs and organizational performance.

(Combs, Liu, Hall, & Ketchen, 2006)

The conclusions of this study favor the positive correlation between HPWPs and organizational performance.

(Obeidat, Mitchell, & Bray, 2016)

The results of this study show that HPWPs constructively and substantially determine employees performance.

(Akhtar, Nawaz, Mahmood, & Shahid, 2016)

The two authors of this article advice management to invest in HPWPs as they enable employees to manage successfully different work-related challenges.

(Safavi & Karatepe, 2018)

This study found proofs that the applied HPWPs through a system have a positive effect on organizational results such as performance, efficiency, and income.

(Mihail, Mac Links, & Sarvanidis, 2013)

In general, this article confirms that HPWPs have mostly a positive impact on job satisfaction and consequently on individual performance.

(Berg, 1999)

This researcher suggested in his study that once HPWPs are implemented properly, the standard deviations of 23% and 21.9% for total returns on non-cash items and turnover are shown correspondingly.

(Huselid, 1995)

These two scholars stated that if high performance work practices are selected carefully and systematically, they will result in employee’s positive attitude and behavior and they will further constructively affect organizational performance.

(Beck & Wilson, 2000)