The influence of perceived high-performance work systems on innovative work behavior through work engagement

The influence of perceived high-performance work systems on innovative work behavior through work engagement

The present study examined the influence of high-performance work systems (HPWS) on innovative work behavior through work engagement in medium-sized manufacturing enterprises. Although much has been done to investigate various outcomes of innovative work behavior, little is known about HPWS implemen...

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Main Author: Noor Hassanah Husin
Format: Thesis
Language:English
English
Published: 2022
Subjects:
HD58.7-58.95 Organizational behavior, change and effectiveness
Corporate culture
Online Access:https://eprints.ums.edu.my/id/eprint/34500/1/24PAGES.pdf
https://eprints.ums.edu.my/id/eprint/34500/2/FULLTEXT.pdf
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spelling my-ums-ep.345002022-10-20T03:14:21Z The influence of perceived high-performance work systems on innovative work behavior through work engagement 2022-07 Noor Hassanah Husin HD58.7-58.95 Organizational behavior, change and effectiveness. Corporate culture The present study examined the influence of high-performance work systems (HPWS) on innovative work behavior through work engagement in medium-sized manufacturing enterprises. Although much has been done to investigate various outcomes of innovative work behavior, little is known about HPWS implementation amongst medium-sized manufacturing enterprises and more concentrated on large manufacturing enterprises in Malaysia. Also, empirical study about HPWS practice towards innovative work behavior is very limited. According to job demands-resources theory, organizational resources can be explained through seven dimensions of HPWS and its effect on innovative work behavior and how work engagement intervenes in the relationship. Applying the job demands-resources theory, the study attempts to investigate the dominant predictor of HPWS in medium-sized enterprises and identify the effect of HPWS practices towards innovative work behavior and work engagement. Further, the influences of HPWS on innovative work behavior through the support of work engagement as a mediator were also investigated. Using a sample of 170 middle management staff in medium-sized manufacturing enterprises in Klang Valley, Malaysia, this study tested the causal pathway between HPWS dimensions, namely selective staffing, extensive training, mentoring, job security, employee participation, performance appraisal and compensation for innovative work behavior and the possible influence of mediating effect of work engagement. Statistical Package for the Social Sciences (SPSS) and Smart Partial Least Square (PLS) softwares were used to conduct the analysis. Among the tested hypotheses, eight were accepted. The results showed that selective staffing was the dominant predictor of HPWS towards innovative work behavior in Malaysian medium-sized enterprises. It was also found that selective staffing, mentoring, and employee participation significantly related to innovative work behavior. The findings also showed that work engagement has a significant effect on innovative work behavior with a medium effect size. Furthermore, work engagement mediates the relationship between selective staffing, mentoring, and employee participation. The findings of this study add to the body of knowledge related to HPWS implementation, particularly in medium-sized manufacturing enterprises. In addition, it contributes to practice by giving the management, especially those involved in the decision making process related to innovativeness, some insight on HPWS practices that should be applied in enhancing innovative behavior for their employees. 2022-07 Thesis https://eprints.ums.edu.my/id/eprint/34500/ https://eprints.ums.edu.my/id/eprint/34500/1/24PAGES.pdf text en public https://eprints.ums.edu.my/id/eprint/34500/2/FULLTEXT.pdf text en validuser dphil doctoral Universiti Malaysia Sabah Labuan Faculty of International Finance
institution Universiti Malaysia Sabah
collection UMS Institutional Repository
language English
English
topic HD58.7-58.95 Organizational behavior, change and effectiveness
Corporate culture
spellingShingle HD58.7-58.95 Organizational behavior, change and effectiveness
Corporate culture
Noor Hassanah Husin
The influence of perceived high-performance work systems on innovative work behavior through work engagement
description The present study examined the influence of high-performance work systems (HPWS) on innovative work behavior through work engagement in medium-sized manufacturing enterprises. Although much has been done to investigate various outcomes of innovative work behavior, little is known about HPWS implementation amongst medium-sized manufacturing enterprises and more concentrated on large manufacturing enterprises in Malaysia. Also, empirical study about HPWS practice towards innovative work behavior is very limited. According to job demands-resources theory, organizational resources can be explained through seven dimensions of HPWS and its effect on innovative work behavior and how work engagement intervenes in the relationship. Applying the job demands-resources theory, the study attempts to investigate the dominant predictor of HPWS in medium-sized enterprises and identify the effect of HPWS practices towards innovative work behavior and work engagement. Further, the influences of HPWS on innovative work behavior through the support of work engagement as a mediator were also investigated. Using a sample of 170 middle management staff in medium-sized manufacturing enterprises in Klang Valley, Malaysia, this study tested the causal pathway between HPWS dimensions, namely selective staffing, extensive training, mentoring, job security, employee participation, performance appraisal and compensation for innovative work behavior and the possible influence of mediating effect of work engagement. Statistical Package for the Social Sciences (SPSS) and Smart Partial Least Square (PLS) softwares were used to conduct the analysis. Among the tested hypotheses, eight were accepted. The results showed that selective staffing was the dominant predictor of HPWS towards innovative work behavior in Malaysian medium-sized enterprises. It was also found that selective staffing, mentoring, and employee participation significantly related to innovative work behavior. The findings also showed that work engagement has a significant effect on innovative work behavior with a medium effect size. Furthermore, work engagement mediates the relationship between selective staffing, mentoring, and employee participation. The findings of this study add to the body of knowledge related to HPWS implementation, particularly in medium-sized manufacturing enterprises. In addition, it contributes to practice by giving the management, especially those involved in the decision making process related to innovativeness, some insight on HPWS practices that should be applied in enhancing innovative behavior for their employees.
format Thesis
qualification_name Doctor of Philosophy (PhD.)
qualification_level Doctorate
author Noor Hassanah Husin
author_facet Noor Hassanah Husin
author_sort Noor Hassanah Husin
title The influence of perceived high-performance work systems on innovative work behavior through work engagement
title_short The influence of perceived high-performance work systems on innovative work behavior through work engagement
title_full The influence of perceived high-performance work systems on innovative work behavior through work engagement
title_fullStr The influence of perceived high-performance work systems on innovative work behavior through work engagement
title_full_unstemmed The influence of perceived high-performance work systems on innovative work behavior through work engagement
title_sort influence of perceived high-performance work systems on innovative work behavior through work engagement
granting_institution Universiti Malaysia Sabah
granting_department Labuan Faculty of International Finance
publishDate 2022
url https://eprints.ums.edu.my/id/eprint/34500/1/24PAGES.pdf
https://eprints.ums.edu.my/id/eprint/34500/2/FULLTEXT.pdf
_version_ 1776102890391207936

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