High performance work system, external environment and high performance organization: moderating effect of organizational culture

High performance work system, external environment and high performance organization: moderating effect of organizational culture

In the current business environment, high performance is highly demanded among shareholders. Due to pressure, managers have been compelled to deliver quality output in order to achieve competitive advantage with minimum resources. It is important to adapt ideas and practices from time to time since...

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Main Author: Ozemoyah, Ugheoke Solomon
Format: Thesis
Language:eng
eng
Published: 2016
Subjects:
HD58.7 Organizational Behavior.
Online Access:https://etd.uum.edu.my/6258/1/s96077_01.pdf
https://etd.uum.edu.my/6258/2/s96077_02a.pdf
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id my-uum-etd.6258
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Mohd Isa, Mohd Faizal
Wan Mohd Noor, Wan Shakizah
topic HD58.7 Organizational Behavior.
spellingShingle HD58.7 Organizational Behavior.
Ozemoyah, Ugheoke Solomon
High performance work system, external environment and high performance organization: moderating effect of organizational culture
description In the current business environment, high performance is highly demanded among shareholders. Due to pressure, managers have been compelled to deliver quality output in order to achieve competitive advantage with minimum resources. It is important to adapt ideas and practices from time to time since organizations and environments are continuously improving. Consequently, this study examines the role of high performance work system (HPWS), external environment on high performance organization (HPO). This study also aims to identify the effect of organizational culture on the relationship between HPWS, external environment and HPO. A cross-sectional research design was conducted in this study. Data was collected from 354 SMEs in Nigeria that has spent a minimum of ten years in the business. The research hypotheses were tested using multiple and hierarchical regression analyses. Generally, with a few exceptions, high performance work system (HPWS) is significantly and positively related to the achievement of high performance organization (HPO). Organizational culture plays a significant role in moderating the relationship between HPWS and HPO. The results also show that external environment has significant effects on HPO. On the contrary, organizational culture does not moderate the relationship between external environment and HPO. This study contributes to the enrichment of the literature on HPWS, external environment, organizational culture and HPO by proposing a model that was empirically tested on the validity and reliability in predicting HPO. Lastly, the managerial, policy and theoretical implication are presented. The limitations of the study and suggestions for future study are included in this regard.
format Thesis
qualification_name other
qualification_level Doctorate
author Ozemoyah, Ugheoke Solomon
author_facet Ozemoyah, Ugheoke Solomon
author_sort Ozemoyah, Ugheoke Solomon
title High performance work system, external environment and high performance organization: moderating effect of organizational culture
title_short High performance work system, external environment and high performance organization: moderating effect of organizational culture
title_full High performance work system, external environment and high performance organization: moderating effect of organizational culture
title_fullStr High performance work system, external environment and high performance organization: moderating effect of organizational culture
title_full_unstemmed High performance work system, external environment and high performance organization: moderating effect of organizational culture
title_sort high performance work system, external environment and high performance organization: moderating effect of organizational culture
granting_institution Universiti Utara Malaysia
granting_department School of Business Management
publishDate 2016
url https://etd.uum.edu.my/6258/1/s96077_01.pdf
https://etd.uum.edu.my/6258/2/s96077_02a.pdf
_version_ 1747828046701789184
spelling my-uum-etd.62582021-04-19T06:34:11Z High performance work system, external environment and high performance organization: moderating effect of organizational culture 2016 Ozemoyah, Ugheoke Solomon Mohd Isa, Mohd Faizal Wan Mohd Noor, Wan Shakizah School of Business Management School of Business Management HD58.7 Organizational Behavior. In the current business environment, high performance is highly demanded among shareholders. Due to pressure, managers have been compelled to deliver quality output in order to achieve competitive advantage with minimum resources. It is important to adapt ideas and practices from time to time since organizations and environments are continuously improving. Consequently, this study examines the role of high performance work system (HPWS), external environment on high performance organization (HPO). This study also aims to identify the effect of organizational culture on the relationship between HPWS, external environment and HPO. A cross-sectional research design was conducted in this study. Data was collected from 354 SMEs in Nigeria that has spent a minimum of ten years in the business. The research hypotheses were tested using multiple and hierarchical regression analyses. Generally, with a few exceptions, high performance work system (HPWS) is significantly and positively related to the achievement of high performance organization (HPO). Organizational culture plays a significant role in moderating the relationship between HPWS and HPO. The results also show that external environment has significant effects on HPO. On the contrary, organizational culture does not moderate the relationship between external environment and HPO. This study contributes to the enrichment of the literature on HPWS, external environment, organizational culture and HPO by proposing a model that was empirically tested on the validity and reliability in predicting HPO. Lastly, the managerial, policy and theoretical implication are presented. The limitations of the study and suggestions for future study are included in this regard. 2016 Thesis https://etd.uum.edu.my/6258/ https://etd.uum.edu.my/6258/1/s96077_01.pdf text eng public https://etd.uum.edu.my/6258/2/s96077_02a.pdf text eng public other doctoral Universiti Utara Malaysia Abugre, J. B. (2012). How managerial interactions affect employees' work output in Ghanaian organizations. African journal of economic and management studies, 3(2), 204-226. Abdullah, H. S., Zainal, M., & Rohaida, S. (2009). The influence of leadership style, perceived justice and upward influence tactics on k-worker's job satisfaction. Research Reports. Institute of Research, Development and Commercialization, Universiti Teknologi MARA. Adebayo, O.I., & Lucky, O.I.E., (2012). Enterpreneurship development and national job security. 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