High performance work system-performance nexus in Nigerian SMEs: a moderated mediation study

Existing empirical evidence identifies research issues on the dwindling performance of Nigerian SMEs, the existence of vague processes (black box) between organizational inputs (high performance work system [HPWS]) and organizational output (organizational performance), inconsistent HPWS configurati...

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主要作者:	Ismail, Abdussalaam Iyanda
格式:	Thesis
语言:	eng eng
出版:	2018
主题:	HD28-70 Management Industrial Management
在线阅读:	https://etd.uum.edu.my/7824/1/s900749_01.pdf https://etd.uum.edu.my/7824/2/s900749_02.pdf
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id	my-uum-etd.7824
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Abdul Majid, Abdul Halim
topic	HD28-70 Management Industrial Management
spellingShingle	HD28-70 Management Industrial Management Ismail, Abdussalaam Iyanda High performance work system-performance nexus in Nigerian SMEs: a moderated mediation study
description	Existing empirical evidence identifies research issues on the dwindling performance of Nigerian SMEs, the existence of vague processes (black box) between organizational inputs (high performance work system [HPWS]) and organizational output (organizational performance), inconsistent HPWS configuration, and the contingency theory's supposition that the context within which organizations operate matters most. In addressing these issues, this moderated mediation study, which was underpinned by the contingency theory and RBV, investigated the effect of HPWS on Nigerian SMEs' performance with the integration of the mediating role of employee creativity and the moderating role of management philosophy in the HPWS-SME performance nexus. Using the cross-sectional research approach, data were collected from a sample of 518 SME managers in Nigeria. The Partial Least Squares Method (PLS) algorithm and the bootstrapping technique were used to test the study's hypotheses. The results provided support for nine out of the twelve hypotheses. The overall findings signified a positive effect of HPWS on SME financial and non-financial performance. The results also indicated that HPWS positively influenced performance through employee creativity, and management philosophy was found to interact with employee creativity in enhancing performance. Going by these results, it can be asserted that this moderated mediation research has widened the scope of the extant business theories and facilitated response to the "when", "how" and "why" questions on the relationship between HPWS and organizational performance. Also, HPWS in the Nigerian SMEs is not enough to stimulate high performance until it induces employee creativity, and organizational performance hinges on the effective alignment of managerial attitudes and philosophies with HPWS. Thus, SME managers and other stakeholders need to entrench HPWS that is employee-oriented. Lastly, the implications, limitations and suggestions for future research were discussed.
format	Thesis
qualification_name	Ph.D.
qualification_level	Doctorate
author	Ismail, Abdussalaam Iyanda
author_facet	Ismail, Abdussalaam Iyanda
author_sort	Ismail, Abdussalaam Iyanda
title	High performance work system-performance nexus in Nigerian SMEs: a moderated mediation study
title_short	High performance work system-performance nexus in Nigerian SMEs: a moderated mediation study
title_full	High performance work system-performance nexus in Nigerian SMEs: a moderated mediation study
title_fullStr	High performance work system-performance nexus in Nigerian SMEs: a moderated mediation study
title_full_unstemmed	High performance work system-performance nexus in Nigerian SMEs: a moderated mediation study
title_sort	high performance work system-performance nexus in nigerian smes: a moderated mediation study
granting_institution	Universiti Utara Malaysia
granting_department	School of Business Management
publishDate	2018
url	https://etd.uum.edu.my/7824/1/s900749_01.pdf https://etd.uum.edu.my/7824/2/s900749_02.pdf
_version_	1747828271304671232
spelling	my-uum-etd.78242021-08-09T08:05:17Z High performance work system-performance nexus in Nigerian SMEs: a moderated mediation study 2018 Ismail, Abdussalaam Iyanda Abdul Majid, Abdul Halim School of Business Management School of Business Management HD28-70 Management. Industrial Management Existing empirical evidence identifies research issues on the dwindling performance of Nigerian SMEs, the existence of vague processes (black box) between organizational inputs (high performance work system [HPWS]) and organizational output (organizational performance), inconsistent HPWS configuration, and the contingency theory's supposition that the context within which organizations operate matters most. In addressing these issues, this moderated mediation study, which was underpinned by the contingency theory and RBV, investigated the effect of HPWS on Nigerian SMEs' performance with the integration of the mediating role of employee creativity and the moderating role of management philosophy in the HPWS-SME performance nexus. Using the cross-sectional research approach, data were collected from a sample of 518 SME managers in Nigeria. The Partial Least Squares Method (PLS) algorithm and the bootstrapping technique were used to test the study's hypotheses. The results provided support for nine out of the twelve hypotheses. The overall findings signified a positive effect of HPWS on SME financial and non-financial performance. The results also indicated that HPWS positively influenced performance through employee creativity, and management philosophy was found to interact with employee creativity in enhancing performance. Going by these results, it can be asserted that this moderated mediation research has widened the scope of the extant business theories and facilitated response to the "when", "how" and "why" questions on the relationship between HPWS and organizational performance. Also, HPWS in the Nigerian SMEs is not enough to stimulate high performance until it induces employee creativity, and organizational performance hinges on the effective alignment of managerial attitudes and philosophies with HPWS. Thus, SME managers and other stakeholders need to entrench HPWS that is employee-oriented. Lastly, the implications, limitations and suggestions for future research were discussed. 2018 Thesis https://etd.uum.edu.my/7824/ https://etd.uum.edu.my/7824/1/s900749_01.pdf text eng public https://etd.uum.edu.my/7824/2/s900749_02.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Abrahamson, E., & Eisenman, M. (2008). Employee-management techniques: Transient fads or trending fashions. 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