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Teses / dissertações sobre o tema "High performance work practices"

Autor: Grafiati

Publicado: 4 de junho de 2021

Última modificação: 25 de julho de 2025

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1

Preiksaitis, Michelle Kathleen Fitzgerald. "Servant Leaders' Use of High Performance Work Practices and Corporate Social Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2866.

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Business researchers have shown that servant leaders empower, provide long-term vision, and serve their workers and followers better than do nonservant leaders. High performance work practices (HPWPs) and corporate social performance (CSP) can enhance employee and firm productivity. However, when overused or poorly managed, HPWPs and CSP can lead to the business problems of employee disengagement, overload, or anxiety. Scholars noted a gap in human resource management research regarding whether leadership styles affect HPWPs and CSP use. This study examined the relationship between leadership

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2

Wu, Ning Liu. "High performance work practices in small and medium-sized firms." Thesis, University of Nottingham, 2011. http://eprints.nottingham.ac.uk/13631/.

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Drawing on data from Workplace Employment Relations Survey 2004, this thesis assesses the uptake of High Performance Work Practices (HPWPs), the factors associated with the uptake of HPWPs and the relationship between HPWPs and performance (also termed the "HPWP-performance link") in small and medium-sized firms. The findings show that medium-sized firms have a higher uptake of HPWPs compared to small firms in general. They also show that the extent of the use of HPWPs in small firms tends to be influenced more by internal than external factors, while the opposite holds true for medium-sized f

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3

Ogbonnaya, Chidiebere. "High performance work practices : investigating four perspectives on their employee-level impacts simultaneously." Thesis, University of East Anglia, 2013. https://ueaeprints.uea.ac.uk/47977/.

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This thesis has examined simultaneously two key debates of the High Performance Work Practices (HPWP) literature. The first debate, entitled ‘the integrationist and isolationist perspectives of HPWP’, looks at two methods of operationalizing HPWP. In the integrationist perspective, innovative Human Resource Management (HRM) practices are presumed to have mutually supportive properties such that when used together in a coherent manner, they may accrue far-reaching benefits for the organization and employees. By contrast, the isolationist perspective argues that individual HRM practices have uni

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4

Chapano, Munodani. "The impact of high performance work practices on project performance in selected construction companies in Cape Town, South Africa." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2532.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.<br>The purpose of this study was to determine the impact of four High Performance Work Practices (HPWPs) on project performance in selected construction companies in Cape Town, South Africa. The four HPWPs comprised: recruitment and selection (RS); performance appraisal (PA); training and development (TD); and compensation system (CS). The study employed a positivist philosophy utilizing the survey method to collect data from 70 employees who were drawn from a select group of multi-project construction com

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5

Leffakis, Zachary M. "The Effects of High Performance Work Systems on Operational Performance in Different Manufacturing Environments: Improving the “Fit” of HRM Practices in Mass Customization." University of Toledo / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1250604411.

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6

Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvem

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7

Leffakis, Zachary. "The effects of high performance work systems on operational performance in different manufacturing environments : improving the "fit" of HRM practices in mass customization /." Connect to full text in OhioLINK ETD Center, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1250604411.

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Dissertation (Ph.D.)--University of Toledo, 2009.<br>Typescript. "Submitted as partial fulfillment of the requirements for the Doctor of Philosophy in Manufacturing and Technology Management." Bibliography: leaves 246-252.

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Gorman, C. Allen. "Build a Better Mousetrap or Fix the Old One? The Influence of High Impact Performance Management Practices on Organizational Performance." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/427.

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9

Richards, Hartley B. "Effective people performance strategies : critical ingredients for business success in Barbados and Eastern Caribbean business enterprises." Thesis, University of Bradford, 2008. http://hdl.handle.net/10454/4302.

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Today, the effective management of people is assuming prominence as a source of sustained business performance improvement. The rationale for this trend is that other significant aspects of business, such as marketing, new technology, market niche, trademarks and brand image have generally been mastered. Therefore, business enterprises are being encouraged in seeking to gain comparative advantage by reliance on their human resources because this aspect of business is arguably more difficult to imitate or understand than the more conventional resources. As a result, there is an awakening of the

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10

Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement

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11

Murphy, Kevin S. "An Exploratory Study of Strategic Human Resource Management High Performance Work Practices for Unit Level Managers, in the Casual Segment of the Us Restaurant." Diss., Virginia Tech, 2006. http://hdl.handle.net/10919/28317.

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The previous chapters described in detail the literature, theory and research on Co-alignment, RBV and SHRM that was the basis for the development of a construct for the conceptualization of HPWP in the casual theme restaurant sector of the US hospitality industry for management. Firms able to implement such HPWP systems possessing universality, i.e. complementary internal fit, have been shown to increase the intangible value of their human capital (employees) and create greater economic value (Delery, 1998). This study used the co-alignment principle in conjunction with concepts in SHRM and

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12

Bernard, Nathalie. "Bien-être au travail et performance de l'entreprise : une analyse par les paradoxes." Thesis, Université Grenoble Alpes (ComUE), 2019. http://www.theses.fr/2019GREAG002/document.

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À l’heure où les entreprises, confrontées à de nombreux bouleversements, sont plus que jamais en recherche de performance, et à l’heure où les salariés, dénonçant les conditions de travail et les pratiques managériales, n’ont jamais été aussi demandeurs de bien-être au travail, réconcilier le bien-être des salariés et la performance de l’entreprise est un sujet d’actualité et un enjeu stratégique pour les entreprises.La revue de la littérature et les résultats d’une analyse qualitative exploratoire menée à l’aide d’entretiens semi-directifs auprès de 55 salariés du groupe RESSIF (Réseau des Se

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13

Fernandes, Marina Isabel Martins. "Práticas de trabalho de elevado desempenho e comprometimento organizacional: estudo de caso numa empresa de consultadoria." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2017. http://hdl.handle.net/10400.26/19733.

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Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de: Mestre em Gestão Estratégica de Recursos Humanos<br>A presente investigação tem como objetivo geral a análise da relação entre as práticas de trabalho de elevado desempenho (PTED) de uma organização de consultadoria de inovação e tecnologia e o comprometimento organizacional dos seus trabalhadores. Por sua vez, os objetivos específicos são: identificar e caracterizar as práticas de gestão de recursos humanos (PGRH) existentes na organização; aferir a perceção dos trabalhadores sobre as PGRH da organizaç

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Francisco, Nazaré da Viegas. "Práticas de gestão de recursos humanos no setor bancário: estudo de caso na Caixa Geral de Depósitos (CGD)." Master's thesis, Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais, 2017. http://hdl.handle.net/10400.26/19904.

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Dissertação apresentada para cumprimento dos requisitos necessários à obtenção do grau de Mestre em Gestão Estratégica de Recursos Humanos<br>A gestão de recursos humanos é uma abordagem em ascensão e em constante mutação, exigindo-se às empresas capacidade de atração, motivação e retenção de recursos humanos. O presente estudo tem como objetivo analisar e refletir sobre as Práticas de Gestão de Recursos Humanos do Setor Bancário, especificamente na Caixa Geral de Depósitos - CGD. Este trabalho visa perceber se as denominadas práticas de trabalho de elevado desempenho estão presentes na CGD;

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15

Jumani, Imran Ahmad. "The effects of human resource management practiceson employee work-life interference and its outcomes." Electronic Thesis or Diss., Rennes 1, 2022. http://www.theses.fr/2022REN1G013.

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Cette recherche examine les effets des pratiques de ressources humaines à haute performance (RHHP) et les pratiques de GRH en soutien à la conciliation « vie professionnelle – vie personnelle » (RHVPP) sur les interférences entre le travail et le hors travail, le bien-être et l'intention de quitter le travail. En outre, nous examinons l'influence modératrice du soutien des managers, de la famille et des amis. Notre problématique est la suivante : comment les pratiques de travail favorables à la famille et les pratiques de ressources humaines à haut rendement influencent-elles l'interférence en

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Mota, Maria Fernanda Vicente. "Gestão de Recursos Humanos: as práticas de trabalho de elevado desempenho no setor segurador." Master's thesis, Instituto Politécnico de Setúbal. escola Superior de Ciências Empresariais, 2014. http://hdl.handle.net/10400.26/8505.

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Dissertação apresentada para o cumprimento dos requisitos necessários à obtenção do grau de Mestre em Gestão Estratégica de Recursos Humanos<br>O presente estudo tem como objetivo geral analisar as práticas de gestão de recursos humanos como fatores de influência no desempenho de uma empresa do setor segurador, do ramo não vida, especializada em seguros de saúde. Como objetivos específicos pretende-se caracterizar as práticas de gestão de recursos humanos da empresa, identificar se as práticas de trabalho de elevado desempenho (PTED) estão presentes no seu contexto organizacional, identi

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17

Stephens, Paul Raymond. "SMALL BUSINESS AND HIGH PERFORMANCE MANAGEMENT PRACTICES." University of Cincinnati / OhioLINK, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=ucin980273551.

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18

Klein, Jan, Joel Cutcher-Gershenfeld, and Betty Barrett. "Implementation Workshop: High Performance Work Organizations." Massachusetts Institute of Technology, 1997. http://hdl.handle.net/1721.1/7334.

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Since the rise of the industrial revolution, there are few challenges that compare in scale and scope with the challenge of implementing lean principles in order to achieve high performance work systems. This report summarize key insights and learning by representatives from a cross section of organizations who are on this journey. Specifically, we report on findings from the first Lean Aircraft Initiative (LAI) Implementation Workshop, which was held on February 5-6, 1997.

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19

Arendse, Lenwhin. "Understanding the association between high performance work systems andorganisational performance." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52434.

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Understanding the relationship between high performance work systems (HPWS) and organisational performance is becoming increasingly important to gain and sustain a competitive advantage. In the current challenging economic climate, organisations are facing major challenges to do more with less. Thus, the investments in resources such as people are increasingly under scrutiny to provide returns on investment. HPWS have been positively associated with organisational performance, but organisations are not reaping the full benefits of HPWS. Both managers as well as HR professionals can gain

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20

Ahmad, Mansoor. "The diffusion of high performance workplace practices in Pakistan and their performance associations." Thesis, University of Manchester, 2013. https://www.research.manchester.ac.uk/portal/en/theses/the-diffusion-of-high-performance-workplace-practices-in-pakistan-and-their-performance-associations(411a7328-5b9b-4b83-a96c-ed2b08017c7c).html.

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The topic of high performance workplace practices and their impact on organizational performance has been extensively researched in US and UK. Increasingly evidence with regard to diffusion of high performance workplace practices is emerging from fast developing Asian economies. However, very little is known about the state of diffusion of high performance workplace practices in Pakistan, a South Asian economy on route to industrialization. This study attempts to explore the diffusion of high performance workplace practices among the multinational and local firms in the important industrial se

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21

Rankin, Amy. "Resilience in High Risk Work : Analysing Adaptive Performance." Licentiate thesis, Linköpings universitet, Interaktiva och kognitiva system, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-90726.

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In today’s complexsocio-technical systems it is not possible to foresee and prepare for allfuture events. To cope with the intricacy and coupling between people,technical systems and the dynamic environment people are required tocontinuously adapt. To design resilient systems a deepened understanding ofwhat supports and enables adaptive performance is needed. In this thesis two studiesare presented that investigate how adaptive abilities can be identified andanalysed in complex work settings across domains. The studies focus onunderstanding adaptive performance, what enables successful adaptat

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22

Fuller, Beverly. "Motivation for high performance in entrepreneurial work roles." Diss., University of Pretoria, 2019. http://hdl.handle.net/2263/76039.

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Purpose – Extensive prior research has highlighted the correlates of basic need satisfaction and autonomous motivation in the workplace, where the satisfaction of such needs positively impacts a variety of work outcomes, including performance. In entrepreneurial work roles, however, where pay is largely or wholly contingent upon performance (pay for performance, or PFP), the question remains whether these same relationships are evident. The purpose of this paper is to examine these relationships in entrepreneurial work roles, where PFP is a critical extrinsic motivating factor. Design/methodol

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23

Velasquez, Nicole Forsgren. "An Examination of Work Practices and Tool Use in High Risk Environments." Diss., The University of Arizona, 2008. http://hdl.handle.net/10150/195045.

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This research presents an in-depth investigation and description of a single user group, system administrators. Following an overview of these computing professionals and their complex, risky work environment, system administrator work practices were investigated using data collected from previous experience, interviews, a usability study, and the literature. This research contributes to existing knowledge by presenting an analysis of system administrator work practices and identifying them as broker technicians. As such, many of the findings of this study may apply to other broker technici

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Azzaro, James Anthony. "Understanding a high-performance university development organization leadership and best practices /." Connect to this title online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1110456917.

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Thesis (Ph. D.)--Ohio State University, 2004.<br>Title from first page of PDF file. Document formatted into pages; contains xvi, 471 p.; also includes graphics (some col.). Includes bibliographical references (p. 416-428). Available online via OhioLINK's ETD Center

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Crawford, Sarah. "A field study of schedulers in industry : understanding their work, practices and performance." Thesis, University of Nottingham, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.326778.

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Do, Hoa. "High-performance work systems and organisational performance : evidence from the Vietnamese service sector." Thesis, Aston University, 2017. http://publications.aston.ac.uk/30340/.

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Despite the plethora of research scrutinising the role of high performance work systems (HPWS) in enhancing organisational performance, there is little consensus about the structure of these systems and processes underlying its relationship to organisational and individual outcomes. This research therefore advances the existing literature by conducting a more in-depth study of how and why HPWS relate to organisational performance. In particular, I adopt the mixed methods approach to uncover unexplored issues regarding the efficacy of HPWS on organisational performance. The qualitative phase of

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Yunus, Suhaer. "High performance HR practices and employee wellbeing : a theoretical and empirical investigation." Thesis, Cardiff University, 2016. http://orca.cf.ac.uk/94754/.

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The prime objective of this study is to determine whether employer attempts to introduce high performance work practices is associated with mutual gains for both employees and employers or intensifies the labour process to the disadvantage of employees, by analysing the relationships between high performance HR (HP-HR) bundles, perceived job demands and employee well-being. As perceived job demands (work intensification) are central to the debate within the HRM literature, the study proposes that they are likely to be an important mediating mechanism between the HP-HR bundles and employee well

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Bohme, Heinrich Martin. "A critical review of best practices for a high-performance organisational design." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50244.

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Thesis (MBA)--Stellenbosch University, 2005.<br>ENGLISH ABSTRACT: The 21st century is marked by unprecedented changes in technology, political and economic systems, and societal demands, that call for leadership that can develop an organisation's human capacity, structure and functions to perform effectively in a highly dynamic environment. Ever more organisations are required to combine operational effectiveness with strategic flexibility, and organisations with hierarchies, bureaucracies, and many levels of review and approval seem to be incapable of fast response to the new business

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Herde, Patrick William. "Marketing performance measurement: overview of approaches and practices for high technology firms." reponame:Repositório Institucional do FGV, 2004. http://hdl.handle.net/10438/5685.

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Made available in DSpace on 2010-04-20T20:20:23Z (GMT). No. of bitstreams: 0 Previous issue date: 2004-11-08T00:00:00Z<br>A June 2004 survey by the CMO Council of 320 senior marketing executives indicated that few high techcompanies (Iess than 20%) to date had developed meaningful, comprehensive measures and metrics for their marketing organizations. In fact over 80% of the companies surveyed expressed dissatisfaction with their ability to benchmark marketing programs business impact and value. However, the survey also revealed that companies that establish a formal, comprehensive measureme

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Walker, Cheryl. "Myth busting: high-performance students rarely prefer to work alone." Thesis, McGill University, 2010. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=95208.

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Through the topic of cooperative and collaborative learning, the need for refinement of definitions and expanded methodologies is identified. Past research narrowly focused on only one or two variables of interest, often ignored contextual variables, and has been limited by the use of forced-choice survey data. Research that adopts a social-learning or social-constructivist theoretical framework can help to overcome some of these limitations by considering the context of the learning environment and taking into account individual differences. Some research has moved in this direction, alth

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Okhawere, Paulson Young Ofenimu. "High performance work systems and workplace safety : a multilevel approach." Thesis, Aston University, 2016. http://publications.aston.ac.uk/30083/.

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Research in workplace safety has focused on either the physical approach that emphasizes ergonomic design of the environment and work-related equipment, an environmental approach that emphasizes potential hazards such as noise, toxins, and temperature, or a behavioural approach that emphasizes changing employee behaviours that are deemed to be responsible for workplace incidents such as accidents, injuries, fatalities, and safetyrelated events. I built on this research (i) to develop and validate an HPWS for safety scale, and (ii) to propose and test a model of processes through which unit lev

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Zhai, Xiaoxuan. "Rethinking the relationship between high-performance work systems and firm performance: A meta-analysis." Thesis, Zhai, Xiaoxuan (2018) Rethinking the relationship between high-performance work systems and firm performance: A meta-analysis. Masters by Research thesis, Murdoch University, 2018. https://researchrepository.murdoch.edu.au/id/eprint/40117/.

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In the highly competitive global marketplace, organisations are paying increasing attention to the formation and sustention of competitive advantages through the enhancement of human capital. High-performance work system (HPWS), a synergised system of human resource management (HRM) practices, has been commonly recognised as a useful tool to improve firm performance (FP) to support the competitiveness of businesses. This study examines the HPWS-FP relationship using the quantitative research technique of meta-analysis. The study analyses 192 primary studies, and contributes to the extant liter

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Sandberg, Natalia. "On the Machinability of High Performance Tool Steels." Doctoral thesis, Uppsala universitet, Tillämpad materialvetenskap, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-172427.

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The continuous development of hot forming tool steels has resulted in steels with improved mechanical properties. A change in alloying composition, primarily a decreased silicon content, makes them tougher and more wear resistant at elevated temperatures. However, it is at the expense of their machinability. The aim of this study is to explain the mechanisms behind this negative side effect. Hot work tool steels of H13 type with different Si content were characterised mechanically, and evaluated analytically and by dedicated machining tests. Machining tests verified that materials with low Si

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Abrahams, M. F. "The beehive of organisational excellence : entrenching workplace practices that lead to high performance." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53088.

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Thesis (MBA)--Stellenbosch University, 2002.<br>ENGLISH ABSTRACT: For the past two decades or so we have been witnessing the dawn of the information age. The technological revolution that typifies this era is proceeding at a rate unparalleled by the advances of previous eras. This technological advancement has spawned what is called the New Economy, where the currency is information and the watchword is speed. The New Economy is global, knowledge-driven, and highly competitive. It has forever changed the competitive landscapes of many industries, combined others into new industries, and

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Gonçalves, Gizelda. "Gestão estratégica de recursos humanos o sistema das suas práticas e implicações nos resultados individuais : qual o papel do cumprimento do contrato psicológico? O caso das Agências Bancárias." Doctoral thesis, Instituto Superior de Economia e Gestão, 2009. http://hdl.handle.net/10400.5/3581.

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Doutoramento em Gestão<br>A finalidade deste estudo é a exploração das relações entre o sistema de práticas de gestão de recursos humanos (GRH), cumprimento dos contratos psicológicos (CCPs) e resultados individuais (RES) dos colaboradores das Agências Bancárias em Portugal. Pretende-se com ele conhecer a influência da percepção do sistema de práticas de GRH, na relação entre os colaboradores e a organização, nomeadamente na sua percepção do CCPs e ainda, conhecer a influência da percepção do CCPs nas atitudes e comportamentos dos colaboradores das Agências Bancárias. Para a concretização dest

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Burger, Petrus Frederik. "A high performance work system : making human capital the differentiating factor." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50252.

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Thesis (MBA)--Stellenbosch University, 2005.<br>ENGLISH ABSTRACT: Workplaces around the world have recently experienced a wide variety of formal and informal changes in the organisation of work. The pace of change appears to have accelerated since the early 1990's with increased organisational restructuring efforts. New forms of work organisation, popularly labeled "high performance work systems' are reported in the academic and business literature. These workplace systems are characterised by more flexible job designs and work arrangements, team/group work, performance related compensat

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Martinaityte, Ieva. "Leveraging employee creativity through high performance work systems : a multilevel perspective." Thesis, Aston University, 2014. http://publications.aston.ac.uk/24369/.

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Research has looked at single rather than a configuration of human resource management (HRM) practices to influence creativity so it is not yet clear how these practices synergistically facilitate creativity and organisational performance. I address this significant but unanswered question in a three-part study. In Study 1, I develop a high performance work system (HPWS) for creativity scale. I use Study 2 sample to test the validity of the new scale. In Study 3, I test a multilevel model of the intervening processes through which branch HPWS for creativity influences creativity and branch per

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Haghighat, Gisou E. "A Theoretical and Empirical Investigation of Reflective Practices in High Tech Organizations." Diss., Virginia Tech, 2020. http://hdl.handle.net/10919/97892.

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The practice of reflection on experience has been called a best practice for learning in organizations. Researchers have extensively studied the impacts of reflection on experience on improving productivity in areas of health and education. The results of these studies have shown that reflection on experience by individuals is indeed effective in enhancing practitioners' performance in the field. There has not, however, been much research on the process of reflection on experience by employees of organizations. This dissertation focused on enhancing the understanding of the process, structure,

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Huff, Richard F. "Achieving High Performance in Local Government: Linking Government Outcomes with Human Resource Management Practices." VCU Scholars Compass, 2007. http://hdl.handle.net/10156/2064.

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Sun, Yiyang. "The adoption of High Performance Work System : perspectives from SMEs in China." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/the-adoption-of-high-performance-work-system-perspectives-from-smes-in-china(de6e03c6-37ef-4eb6-98e8-7292eb31576c).html.

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This study focuses on investigating the existence and application of HPWS in the context of Chinese SMEs, given HPWS have been studied mainly in large enterprises rather than in small and medium-sized enterprises. Moreover, there is an inadequate amount of study with regard to the motivations for enterprises adopting HPWS. Therefore, considering the significant role of SMEs in China practically, and the knowledge contribution to HPWS within this particular research context academically, Chinese SMEs are selected as the research context in which to explore the application of HPWS. In particular

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Cook, Hugh Stephen Thomas. "The reality of a 'High Performance Work System' : internal and external vulnerabilities." Thesis, University of Leeds, 2012. http://etheses.whiterose.ac.uk/4378/.

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This thesis contributes to knowledge and understanding about the implementation of systems of Human Resource Management. It does this through intensive case based research at Ultico, the largest private sector employer in the UK and the leading UK food retail establishment. Much literature exists on HRM systems and their relationship with performance, yet significantly less has addressed the complex internal social processes associated with their implementation. Similarly, while research has considered the importance of the external context on HRM, little has addressed the processes through wh

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Lai, Chung-Foo, and 賴仲孚. "High Performance Work Practices, Work-Family Balance and Performance." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/22602262860386586467.

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碩士<br>國防管理學院<br>資源管理研究所<br>94<br>This study examines how Enterprise executes high performance work practices affect performance which divides into two levels. Firstly, we investigate organizational performance. Researcher holds that financial performance will be rise through Enterprise executes high performance work practices. For example, ROA .Secondly, we investigate individual performance. Recently scholars turn pessimistic work-family conflict into constructive work-family balance. They also stress the important of employee perception work-family balance; hence Researcher holds that indivi

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Wang, Hsin, and 王馨. "Culture, Personality, High Performance Work Practices and Organizational Performance." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/37289765436280501250.

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碩士<br>國立成功大學<br>國際企業研究所碩博士班<br>91<br>This research can be divided into two parts. Firstly, the impact of nation culture and personalities on the acceptance of high performance work practices (HPWP) is examined. We further investigate the relationships between the acceptance of HPWP among American, Japanese and Taiwanese employees and their behavioral performance. On second part, we try to understand the connection between the employee’s acceptance and the organization’s implementation in HPWP issue. Two moderators, namely organizational culture and strategy were also employed in this study

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"Development of high reliability construction work systems: Lessons from production practices of high performance work crews." Doctoral diss., 2012. http://hdl.handle.net/2286/R.I.15809.

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abstract: The construction industry faces important performance problems such as low productivity, poor quality of work, and work-related accidents and injuries. Creating a high reliability work system that is simultaneously highly productive and exceptionally safe has become a challenge for construction practitioners and scholars. The main goal of this dissertation was to create an understanding of high reliability construction work systems based on lessons from the production practices of high performance work crews. High performance work crews are defined as the work crews that constantly r

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Perrett, Robert A. "Same principles, different practices: The many routes to a high performance work system." 2016. http://hdl.handle.net/10454/10091.

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Chen, Zhong. "High performance work practices and perceived organizational performance: the moderation of age in Chinese workers." Master's thesis, 2021. http://hdl.handle.net/10071/22506.

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There has been relatively little research conducted on high performance working practices (HPWP) related to perceived organizational performance and age. This study intends to address this research gap by means of a quantitative approach. With a sample of 236 Chinese workers that answered a questionnaire we tested a moderation model of age in the relationship between HPWP and perceived organizational performance concerning sales growth, financial performance and profitability. All direct effects between HPWP and perceived organizational performance were positive, but age was found to po

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Chiu, Yen-Ting, and 邱艷婷. "The Effects of High-performance Work Practices on Employees’Working Performance and Their Organization Citizen Behavior." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/98098838637833572226.

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碩士<br>國立中央大學<br>人力資源管理研究所碩士在職專班<br>93<br>To adjust the swiftly changing and keenly competitive industrial environment, a human resource manager nowadays must have the ability to construct a HR system not only promoting the employees’ working performance and their organization citizen behavior but also inspiring the general organizational performance. By clarifying how employees’ perception on high-performance work practices changes their working performance and organization citizen behavior, the research attempts to provide some efficient references for strategic human resource managers, when

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Bai, Bing. "High performance work practices, national culture, and knowledge transfer within U.S. multinational corporations /." 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3337688.

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Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2008.<br>Source: Dissertation Abstracts International, Volume: 69-11, Section: A, page: 4523. Adviser: John Lawler. Includes bibliographical references. Available on microfilm from Pro Quest Information and Learning.

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Chen, Yi-chien, and 陳怡茜. "The relationship between High Performance Work Practices and Employee Well-being:An Intervening Effect of Work Motivation and Work/Family Balance." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/59302044231164470256.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>98<br>High-Tech industries in Taiwan realize that employees with professional knowledge and skills are the core advantage to competition, therefore implement so call Strategic Human Resource Management(SHRM). Recently, “high performance work practices(HPWPs)”, one of SHRM, becomes more and more emphasized. It is one of management systems that help employees to get needed competences through commitment, involvement, and incentives and to enhance the contributions to organization. However, are employees in high performance work organization feeling well-being? The pu

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Lu, Fang-Jin, and 呂芳進. "The Comparisons of High Performance Work Practices among Taiwanese , Chinese Corporations and American Subsidiaries." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/93159980473152650536.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>102<br>This study adopts qualitative approach , through interviewing with nine case companies ( including three American subsidiaries in Taiwan , three Taiwanese companies in Taiwan and three Chinese companies in China ) as well as secondary data collection to understand how they implement High Performance Work Practices (HPWP). The nine case corporations have different background and are in different industries. However , most of their employees are Chinese (in Taiwan and China) and have the same culture background. This study finds out some of the HPWP are imple

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