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An important objective of human resource (HR)research is to understand how HRpractices can influence employee attitudes and behaviors in order to help achieveorganizational goals via employee performance.It was proposed and found in this studythat employee perceptions of certain HighPerformance Work System (HPWS) practicesserves as antecedents of employee service performance (ESP)via organizational support(OS)and organizational identification (OI).This finding may helpunderstand the"blackbox"between HPWS practices and ESP.
On the other hand,while OS refers to employees evaluations of favorabletreatment from theorganization and HPWS represent a significant channel theorganization uses to communicate its support to employees,OS and OI literature has notcomprehensively examined the effect of HPWS practices on employee OS and OIbeliefs.The findings in the hierarchical regression from a sample of 254 employees ina large commercial bank in Yemen as a study documenting a positive associationbetween HPWS practices and OS and OI with ESP suggests that employees drawinferences from the HPWS-related treatment they receive in assessing the supportivenessof the organization.By implementing HPWS practices that demonstrate the organizationcares about the employeeswell-being and values their contribution,organizations arelikely to be perceived as offering high levels ofsupport for the employees.The results of this study add to our knowledge about the antecedents of OS and OI.Moreover,while OS and OI research has been largely rooted in the organizational behavior literature,this study bridges the human resource literature and the organizational behavior literature,by combining HPWS,OS,OI and ESP.
Keywords: High performance work system; perceived organizational support;organizational identification; employee service performance
On the other hand,while OS refers to employees evaluations of favorabletreatment from theorganization and HPWS represent a significant channel theorganization uses to communicate its support to employees,OS and OI literature has notcomprehensively examined the effect of HPWS practices on employee OS and OIbeliefs.The findings in the hierarchical regression from a sample of 254 employees ina large commercial bank in Yemen as a study documenting a positive associationbetween HPWS practices and OS and OI with ESP suggests that employees drawinferences from the HPWS-related treatment they receive in assessing the supportivenessof the organization.By implementing HPWS practices that demonstrate the organizationcares about the employeeswell-being and values their contribution,organizations arelikely to be perceived as offering high levels ofsupport for the employees.The results of this study add to our knowledge about the antecedents of OS and OI.Moreover,while OS and OI research has been largely rooted in the organizational behavior literature,this study bridges the human resource literature and the organizational behavior literature,by combining HPWS,OS,OI and ESP.
Keywords: High performance work system; perceived organizational support;organizational identification; employee service performance