The Impact of High Performance Work System (HPWS) on Employee Productivity as Related to Organizational Identity and Job Engagement

Abstract

High-performance work systems (HPWS) are designed to improve the effectiveness and productivity of employees. In addition, the utilization of this system can reduce costs for the organization, while still creating value for employees. Organizations benefit from creating human resource (HR) systems that increase value to all stakeholders. Factors of HPWS investigated are organizational identity, job engagement, employee creativity, employee voice, and employee proactive behavior. The purpose of this study was to examine the relationship between HPWS, organizational identity, job engagement, creativity, and employee voice and its impact on employees and organizational performance.The researcher applied quantitative research questions; the data was gathered from web-based surveys emailed to 450 employees which 319 surveys questionnaires were returned. Subsequently, random selection of fully completed surveys was selected to be analyzed. The study establishes the existence of correlations between high performance work systems, organizational identity, employee creativity, and employee proactive behavior. This shows that application of HPWS would enhance employee productivity and organizational performance.

Keywords: high-performance work system, HPWS, job engagement, organizational identity, employee voice, employee proactive behavior, employee creativity, human resource theories