Please use this identifier to cite or link to this item: https://hdl.handle.net/10321/5628
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dc.contributor.authorBangura, Samuelen_US
dc.date.accessioned2024-10-16T06:27:43Z-
dc.date.available2024-10-16T06:27:43Z-
dc.date.issued2024-
dc.identifier.citationBangura, S. 2024. Unveiling the double-edged effects of high-performance work systems (HPWS) on employee performance: a case study of a selected company in Durban, Republic of South Africa. British Journal of Multidisciplinary and Advanced Studies. 5(1): 142-152. doi:10.37745/bjmas.2022.0413en_US
dc.identifier.issn2517-276X-
dc.identifier.issn2517-2778 (Online)-
dc.identifier.urihttps://hdl.handle.net/10321/5628-
dc.description.abstractIt has been documented that HPWS has both positive and negative effects on employee performance. However, limited studies are affirming this view therefore the review provides a comprehensive understanding of the strengths and weaknesses of HPWS in organisations.To aim of the study is to provide a comprehensive understanding of the strengths and weaknesses in the applications of HPWS in organisations. Under the research goals, a qualitative research methodology was utilised, specifically using in-depth interviews to collect data. The target population consisted of 6 employees of the organisation studied. These individuals were purposefully selected as they possess the necessary information to assess the perceived effects of HPWS on employee performance in organisations. For data analysis, the qualitative thematic data analysis approach was employed. The usage of thematic analysis in this study is founded on its ability to offer comprehensive and compelling insights into the concept of HPWS.Based on the six-step approach of qualitative thematic analysis, the findings suggest that the combination of employee motivation and strategic human resources management practices with HPWS can enhance employee performance. Nevertheless, it has been noted that improper implementation of HPWS can result in heightened job demands and burnout among employees. Therefore, incorporating an evidence-based approach in implementing HPWS is recommended. The study has a limitation as it solely utilizes a qualitative approach, leading to constraints in terms of statistical measurement. Consequently, it is recommended for future studies to employ quantitative or mixed methods research to obtain a more comprehensive understanding of the relationship between HPWS and employee performance.This study recommends that human resource management professionals use this research as a catalyst for implementing HPWS in their organisations. It can offer valuable guidance on effectively utilising HPWS as a concept and practical approach in managing human resources within organisations.The study highlights and postulate the importance of motivation and an evidence-based approach to HPWS. The evidence-based approach can be acknowledged as a contemporary approach to human resource management in organisations.en_US
dc.format.extent11 pen_US
dc.language.isoenen_US
dc.publisherEuropean Centre for Research Training and Developmenten_US
dc.relation.ispartofBritish Journal of Multidisciplinary and Advanced Studies; Vol. 5, Issue 1en_US
dc.subjectHigh-Performance Work System (HPWS)en_US
dc.subjectEmployee performanceen_US
dc.subjectEmployee motivationen_US
dc.subjectJob demanden_US
dc.subjectJob burnouten_US
dc.titleUnveiling the double-edged effects of high-performance work systems (HPWS) on employee performance : a case study of a selected company in Durban, Republic of South Africaen_US
dc.typeArticleen_US
dc.date.updated2024-10-15T14:44:24Z-
dc.publisher.urihttp://dx.doi.org/10.37745/bjmas.2022.0413en_US
dc.identifier.doi10.37745/bjmas.2022.0413-
item.grantfulltextopen-
item.cerifentitytypePublications-
item.fulltextWith Fulltext-
item.openairecristypehttp://purl.org/coar/resource_type/c_18cf-
item.languageiso639-1en-
item.openairetypeArticle-
Appears in Collections:Research Publications (Management Sciences)
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