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عنوان فارسی مقاله:
آیا شیوه های کار با کارایی بالا در شرکتهای کوچک و متوسط خانواده لازم است؟ تجزیه و تحلیل تاثیر بر حفظ کارکنان
عنوان انگلیسی مقاله:
Are high performance work practices really necessary in family SMEs? An analysis of the impact on employee retention
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مقدمه انگلیسی مقاله:
1. Introduction
Acquiring, developing, but particularly also keeping talented individuals have become some of the most important goals of human resource management (HRM) practices in the past two decades (Govaerts, Kyndt, Dochy, & Baert, 2011; Hiltrop, 1999). Organizations that do not succeed in retaining the high performing workforce lose their ability to remain competitive (Rappaport, Bancroft, & Okum, 2003) as voluntary turnover can affect various dimensions of performance, such as productivity and corporate financial performance (Guthrie, 2001; Huselid, 1995; Shaw, Dineen, Fang, & Vellella, 2009; Sun, Aryee, & Law, 2007). The recent literature on employee retention has unambiguously shown that one particular set of HRM practices, known as high performance work practices (HPWPs), plays a significant role towards the intermediate organizational goal of curbing voluntary turnover rates. Indeed HPWPs have been shown to positively influence employee retention in a variety of sectors (production and service), settings (unionised and non-unionised, small and large companies, etc.) and countries (e.g. Combs, Liu, Hall, & Ketchen, 2006; Karatepe, 2013; Sarikwal & Gupta, 2013). Also in family firms, attracting and retaining qualified employees and fostering value-creating behaviours can be crucial factors for performance and long-term competitive advantage (e.g. Chrisman, Chua, & Litz, 2003; Mitchell, Morse, & Sharma, 2003; Sieger, Bernhard, & Frey, 2011). The issue in the family business context might be even more critical because the majority of the employees usually face a particularly complex and ambiguous situation, since they are part of the business, but not of the family system (Barnett & Kellermanns, 2006). Despite the evident conceptual and practical relevance of the topic, the theoretical and empirical contributions on HRM practices in family firms are, however, rather scarce and fragmented (Botero & Litchfield, 2013; Cruz, Firfiray, & GomezMejia, 2011). Further, the existing studies have mainly examined HRM choices involving family members, while having substantially overlooked, or addressed only in an indirect way, the role of nonfamily personnel (e.g. Astrachan & Kolenko, 1994; Burkart, Panunzi, & Shleifer, 2003; Cruz, Gomez-Mejia, & Becerra, 2010; Dawson, 2012; Eddleston & Kellermanns, 2007; Khanin, Turel, & Mahto, 2012; Lansberg, 1983; Lubatkin, Schulze, Ling, & Dino, 2005; Sharma & Irving, 2005). The existing evidence shows that the extent of use of formal HPWPs is generally lower in family firms compared to non-family firms, also when size differences are taken into account (e.g. De Kok, Uhlaner & Thurik, 2006; Pittino & Visintin, 2013). To the contrary, familyfirms appear toprefer informal,oftendiscretionarymeasures, often leading (a) to the adoption of unfair compensation and performance appraisal systems (Barnet & Kellermanns, 2006; Chua, Chrisman, & Bergiel, 2009; Fiegener, Brown, Prince, & File, 1994), (b) to cases of managerial entrenchment (Gomez-Mejia, Nuñez-Nickel,
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کلمات کلیدی:
PDF]The Impact of High Performance Work Systems on ... - DORAS - DCU doras.dcu.ie/16569/1/MBS_Thesis_-_Cathal_O'_Regan_-_September_2011.pdf by C O'Regan - 2011 - Cited by 9 - Related articles Thesis presented in fulfilment of the requirements for. Masters of Business ... research has been how High Performance Work Systems (HPWS) impact on the. [PDF]the impact of high performance work systems ... - Mark Huselid www.markhuselid.com/pdfs/articles/1997_Shareholder_Wealth.pdf by MA Huselid - 1997 - Cited by 234 - Related articles Jan 3, 1997 - We estimate the impact of the presence of a High Performance Work System and its ... necessary to enhance firm performance (Bailey, 1993; Jackson et al., ... Crocker-Hefter (1996) provide a number of very convincing case ... 16.7 Designing a High-Performance Work System | Principles of ... https://open.lib.umn.edu/.../chapter/16-7-designing-a-high-performance-work-system/ Describe the use of HR systems to improve organizational performance. ... Now it is your turn to design a high-performance work system (HPWS). ... employee needed to fill the job, and then evaluating employee performance and compensating them .... Can high performance work systems really lead to better performance? [PDF]A High Performance Work Practices Taxonomy - SAGE edge edge.sagepub.com/sites/default/files/Posthuma%20Campion%20Masimova_0.pdf by RA Posthuma - 2013 - Cited by 154 - Related articles High Performance Work Systems are designed to enhance organizational .... provides much needed clarity and structure for this very broad and “fuzzy” domain ( ... [PDF]how much do high-performance work practices matter? https://www.greenleaf.org/wp-content/uploads/2013/11/PersonnelPsych.pdf by J COMBS - 2006 - Cited by 1393 - Related articles enhancing are known as high-performance work practices (HPWPs—. Huselid .... The needed latitude can be enhanced by HPWPs such as participation programs ...... tables will allow future meta-analyses to clarify which practices really are. [PDF]Title: High Performance Working Practices Subject: Management Type ... https://www.ukessaysexperts.co.uk/.../Management_Essay_Example_UK_Essay_Expe... principles of high performance work systems and HPWP components. ..... performance work systems made the focus of corporate human resources necessary for ... Enterprises in order to establish a high-performance work systems, truly win. Searches related to high performance work practices really necessary example of high performance work practices high performance work practices have been linked to quizlet google scholar
