Doctor of Philosophy in International Business Administration (Ph.D.-IB)
Mayfield, Milton R.
This study builds upon the strategic human resource management literature to further understand the effect of high-performance work systems on employee outcomes. Despite the increasing interest in examining the relationship between high-performance work systems and employee attitudes and behaviors, the mechanisms of how these HR practices affect employees are not fully clear. As such, the current study sheds more light into this area of the HR literature by examining the mediating role of employee well-being between perceived high-performance work systems and three important worker outcomes: work effort, turnover intention, and counterproductive work behavior. The model is tested by using a sample consisting of 408 respondents from the United States and India. The results of the study show that high-performance work systems are positively related to employee work effort, and they are negatively related to employee turnover intention and counterproductive work behavior. Furthermore, employee well-being was found to play a mediating role in these relationships. To further examine the model, I divide the sample into two subsamples, with one subsample consisting of only U.S. respondents and the other consisting of only Indian respondents. This division was done in order to examine whether there would be any differences in path coefficients between the model derived from the U.S. subsample and the one derived from the Indian subsample. The analysis showed that for the U.S. subsample employee well-being would act as a full mediator for the relationships between high-performance work systems and the two employee withdrawal outcomes (turnover intention and counterproductive work behavior), while for the Indian subsample the mediating effect was partial. Theoretical and practical implications are also discussed.
Alika, Albi, "Employee Well-Being as a Mediator of the Relationship between Perceived High-Performance Work Systems and Employee Outcomes" (2021). Theses and Dissertations. 133.