High Performance Work Practices and Employee’s Outcomes: Organization based Self-Esteem and Perceived Organizational Support as Mediator and Positive Psychological Capital as Moderator
Keywords:High Performance Work Practices (HPWP), In-Role Performance (IRP), Task Performance(TP), Organizational Citizenship Behavior (OCB), Organization-based Self-Esteem (OSE), Perceived Organizational Support (POS), Positive Psychological Capital (PPC)
Worldwide, the environment of business organizations is becoming faster and it is too important for organizations that how to attain and preserve a competitive advantage. An organization can achieve organizational goals and objectives through optimistic behavior and superior performance of its human resources. HPWPs act to develop and increase staff efficiencies and capabilities; this study put emphasis on quantitative research to highlight the impact of HPWP on individual outcomes (IRP, TP, and OCB) in a sample of (n = 412) from banking sector of Central Punjab, Pakistan by using a convenience sampling technique. In this study mediation, moderation model bootstrapping analysis was also been tested, by using POS and OSE as mediator and PPC as moderators. Findings of the study showed that POS and OSE mediate the relationship between HPWP and employee’s Outcomes. Conversely, PPC moderates the relationship between OSE and Employee’s Outcomes IRP, TP and OCB. This study will purposeful for the management managers and practitioners of the organizations who needs to implement HPWP for the enhancement of their workforce’s outcomes, also from the theoretical implications this study explains the role of POS and OSE as mediating mechanism and PPC as moderating tool in connection to HPWP and employee outcomes IRP, TP and OCB.