EMPLOYEE ENGAGEMENT AND HIGH PERFORMANCE WORK SYSTEM AN EMPIRICAL STUDY

http://dx.doi.org/10.31703/grr.2016(I-I).09      10.31703/grr.2016(I-I).09      Published : Dec 2016
Authored by : LubnaAbbassi , MuhammadZia-urRehman , YasmineMuhammad JavaidIqbal

09 Pages : 114-131

References

  • Adams, J.S. (1963). Toward an Understanding of in- equity. Journal of Abnormal and Social Psychology, 67, 422-36.
  • Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000). Manufacturing Advantage: Why High Performance Work Systems Pay Off. Ithaca, NY: ILR Press.
  • Asad, A., Hussain, R. I., Nayyab, H., Ashraf, M. & Adnan, S. (2011). Impact of hr practices on employee engagement in banking sector of Pakistan. Interdisciplinary Journal of Contemporary Research in Business, 3(1), 409-416.
  • Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management journal, 37(3), 670- 687.
  • Arthur, W. B., & Queen's University (1992). On learning and adaptation in the economy. Institute for Economic Research, Queen's University.
  • Becker B. E. & Huselid M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. Research in Personnel and Human Resources Journal, 16(1): 53-101.
  • Bakker, A. B., & Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29(2), 147-154
  • Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of management, 17(1), 99-120.
  • Barney, J. B. (2001). Resource-based theories of competitive advantage: A tenyear retrospective on the resource-based view. Journal of management, 27(6), 643.
  • Batt, R. (2000). Strategic Segmentation and Frontline Services: Matching Customers, Employees, and Human Resource Systems. International Journal of Human Resource Management. 11(3):540-61.
  • Bateman, T.S., & Crant, J.M. (1993). The Proactive Component of Organizational Behavior: A Measure and Correlates. Journal of Organizational Behavior, 14, 103- 118.
  • Beer, M., Voelpel, S.Aspinwall, L. G., & Taylor, S. E. (1997). A stitch in time: selfregulation and proactive coping. Psychological Bulletin, 121, 417-436.
  • Blau, P. M. (1964). Exchange and power in social life. Transaction Publishers.
  • Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39(4), 779-801.
  • Boxall, P., & Purcell, J. (2000). Strategic human resource management: where have we come from and where should we be going?. International Journal of Management Reviews, 2(2), 183-203.
  • Boxall, P. F., & Purcell, J. (2003). Strategy and human resource management (Vol. 219). Palgrave Macmillan Basingstoke, UK.
  • Brown, S.P & Leigh,T.W(1996) A New Look at Psychological Climate and Its Relationship to Job Involvement, Effort, and Performance. Journal of Applied Psychology, 81(4), 358-368
  • Baard, P. P., Deci, E. L., & Ryan, R. M. (2004). Intrinsic Need Satisfaction: A Motivational Basis of Performance and Weil‐Being in Two Work Settings1. Journal of Applied Social Psychology, 34(10), 2045-2068.
  • Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career development international, 13(3), 209-223.
  • Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81, 358-368
  • H. J., Shin, K. H., & Swanger, N. (2009). Burnout and engagement: A comparative analysis using the Big Five personality dimensions. International Journal of Hospitality Management, 28(1), 96-104.
  • Adams, J.S. (1963). Toward an Understanding of in- equity. Journal of Abnormal and Social Psychology, 67, 422-36.
  • Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000). Manufacturing Advantage: Why High Performance Work Systems Pay Off. Ithaca, NY: ILR Press.
  • Asad, A., Hussain, R. I., Nayyab, H., Ashraf, M. & Adnan, S. (2011). Impact of hr practices on employee engagement in banking sector of Pakistan. Interdisciplinary Journal of Contemporary Research in Business, 3(1), 409-416.
  • Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management journal, 37(3), 670- 687.
  • Arthur, W. B., & Queen's University (1992). On learning and adaptation in the economy. Institute for Economic Research, Queen's University.
  • Becker B. E. & Huselid M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. Research in Personnel and Human Resources Journal, 16(1): 53-101.
  • Bakker, A. B., & Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29(2), 147-154
  • Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of management, 17(1), 99-120.
  • Barney, J. B. (2001). Resource-based theories of competitive advantage: A tenyear retrospective on the resource-based view. Journal of management, 27(6), 643.
  • Batt, R. (2000). Strategic Segmentation and Frontline Services: Matching Customers, Employees, and Human Resource Systems. International Journal of Human Resource Management. 11(3):540-61.
  • Bateman, T.S., & Crant, J.M. (1993). The Proactive Component of Organizational Behavior: A Measure and Correlates. Journal of Organizational Behavior, 14, 103- 118.
  • Beer, M., Voelpel, S.Aspinwall, L. G., & Taylor, S. E. (1997). A stitch in time: selfregulation and proactive coping. Psychological Bulletin, 121, 417-436.
  • Blau, P. M. (1964). Exchange and power in social life. Transaction Publishers.
  • Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39(4), 779-801.
  • Boxall, P., & Purcell, J. (2000). Strategic human resource management: where have we come from and where should we be going?. International Journal of Management Reviews, 2(2), 183-203.
  • Boxall, P. F., & Purcell, J. (2003). Strategy and human resource management (Vol. 219). Palgrave Macmillan Basingstoke, UK.
  • Brown, S.P & Leigh,T.W(1996) A New Look at Psychological Climate and Its Relationship to Job Involvement, Effort, and Performance. Journal of Applied Psychology, 81(4), 358-368
  • Baard, P. P., Deci, E. L., & Ryan, R. M. (2004). Intrinsic Need Satisfaction: A Motivational Basis of Performance and Weil‐Being in Two Work Settings1. Journal of Applied Social Psychology, 34(10), 2045-2068.
  • Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career development international, 13(3), 209-223.
  • Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81, 358-368
  • H. J., Shin, K. H., & Swanger, N. (2009). Burnout and engagement: A comparative analysis using the Big Five personality dimensions. International Journal of Hospitality Management, 28(1), 96-104.

Cite this article

    APA : Abbassi, L., Rehman, M. Z., & Iqbal, Y. M. J. (2016). Employee Engagement and High Performance Work System: An Empirical Study. Global Regional Review, I(I), 114-131. https://doi.org/10.31703/grr.2016(I-I).09
    CHICAGO : Abbassi, Lubna, Muhammad Zia-ur Rehman, and Yasmine Muhammad Javaid Iqbal. 2016. "Employee Engagement and High Performance Work System: An Empirical Study." Global Regional Review, I (I): 114-131 doi: 10.31703/grr.2016(I-I).09
    HARVARD : ABBASSI, L., REHMAN, M. Z. & IQBAL, Y. M. J. 2016. Employee Engagement and High Performance Work System: An Empirical Study. Global Regional Review, I, 114-131.
    MHRA : Abbassi, Lubna, Muhammad Zia-ur Rehman, and Yasmine Muhammad Javaid Iqbal. 2016. "Employee Engagement and High Performance Work System: An Empirical Study." Global Regional Review, I: 114-131
    MLA : Abbassi, Lubna, Muhammad Zia-ur Rehman, and Yasmine Muhammad Javaid Iqbal. "Employee Engagement and High Performance Work System: An Empirical Study." Global Regional Review, I.I (2016): 114-131 Print.
    OXFORD : Abbassi, Lubna, Rehman, Muhammad Zia-ur, and Iqbal, Yasmine Muhammad Javaid (2016), "Employee Engagement and High Performance Work System: An Empirical Study", Global Regional Review, I (I), 114-131
    TURABIAN : Abbassi, Lubna, Muhammad Zia-ur Rehman, and Yasmine Muhammad Javaid Iqbal. "Employee Engagement and High Performance Work System: An Empirical Study." Global Regional Review I, no. I (2016): 114-131. https://doi.org/10.31703/grr.2016(I-I).09