As per Jansen et al. (2013) HPWS lead to anxiety and role overload among its employees, which can be lessened by appropriately giving them the power to control (job control) but do organisations really empower their employees to lessen their stress level, which is of great concern in present scenario.
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High performance work systems stress its employees as such system overloads the employees. Solution may lie with skill enhancement, motivation, and empowerment. Probably empowering employees is more helpful. Without empowering employees, organizations can not survive. Every organization tries to empower employees, level of empowerment may differ.
In some cases, the findings may not be all right. There are a lot of HPWS organizations have managed to create a highly motivated environment by the implementing the quality of work life (QWL) program. The main idea is to initiate the satisfactorily and convenient working environment while at the same time demanding high levels of excellent performance. The win-win situation between employer and employee would lead to high return at expected targets and at the same time providing an enjoyable working condition.
Hi Jeevan,
I should tell you this as an entrepreneur and a field researcher that anxiety at work is very relative. Therefore, if you happen to do a case study in various environments (in different companies or within different departments of a company) perhaps your results would be different from case to case.
Therefore, if you insist that they are very relative, you need to do situation analysis to understand the cause-and-effect relation, or run a critical/mega analysis research to generalize the hypothesis.
The HPWS construct is unclear and so is it's many operationalizations. In addition, it tautological to test whether HPWS is related to P(erformance). High-commitment or high-involvement HR are better constructs, and, if measured properly, would probably be negatively related to strain (e.g. stress).
thanks Mr. Bard Kuvaas. As far as the HPWS construct is concerned it is checked at two levels Department and employee levels (Janesn et al., 2103). A combination of high involvement, commitment and performances oriented HR practices help to generate the HPWS. Further HPWS result in more employee related outcomes than the organisational outcomes(Zhang and Morris, 2014). So HPWS do affect performance but through employee related outcomes e.g. satisfaction, commitment, low intention to leave.
Yes, but performance oriented HR practices are typically not high-commitment (i.e. individual PFP and a lot rating and ranking). Se the classic study by Arthur:
Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37(3), 670-687. doi: 10.2307/256705
There is a need for a complete "rethink" on jobs and living. On a short range visionthere might be a need to address this problem.However there are disruptive technologies on the horizon, which will eliminate jobs and even the economy as we know it. It will be a " flat earth " population in the future , so stress then can then be eliminated if we as mankind can develop a caring society with holistic views on life for all of mankind.
Cheers
HPWS causes stress basically because indexes of individual happiness
is transferred from internal to external sources. Monitoring performance
smacks of an archaic inhuman system. We should monitor " well being "
which ought to include output as a variable and think in terms of system
engineering.There was some time ago a well known method whereby the
last ten percent of the employees were fired. Although this might seem
to work in the short term , it is" self corrupting" and destructive in the long term.
It seems to rely on infinite number of candidates waiting out there for the job.
Reality is , there are really few individuals available with required competency
as can be seen now in many vacancies as per reports.
Cheers
I suggest you read Ramsay et al., (2000) which deals with this very specific issue and suggests that HPWS can lead to increased stress due to work intensification. The work of Tom Kennoy is also very relevant to your question.
Ramsay, H., Scholarios, D., & Harley, B. (2000). Employees and high‐performance work systems: testing inside the black box. British Journal of industrial relations, 38(4), 501-531.
thank you everyone but question still persist that what what should HPWS do extra so that work load do not give them negative stress.
I agree with Prof. Kundu that we should empower employees. Along with this introduction of flexible HR practices can help a lot.
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