Workers behavior depends on factors like : Organizational culture, mutual trust, engagement, empowerment, recognition,career growth opportunities, peer relations, and organizational ethics. It is for the leadership to identify the training needs for effecting attitudinal changes and creating a conducive organizational culture to implement the training and development plans for building up human resources as strategic asset. Employees are important organizational resource for organizational growth and development. The organizations that do not understand the same, will eventually perish. Please read the Toyota Management System.  The example of influence of Human Resource practice in improving organizational performance is the example of New United Motor Manufacturing Inc., a joint venture of Toyota Motor Corporation & General Motors Co, at Fremont , California where same workforce converted the sinking plant into a model manufacturing plant. Please go through the article "How to change a culture: Lessons From NUMMI By John Shook " which appeared in MIT Sloan Management Review Winter2010 Vol51 No2.page63 to 68. 

Thank you very much for your answer! I have now read the John Shook article and there are some key-lessons to take from it which I can definitely use. I will also read the Toyota Management System, thank you again for the advice!

The behaviour change wheel: A new method for characterising and designing behaviour change interventions (co-written with Robert West and Maartje M van Stralen) has become a mini-classic. It presents a really helpful and structured way of thinking about behaviour as a ‘system’ and using that to think about appropriate interventions and policies

https://www.ipsos-mori.com/DownloadPublication/1552_sri-understanding-society-april-2013.pdf

Thank you Krishnan for your answer and input to answer my question. I can definitely use this for my research!