High-performance work systems (HPWS) have been highly discussed over the last decade In the changing and competitive environment HPWS is a human resource practice to enhance employees’ ability and commitment thereby increase the overall performance of organization We hope to map the relationship between HPWS and employee engagement in the frontline service employees (FLSE) in the banking sector Results are based on the sample of 227 banking FLSE in Taiwan and all hypotheses of our study are supported First perceived HPWS is significantly positive related to perceived supervisory support Second perceived supervisory support is positive significantly associated with employee engagement Third perceived supervisory support is mediating the relationship between perceived HPWS and employee engagement Last intrinsic motivation is a moderator between perceived supervisory support and employee engagement However due to the unique characteristics in our sample we found the different perspective in previously published paper between perceived supervisory support and intrinsic motivation In addition to the difference in samples and organizations we also link the results to Hofstede’s cultural dimensions Our study will conclude with a discussion implication in practice and suggestions for the research in the future
Date of Award | 2020 |
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Original language | English |
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Supervisor | Yu-Lin Wang (Supervisor) |
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Mapping the relationships between high-performance work systems perceived supervisory support intrinsic motivation and employee engagement: a study of the banking FLSE in Taiwan
伊珊, 柯. (Author). 2020
Student thesis: Doctoral Thesis