Μελετώντας τις αρνητικές πτυχές της Διοίκησης Ανθρώπινου Δυναμικού
Date Issued
October 11, 2023
Type
Πτυχιακή Εργασία
Abstract
This literature review provides a critical analysis of the complex relationship between human resource management (HRM) practices, specifically those related to high-performance work systems (HPWS), and their influence on organizational outcomes and employee well-being. This study aims to synthesize the empirical research conducted over the past decade to better understand the complex relationship between human resource management (HRM) practices, employee perceptions, and the consequent impact on stress levels and performance outcomes. This review incorporates an extensive range of peer-reviewed publications and theoretical frameworks, obtained through a methodical exploration of online resources and a meticulous selection process. The paper highlights the mediating function of employees' views on the relationship between job demands and job outcomes, underscoring the need to understand employees' perceptions of job demands and resources. Based on the job demands-resource (JD-R) paradigm, this literature review examines two different mediation processes. The first mechanism, referred to as the "critical" perspective, establishes a link between high-performance work systems (HPWS) and increased job demands. In contrast, the second mechanism, known as the 'positive' perspective, establishes a link between HPWS and increased labour resources. By examining several aspects, this comprehensive analysis enhances our understanding of the impact of High Performance Work Systems (HPWS) on both the overall effectiveness of a firm and the well-being of its employees. The results offer important insights for organizations aiming to enhance the adoption of High Performance Work Systems (HPWS) and improve outcomes for their employees.
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