Optimizing human resource strategies: Investigating the dynamics of high-performance practices, psychological empowerment, and responsible leadership in a moderated-mediation framework
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View abstract on PubMed
Summary
This summary is machine-generated.High-Performance Human Resource Practices enhance job performance by fostering psychological empowerment. Responsible leadership amplifies this effect, creating better work environments.
Area Of Science
- Organizational Behavior
- Human Resource Management
- Psychology
Background
- Existing literature confirms the positive impact of High-Performance Human Resource Practices (HPHRPs) on job performance.
- However, the underlying mechanisms through which HPHRPs influence employee job performance remain underexplored.
- This research addresses this gap by investigating psychological empowerment as a mediator.
Purpose Of The Study
- To examine the mediating role of psychological empowerment (PE) in the relationship between HPHRPs and job performance (JP).
- To test the interactive effect of HPHRPs and responsible leadership on psychological empowerment.
- To explore the moderating role of responsible leadership in the indirect impact of HPHRPs on JP via PE.
Main Methods
- Data collected in three waves from 557 education sector employees in Pakistan.
- Hypotheses evaluated using SPSS PROCESS macro for moderated-mediated relationships.
- Signaling theory provides the theoretical framework.
Main Results
- HPHRPs positively influence employee job performance through psychological empowerment.
- Responsible leadership positively moderates the effect of HPHRPs on psychological empowerment.
- Responsible leadership moderates the indirect effect, strengthening it for individuals with lower levels of responsible leadership.
Conclusions
- Psychological empowerment is a key mediator linking HPHRPs to job performance.
- Responsible leadership plays a crucial moderating role in this relationship.
- Findings offer practical implications for creating improved work environments and enhancing employee performance.
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