High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performance

Purpose: One of the objectives of the work is the validation of a measurement model of the HIWP (High Involvement Work programs) based on Lawler (1986) questionnaire. Our proposal presents a second order composite construct for HIWP, in which the four first-order constructs that characterize the mod...

Descripción completa

Detalles Bibliográficos
Autores: Juarez-Tarraga, Amable, Marin-Garcia, Juan A., Santandreu-Mascarell, Cristina
Tipo de recurso: artículo
Fecha de publicación:2016
País:España
Institución:Universitat Politècnica de Catalunya (UPC)
Repositorio:UPCommons. Portal del coneixement obert de la UPC
Idioma:español
inglés
OAI Identifier:oai:upcommons.upc.edu:2117/98768
Acceso en línea:https://hdl.handle.net/2117/98768
https://dx.doi.org/10.3926/ic.837
Access Level:acceso abierto
Palabra clave:Personnel management
HRM
Human Resources
Composite model mode B
PLS-SEM
High Involvement Work programs
HIWP
RRHH
Recursos humanos
Modelo formativo
Prácticas de alto rendimiento
Personal -- Administració
Àrees temàtiques de la UPC::Economia i organització d'empreses::Gestió i direcció::Recursos humans
id ES_d0c12b32d2d93a4e2db5a270c059cec4
oai_identifier_str oai:upcommons.upc.edu:2117/98768
network_acronym_str ES
network_name_str España
repository_id_str
dc.title.none.fl_str_mv High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performance
Comprobación de un modelo de medida de High Involvement Work Programs (HIWP) y de su capacidad predictiva de los resultados percibidos por el mando
title High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performance
spellingShingle High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performance
Juarez-Tarraga, Amable
Personnel management
HRM
Human Resources
Composite model mode B
PLS-SEM
High Involvement Work programs
HIWP
RRHH
Recursos humanos
Modelo formativo
Prácticas de alto rendimiento
Personal -- Administració
Àrees temàtiques de la UPC::Economia i organització d'empreses::Gestió i direcció::Recursos humans
title_short High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performance
title_full High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performance
title_fullStr High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performance
title_full_unstemmed High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performance
title_sort High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performance
dc.creator.none.fl_str_mv Juarez-Tarraga, Amable
Marin-Garcia, Juan A.
Santandreu-Mascarell, Cristina
author Juarez-Tarraga, Amable
author_facet Juarez-Tarraga, Amable
Marin-Garcia, Juan A.
Santandreu-Mascarell, Cristina
author_role author
author2 Marin-Garcia, Juan A.
Santandreu-Mascarell, Cristina
author2_role author
author
dc.subject.none.fl_str_mv Personnel management
HRM
Human Resources
Composite model mode B
PLS-SEM
High Involvement Work programs
HIWP
RRHH
Recursos humanos
Modelo formativo
Prácticas de alto rendimiento
Personal -- Administració
Àrees temàtiques de la UPC::Economia i organització d'empreses::Gestió i direcció::Recursos humans
topic Personnel management
HRM
Human Resources
Composite model mode B
PLS-SEM
High Involvement Work programs
HIWP
RRHH
Recursos humanos
Modelo formativo
Prácticas de alto rendimiento
Personal -- Administració
Àrees temàtiques de la UPC::Economia i organització d'empreses::Gestió i direcció::Recursos humans
description Purpose: One of the objectives of the work is the validation of a measurement model of the HIWP (High Involvement Work programs) based on Lawler (1986) questionnaire. Our proposal presents a second order composite construct for HIWP, in which the four first-order constructs that characterize the model (Communication, Training, Compensation and Participation) are composite constructs. After addressing the validation of the measurement model, it is also checked the structure model to assess the predictive ability of HIWP on perceived performance in three different samples from different countries. Design/methodology: To validate the model based on composites, partial least squares (PLSSEM) was used. Data were obtained by researchers who developed the official versions of the questionnaire in English and Castilian. Findings: Overall, this study contributes to the debate on the relationship HIWP-results, pointing to a possible predictive capacity of Lawler’s HIWP model on perceived performance. Our study confirms significant (although low) relationship between the use of HIWP and performance. But nevertheless, part of measurement model has not been fully validated and should be confirmed in future research. Research limitations/implications: First, our data come from studies of more than 15 years ago, but to test measurement models, the date of the data is not a significant limitation because we analyzed the relationship between the constructs and were not interested in describing the state of evolution of these practices, but how to measure this relationship. Moreover, we only have data from large companies in both countries so we can not generalize the findings to other contexts. Originality/value: The findings are important for practitioners and researchers because quantifies the relationship between the use of HIWP and performance in two countries with important cultural differences, and also identifies practices that contribute most to this positive relationship.
publishDate 2016
dc.date.none.fl_str_mv 2016
2016-11-01
2016
2016-12-22
dc.type.none.fl_str_mv journal article
http://purl.org/coar/resource_type/c_6501
NA
http://purl.org/coar/version/c_be7fb7dd8ff6fe43
dc.type.openaire.fl_str_mv info:eu-repo/semantics/article
format article
dc.identifier.none.fl_str_mv https://hdl.handle.net/2117/98768
https://dx.doi.org/10.3926/ic.837
url https://hdl.handle.net/2117/98768
https://dx.doi.org/10.3926/ic.837
dc.language.none.fl_str_mv Español
spa
Inglés
eng
language_invalid_str_mv Español
Inglés
language spa
eng
dc.rights.none.fl_str_mv open access
http://purl.org/coar/access_right/c_abf2
Attribution-NonCommercial 3.0 Spain
http://creativecommons.org/licenses/by-nc/3.0/es/
dc.rights.openaire.fl_str_mv info:eu-repo/semantics/openAccess
rights_invalid_str_mv open access
http://purl.org/coar/access_right/c_abf2
Attribution-NonCommercial 3.0 Spain
http://creativecommons.org/licenses/by-nc/3.0/es/
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
dc.publisher.none.fl_str_mv OmniaScience
publisher.none.fl_str_mv OmniaScience
dc.source.none.fl_str_mv reponame:UPCommons. Portal del coneixement obert de la UPC
instname:Universitat Politècnica de Catalunya (UPC)
instname_str Universitat Politècnica de Catalunya (UPC)
reponame_str UPCommons. Portal del coneixement obert de la UPC
collection UPCommons. Portal del coneixement obert de la UPC
repository.name.fl_str_mv
repository.mail.fl_str_mv
_version_ 1869420202153738240
spelling High involvement work programs (HIWP) measurement model validation and its capacity to predict perceived performanceComprobación de un modelo de medida de High Involvement Work Programs (HIWP) y de su capacidad predictiva de los resultados percibidos por el mandoJuarez-Tarraga, AmableMarin-Garcia, Juan A.Santandreu-Mascarell, CristinaPersonnel managementHRMHuman ResourcesComposite model mode BPLS-SEMHigh Involvement Work programsHIWPRRHHRecursos humanosModelo formativoPrácticas de alto rendimientoPersonal -- AdministracióÀrees temàtiques de la UPC::Economia i organització d'empreses::Gestió i direcció::Recursos humansPurpose: One of the objectives of the work is the validation of a measurement model of the HIWP (High Involvement Work programs) based on Lawler (1986) questionnaire. Our proposal presents a second order composite construct for HIWP, in which the four first-order constructs that characterize the model (Communication, Training, Compensation and Participation) are composite constructs. After addressing the validation of the measurement model, it is also checked the structure model to assess the predictive ability of HIWP on perceived performance in three different samples from different countries. Design/methodology: To validate the model based on composites, partial least squares (PLSSEM) was used. Data were obtained by researchers who developed the official versions of the questionnaire in English and Castilian. Findings: Overall, this study contributes to the debate on the relationship HIWP-results, pointing to a possible predictive capacity of Lawler’s HIWP model on perceived performance. Our study confirms significant (although low) relationship between the use of HIWP and performance. But nevertheless, part of measurement model has not been fully validated and should be confirmed in future research. Research limitations/implications: First, our data come from studies of more than 15 years ago, but to test measurement models, the date of the data is not a significant limitation because we analyzed the relationship between the constructs and were not interested in describing the state of evolution of these practices, but how to measure this relationship. Moreover, we only have data from large companies in both countries so we can not generalize the findings to other contexts. Originality/value: The findings are important for practitioners and researchers because quantifies the relationship between the use of HIWP and performance in two countries with important cultural differences, and also identifies practices that contribute most to this positive relationship.Objeto: Uno de los objetivos del trabajo es la validación de un modelo de medida de los HIWP basado en el cuestionario original de Lawler (1986). Nuestra propuesta plantea un constructo formativo de segundo orden para los HIWP (High Involvement Workprograms), en el que los cuatro constructos de primer orden que caracterizan el modelo, Comunicación, Formación, Remuneración y Participación son constructos formativos. Tras abordar la validación del modelo de medida, se comprueba también el modelo de estructura para evaluar la capacidad predictiva de los HIWP sobre el rendimiento empresarial en tres muestras distintas de diferentes países. Diseño/metodología/enfoque: Para la validación del modelo de medida se utiliza una herramienta de ecuaciones estructurales por mínimos cuadrados parciales (PLS-SEM) y los datos obtenidos por los investigadores que desarrollaron las versiones oficiales del cuestionario en inglés y castellano. Aportaciones y resultados : En general, este trabajo contribuye al debate que gira en torno a la relación HIWP-resultados, apuntando a una posible capacidad predictiva del modelo de Lawler para medir el efecto del uso de los HIWP sobre los resultados de las empresas, partiendo de un modelo de medida que presenta relaciones formativas. Nuestro estudio confirma la relación significativa, aunque baja, entre el uso de los HIWP y los resultados en la empresa, que en nuestro modelo se miden a través de resultados percibidos. Aunque la existencia de esta relación, que parte de un modelo de medida que a nivel metodológico no se ha validado completamente, debe confirmarse en investigaciones futuras. Limitaciones: Estas contribuciones deben considerarse teniendo en cuenta las limitaciones de la investigación. En primer lugar, nuestros datos provienen de estudios de hace más de 15 años, aunque para probar los modelos de medida la vigencia de los datos no es una limitación importante puesto que analizamos la relación entre los constructos y no nos interesa describir el estado de evolución de estas prácticas, sino cómo poder medir esta relación definida.Por otra parte, sólo disponemos de datos de empresas grandes de dos países por lo que no podemos generalizar las conclusiones a otros contextos. Originalidad / Valor añadido: De ser así, y confirmarse definitivamente esta relación, el hallazgo es importante para el entorno profesional, ya que cuantifica la relación entre el uso de los HIWP y la performance en dos países con importantes diferencias culturales, y además identifica las prácticas que contribuyen en mayor medida a esta relación positiva.Peer ReviewedOmniaScience20162016-11-0120162016-12-22journal articlehttp://purl.org/coar/resource_type/c_6501NAhttp://purl.org/coar/version/c_be7fb7dd8ff6fe43info:eu-repo/semantics/articleapplication/pdfhttps://hdl.handle.net/2117/98768https://dx.doi.org/10.3926/ic.837reponame:UPCommons. Portal del coneixement obert de la UPCinstname:Universitat Politècnica de Catalunya (UPC)EspañolspaInglésengopen accesshttp://purl.org/coar/access_right/c_abf2Attribution-NonCommercial 3.0 Spainhttp://creativecommons.org/licenses/by-nc/3.0/es/info:eu-repo/semantics/openAccessoai:upcommons.upc.edu:2117/987682026-05-27T15:37:01Z
score 15,301603

Similares en LA Referencia