Performance Improvement of Hotel Industry through HPWS: Mediating Role of Learning Orientation, Employee Flexibility and Organizational Ambidexterity
Subject Areas : Special
1 - payame noor university
Keywords: High Performance Work Systems, Learning Orientation, Employee Flexibility, Organizational Ambidexterity, Hotel Industry,
Abstract :
on organizational performance. Nevertheless, the neglect of the capacity of the mediating variables between this connection is still evident. So, the purpose of this study is to explore the mediating role of learning orientation, employee flexibility and organizational ambidexterity capabilities in the above relationship. The data were analyzed using standard questionnaires using PLS software. The results of a survey of CEO and HR managers of 66 three star hotels and higher in Tehran showed that HPWS with impact on learning orientation, human resource flexibility and organizational ambidexterity development, play a significant role in improving the performance of the studied companies in the hotel industry. In fact, it can be argued that constructs of organizational learning, human resource flexibility and organizational ambidexterity play a complete mediating role between HPWS and performance of the studied hotels.
References:
1. آیباغی اصفهانی، سعید؛ غفوریان شاگردی، امیر؛ ابراهیمی، الهه. (1398). بررسی تأثیر نظام جبران خدمات مبتنی بر عملکرد و بازاریابی داخلی بر انعطاف‌پذیری منابع انسانی در هتل‌ها، گردشگری و توسعه، 8(2)، 186-169.
2. ابوالفتحی، جمشید؛ رسولی، رضا؛ ضماهنی، مجید؛ استیری، مهرداد. (1397). طراحی و تبیین مدل مدیریت استراتژیک منابع انسانی بارویکرد سیستم‌های کاری با عملکرد بالا ویژه شرکتهای دانش‌بنیان، مدیریت سازمان‌های دولتی، 4(4)، 36-25.
3. استیری، مهرداد؛ شریفی، مهدی. (1395). شناسایی و ارزیابی اقدامات سیستم‌های کاری با عملکرد بالا در صنعت خدمات بانکداری کشور، فصلنامة نوآوري و ارزش‌آفرینی، 5(10)، 107-93.
4. داوری، علی؛ رضازاده، آرش. (1392). مدل‌سازی معادلات ساختاری با نرم‌افزار PLS. تهران: انتشارات جهاد دانشگاهی.
5. دهقانی سلطانی، مهدی؛ مصباحی، مریم؛ عاقلی گوکی، فاطمه. (1399). تأثیر رفتار نوآورانه بر عملکرد سازمانی با تبیین نقش سرمایه فکری، فرصت طلبی و مزیت رقابتی در صنعت هتلداری، گردشگری و توسعه، 9(3)، 278-263.
6. رحیمی، فرج‌اله؛ محمدی، جیران؛ پورزارع، هدی. (1395). تأثیر اقدامات مدیریت منابع انسانی تعهدمحور بر انعطاف‌پذیري منابع انسانی و مزیت رقابتی. مطالعات مدیریت (بهبود و تحول)، 25(82)، 122-99.
7. زبرجدی، فاطمه. (1393). بررسی تأثیر سیستم‌های کاری با عملکرد بالا (HPWS) بر عملکرد سازمان با نقش میانجی انعطاف‌پذیری منابع انسانی. پایان‌نامه کارشناسی ارشد مدیریت MBA - گرایش توسعه سازمان و منابع انسانی: دانشگاه تهران.
8. سیدجوادین سیدرضا؛ امین، فرشته؛ استیری، مهناز. (1394). بررسی و ارزیابی تأثیرات اقدام‌های انگیزش‌زای سامانه‌های‌کاریِ با عملکرد بالا بر عملکرد واحدهای سازمان. پژوهش‌های مدیریت منابع انسانی، 7(3)، 104-79.
9. فتاحی، مصطفی؛ گودرزی، ساجد؛ نوروزی محمد حسین. (1390). سازمان و مطالعه تأثير نظام‌هاي كاري با عملكرد بالا بر عملكرد آن و بررسي نقش ميانجي انعطاف‌پذيري منابع انساني. اسلام و پژوهش‌هاي مديريتي، 1(3)، 163-145.
10. گنجعلی، اسداله؛ رضایی، سعید. (1394). سیستم کاری عملکرد بالا و کارآفرینی سازمانی: بررسی نقش قدرت سیستم منابع انسانی. پژوهش‌های مدیریت منابع سازمانی، 5(4)، 223-203.
11. Becker, B. E., Huselid, M. A., Becker, B. E., & Huselid, M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. In Research in personnel and human resource management.
12. Beltrán-Martín, I., Roca-Puig, V., Escrig-Tena, A., & Bou-Llusar, J. C. (2008). Human resource flexibility as a mediating variable between high performance work systems and performance. Journal of Management, 34(5), 1009-1044.
13. Cafferkey, K., & Dundon, T. (2015). Explaining the black box: HPWS and organisational climate. Personnel Review, 44(5), 666-688.
14. Chang, S., Gong, Y., Way, S. A., & Jia, L. (2013). Flexibility-oriented HRM systems, absorptive capacity, and market responsiveness and firm innovativeness. Journal of Management, 39(7), 1924-1951.
15. Chang, Y. Y. (2016). High-performance work systems, joint impact of transformational leadership, an empowerment climate and organizational ambidexterity: Cross level evidence. Journal of Organizational Change Management, 29(3), 424-444.
16. Fabi, B., Lacoursière, R., & Raymond, L. (2015). Impact of high-performance work systems on job satisfaction, organizational commitment, and intention to quit in Canadian organizations. International Journal of Manpower, 36(5), 772-790.
17. Faisal Ahammad, M., Mook Lee, S., Malul, M., & Shoham, A. (2015). Behavioral ambidexterity: The impact of incentive schemes on productivity, motivation, and performance of employees in commercial banks. Human Resource Management, 54(1), 45-62.
18. Fu, N., Ma, Q., Bosak, J., & Flood, P. (2015). Exploring the relationships between HPWS, organizational ambidexterity and firm performance in Chinese professional service firms. Journal of Chinese Human Resource Management, 6(1), 52-70.
19. Garaus, C., Güttel, W. H., Konlechner, S., Koprax, I., Lackner, H., Link, K., & Müller, B. (2016). Bridging knowledge in ambidextrous HRM systems: Empirical evidence from hidden champions. The International Journal of Human Resource Management, 27(3), 355-381.
20. Gibson, C. B., & Birkinshaw, J. (2004). The antecedents, consequences, and mediating role of organizational ambidexterity. Academy of management Journal, 47(2), 209-226.
21. Gupta, N., & Sharma, V. (2018). Relationship between leader member exchange (LMX), high-involvement HRP and employee resilience on extra-role performance: Mediating role of employee engagement. Journal of Indian Business Research, 10(2), 126-150.
22. Huang, J. W., & Li, Y. H. (2017). The mediating role of ambidextrous capability in learning orientation and new product performance. Journal of Business & Industrial Marketing, 32(5), 613-624.
23. Ismail, A., Zaidi, M. F., & Anuar, A. (2015). Administrator's Role in Performance Based Reward as A Determinant Of Employee Outcomes. Management & Marketing Journal, 13(1), 92-110.
24. Jyoti, J., & Dev, M. (2016). Perceived High-performance Work System and Employee Performance: Role of Self-efficacy and Learning Orientation. Metamorphosis, 15(2), 115-133.
25. Jyoti, J., & Rani, A. (2017). High performance work system and organisational performance: Role of knowledge management. Personnel Review, 46(8), 1770-1795.
26. Kalmuk, G., & Acar, A. Z. (2015). The effect of quality orientation and learning orientation on firm performance. Research Journal of Business and Management, 2(4), 455-487.
27. Kang, S. C., & Snell, S. A. (2009). Intellectual capital architectures and ambidextrous learning: a framework for human resource management. Journal of Management Studies, 46(1), 65-92.
28. Karatepe, O. M., & Vatankhah, S. (2014). The effects of high-performance work practices and job embeddedness on flight attendants' performance outcomes. Journal of Air Transport Management, 37, 27-35.
29. Kumari, I. G., & Pradhan, R. K. (2014). Human resource flexibility and organizational effectiveness: role of organizational citizenship behaviour and employee intent to stay. International Journal of Business and Management Invention, 3(11), 43-51.
30. Liu, N. C., & Lin, Y. T. (2021). High-performance work systems, management team flexibility, employee flexibility and service-oriented organizational citizenship behaviors. The International Journal of Human Resource Management, 32(18), 3912-3949.
31. López, S. P., Peón, J. M. M., & Ordás, C. J. V. (2006). Human resource management as a determining factor in organizational learning. Management Learning, 37(2), 215-239.
32. Malik, A., Pereira, V., & Tarba, S. (2019). The role of HRM practices in product development: Contextual ambidexterity in a US MNC’s subsidiary in India. The International Journal of Human Resource Management, 30(4), 536-564.
33. Martín, I. B., Tena, A. B. E., Llusar, J. C. B., & Puig, V. R. (2013). Influencia de las prácticas de recursos humanos en la flexibilidad de los empleados. Cuadernos de Economía y Dirección de la Empresa, 16(4), 221-237.
34. O'Reilly III, C. A., & Tushman, M. L. (2013). Organizational ambidexterity: Past, present, and future. Academy of management Perspectives, 27(4), 324-338.
35. Park, O., Bae, J., & Hong, W. (2017). High-commitment HRM system, HR capability, and ambidextrous technological innovation. The International Journal of Human Resource Management, 1-23.
36. Patel, P. C., Messersmith, J. G., & Lepak, D. P. (2013). Walking the tightrope: An assessment of the relationship between high-performance work systems and organizational ambidexterity. Academy of Management Journal, 56(5), 1420-1442.
37. Sekhar, C., Patwardhan, M., & Vyas, V. (2016). A study of HR flexibility and firm performance: a perspective from IT industry. Global Journal of Flexible Systems Management, 17(1), 57-75.
38. Simsek, Z., Heavey, C., Veiga, J. F., & Souder, D. (2009). A typology for aligning organizational ambidexterity's conceptualizations, antecedents, and outcomes. Journal of Management Studies, 46(5), 864-894.
39. Stettner, U., & Lavie, D. (2014). Ambidexterity under scrutiny: Exploration and exploitation via internal organization, alliances, and acquisitions. Strategic management journal, 35(13), 1903-1929.
40. Stokes, P., Moore, N., Moss, D., Mathews, M., Smith, S. M., & Liu, Y. (2015). The micro‐dynamics of intraorganizational and individual behavior and their role in organizational ambidexterity boundaries. Human Resource Management, 54(1), 63-86.
41. Úbeda-García, M., Claver-Cortés, E., Marco-Lajara, B., & Zaragoza-Sáez, P. (2017). Human resource flexibility and performance in the hotel industry: The role of organizational ambidexterity. Personnel Review, 46(4), 824-846.
42. Úbeda-García, M., Claver-Cortés, E., Marco-Lajara, B., García-Lillo, F., & Zaragoza-Sáez, P. C. (2018). Continuous innovation in the hotel industry: The development of organizational ambidexterity through human capital and organizational culture in Spanish hotels. International Journal of Contemporary Hospitality Management, 30(12), 3609-3631.
43. Wang, C. L. (2008). Entrepreneurial orientation, learning orientation, and firm performance. Entrepreneurship theory and practice, 32(4), 635-657.
44. Wright, P. M., & Snell, S. A. (1998). Toward a unifying framework for exploring fit and flexibility in strategic human resource management. Academy of management review, 23(4), 756-772.
45. Wu, N., Hoque, K., Bacon, N., & Bou Llusar, J. C. (2015). High‐performance work systems and workplace performance in small, medium‐sized and large firms. Human Resource Management Journal, 25(4), 408-423.
46. Yaduma, N., Williams, A., Lockwood, A., & Park, S. (2015). Performance, labour flexibility and migrant workers in hotels: An establishment and departmental level analysis. International Journal of Hospitality Management, 50, 94-104.
47. Zhang, J. A., Edgar, F., Geare, A., & O'Kane, C. (2016). The interactive effects of entrepreneurial orientation and capability-based HRM on firm performance: The mediating role of innovation ambidexterity. Industrial Marketing Management, 59, 131-143
1. آیباغی اصفهانی، سعید؛ غفوریان شاگردی، امیر؛ ابراهیمی، الهه. (1398). بررسی تأثیر نظام جبران خدمات مبتنی بر عملکرد و بازاریابی داخلی بر انعطاف‌پذیری منابع انسانی در هتل‌ها، گردشگری و توسعه، 8(2)، 186-169.
2. ابوالفتحی، جمشید؛ رسولی، رضا؛ ضماهنی، مجید؛ استیری، مهرداد. (1397). طراحی و تبیین مدل مدیریت استراتژیک منابع انسانی بارویکرد سیستم‌های کاری با عملکرد بالا ویژه شرکتهای دانش‌بنیان، مدیریت سازمان‌های دولتی، 4(4)، 36-25.
3. استیری، مهرداد؛ شریفی، مهدی. (1395). شناسایی و ارزیابی اقدامات سیستم‌های کاری با عملکرد بالا در صنعت خدمات بانکداری کشور، فصلنامة نوآوري و ارزش‌آفرینی، 5(10)، 107-93.
4. داوری، علی؛ رضازاده، آرش. (1392). مدل‌سازی معادلات ساختاری با نرم‌افزار PLS. تهران: انتشارات جهاد دانشگاهی.
5. دهقانی سلطانی، مهدی؛ مصباحی، مریم؛ عاقلی گوکی، فاطمه. (1399). تأثیر رفتار نوآورانه بر عملکرد سازمانی با تبیین نقش سرمایه فکری، فرصت طلبی و مزیت رقابتی در صنعت هتلداری، گردشگری و توسعه، 9(3)، 278-263.
6. رحیمی، فرج‌اله؛ محمدی، جیران؛ پورزارع، هدی. (1395). تأثیر اقدامات مدیریت منابع انسانی تعهدمحور بر انعطاف‌پذیري منابع انسانی و مزیت رقابتی. مطالعات مدیریت (بهبود و تحول)، 25(82)، 122-99.
7. زبرجدی، فاطمه. (1393). بررسی تأثیر سیستم‌های کاری با عملکرد بالا (HPWS) بر عملکرد سازمان با نقش میانجی انعطاف‌پذیری منابع انسانی. پایان‌نامه کارشناسی ارشد مدیریت MBA - گرایش توسعه سازمان و منابع انسانی: دانشگاه تهران.
8. سیدجوادین سیدرضا؛ امین، فرشته؛ استیری، مهناز. (1394). بررسی و ارزیابی تأثیرات اقدام‌های انگیزش‌زای سامانه‌های‌کاریِ با عملکرد بالا بر عملکرد واحدهای سازمان. پژوهش‌های مدیریت منابع انسانی، 7(3)، 104-79.
9. فتاحی، مصطفی؛ گودرزی، ساجد؛ نوروزی محمد حسین. (1390). سازمان و مطالعه تأثير نظام‌هاي كاري با عملكرد بالا بر عملكرد آن و بررسي نقش ميانجي انعطاف‌پذيري منابع انساني. اسلام و پژوهش‌هاي مديريتي، 1(3)، 163-145.
10. گنجعلی، اسداله؛ رضایی، سعید. (1394). سیستم کاری عملکرد بالا و کارآفرینی سازمانی: بررسی نقش قدرت سیستم منابع انسانی. پژوهش‌های مدیریت منابع سازمانی، 5(4)، 223-203.
11. Becker, B. E., Huselid, M. A., Becker, B. E., & Huselid, M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. In Research in personnel and human resource management.
12. Beltrán-Martín, I., Roca-Puig, V., Escrig-Tena, A., & Bou-Llusar, J. C. (2008). Human resource flexibility as a mediating variable between high performance work systems and performance. Journal of Management, 34(5), 1009-1044.
13. Cafferkey, K., & Dundon, T. (2015). Explaining the black box: HPWS and organisational climate. Personnel Review, 44(5), 666-688.
14. Chang, S., Gong, Y., Way, S. A., & Jia, L. (2013). Flexibility-oriented HRM systems, absorptive capacity, and market responsiveness and firm innovativeness. Journal of Management, 39(7), 1924-1951.
15. Chang, Y. Y. (2016). High-performance work systems, joint impact of transformational leadership, an empowerment climate and organizational ambidexterity: Cross level evidence. Journal of Organizational Change Management, 29(3), 424-444.
16. Fabi, B., Lacoursière, R., & Raymond, L. (2015). Impact of high-performance work systems on job satisfaction, organizational commitment, and intention to quit in Canadian organizations. International Journal of Manpower, 36(5), 772-790.
17. Faisal Ahammad, M., Mook Lee, S., Malul, M., & Shoham, A. (2015). Behavioral ambidexterity: The impact of incentive schemes on productivity, motivation, and performance of employees in commercial banks. Human Resource Management, 54(1), 45-62.
18. Fu, N., Ma, Q., Bosak, J., & Flood, P. (2015). Exploring the relationships between HPWS, organizational ambidexterity and firm performance in Chinese professional service firms. Journal of Chinese Human Resource Management, 6(1), 52-70.
19. Garaus, C., Güttel, W. H., Konlechner, S., Koprax, I., Lackner, H., Link, K., & Müller, B. (2016). Bridging knowledge in ambidextrous HRM systems: Empirical evidence from hidden champions. The International Journal of Human Resource Management, 27(3), 355-381.
20. Gibson, C. B., & Birkinshaw, J. (2004). The antecedents, consequences, and mediating role of organizational ambidexterity. Academy of management Journal, 47(2), 209-226.
21. Gupta, N., & Sharma, V. (2018). Relationship between leader member exchange (LMX), high-involvement HRP and employee resilience on extra-role performance: Mediating role of employee engagement. Journal of Indian Business Research, 10(2), 126-150.
22. Huang, J. W., & Li, Y. H. (2017). The mediating role of ambidextrous capability in learning orientation and new product performance. Journal of Business & Industrial Marketing, 32(5), 613-624.
23. Ismail, A., Zaidi, M. F., & Anuar, A. (2015). Administrator's Role in Performance Based Reward as A Determinant Of Employee Outcomes. Management & Marketing Journal, 13(1), 92-110.
24. Jyoti, J., & Dev, M. (2016). Perceived High-performance Work System and Employee Performance: Role of Self-efficacy and Learning Orientation. Metamorphosis, 15(2), 115-133.
25. Jyoti, J., & Rani, A. (2017). High performance work system and organisational performance: Role of knowledge management. Personnel Review, 46(8), 1770-1795.
26. Kalmuk, G., & Acar, A. Z. (2015). The effect of quality orientation and learning orientation on firm performance. Research Journal of Business and Management, 2(4), 455-487.
27. Kang, S. C., & Snell, S. A. (2009). Intellectual capital architectures and ambidextrous learning: a framework for human resource management. Journal of Management Studies, 46(1), 65-92.
28. Karatepe, O. M., & Vatankhah, S. (2014). The effects of high-performance work practices and job embeddedness on flight attendants' performance outcomes. Journal of Air Transport Management, 37, 27-35.
29. Kumari, I. G., & Pradhan, R. K. (2014). Human resource flexibility and organizational effectiveness: role of organizational citizenship behaviour and employee intent to stay. International Journal of Business and Management Invention, 3(11), 43-51.
30. Liu, N. C., & Lin, Y. T. (2021). High-performance work systems, management team flexibility, employee flexibility and service-oriented organizational citizenship behaviors. The International Journal of Human Resource Management, 32(18), 3912-3949.
31. López, S. P., Peón, J. M. M., & Ordás, C. J. V. (2006). Human resource management as a determining factor in organizational learning. Management Learning, 37(2), 215-239.
32. Malik, A., Pereira, V., & Tarba, S. (2019). The role of HRM practices in product development: Contextual ambidexterity in a US MNC’s subsidiary in India. The International Journal of Human Resource Management, 30(4), 536-564.
33. Martín, I. B., Tena, A. B. E., Llusar, J. C. B., & Puig, V. R. (2013). Influencia de las prácticas de recursos humanos en la flexibilidad de los empleados. Cuadernos de Economía y Dirección de la Empresa, 16(4), 221-237.
34. O'Reilly III, C. A., & Tushman, M. L. (2013). Organizational ambidexterity: Past, present, and future. Academy of management Perspectives, 27(4), 324-338.
35. Park, O., Bae, J., & Hong, W. (2017). High-commitment HRM system, HR capability, and ambidextrous technological innovation. The International Journal of Human Resource Management, 1-23.
36. Patel, P. C., Messersmith, J. G., & Lepak, D. P. (2013). Walking the tightrope: An assessment of the relationship between high-performance work systems and organizational ambidexterity. Academy of Management Journal, 56(5), 1420-1442.
37. Sekhar, C., Patwardhan, M., & Vyas, V. (2016). A study of HR flexibility and firm performance: a perspective from IT industry. Global Journal of Flexible Systems Management, 17(1), 57-75.
38. Simsek, Z., Heavey, C., Veiga, J. F., & Souder, D. (2009). A typology for aligning organizational ambidexterity's conceptualizations, antecedents, and outcomes. Journal of Management Studies, 46(5), 864-894.
39. Stettner, U., & Lavie, D. (2014). Ambidexterity under scrutiny: Exploration and exploitation via internal organization, alliances, and acquisitions. Strategic management journal, 35(13), 1903-1929.
40. Stokes, P., Moore, N., Moss, D., Mathews, M., Smith, S. M., & Liu, Y. (2015). The micro‐dynamics of intraorganizational and individual behavior and their role in organizational ambidexterity boundaries. Human Resource Management, 54(1), 63-86.
41. Úbeda-García, M., Claver-Cortés, E., Marco-Lajara, B., & Zaragoza-Sáez, P. (2017). Human resource flexibility and performance in the hotel industry: The role of organizational ambidexterity. Personnel Review, 46(4), 824-846.
42. Úbeda-García, M., Claver-Cortés, E., Marco-Lajara, B., García-Lillo, F., & Zaragoza-Sáez, P. C. (2018). Continuous innovation in the hotel industry: The development of organizational ambidexterity through human capital and organizational culture in Spanish hotels. International Journal of Contemporary Hospitality Management, 30(12), 3609-3631.
43. Wang, C. L. (2008). Entrepreneurial orientation, learning orientation, and firm performance. Entrepreneurship theory and practice, 32(4), 635-657.
44. Wright, P. M., & Snell, S. A. (1998). Toward a unifying framework for exploring fit and flexibility in strategic human resource management. Academy of management review, 23(4), 756-772.
45. Wu, N., Hoque, K., Bacon, N., & Bou Llusar, J. C. (2015). High‐performance work systems and workplace performance in small, medium‐sized and large firms. Human Resource Management Journal, 25(4), 408-423.
46. Yaduma, N., Williams, A., Lockwood, A., & Park, S. (2015). Performance, labour flexibility and migrant workers in hotels: An establishment and departmental level analysis. International Journal of Hospitality Management, 50, 94-104.
47. Zhang, J. A., Edgar, F., Geare, A., & O'Kane, C. (2016). The interactive effects of entrepreneurial orientation and capability-based HRM on firm performance: The mediating role of innovation ambidexterity. Industrial Marketing Management, 59, 131-143
