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close this section of the library Employees | Attitudes Employees | Job satisfaction | Fiji


View the PDF document Opening the black box : an analysis of perceived high-performance human resource management practices, employee job attitudes and work-related behaviours: evidence from the Fiji retail industry
Author: Prasad, Narendra
Institution: The University of the South Pacific
Award: Ph.D. Management and Public Administration
Subject: Retail trade | Personnel management, Personnel management | Fiji, Employees | Attitudes Employees | Job satisfaction | Fiji
Date: 2018
Call No.: Pac HF 5429 .26 .F5 P73 2018
BRN: 1371241
Copyright:Under 10% of this thesis may be copied without the authors written permission

Abstract: In recent times, there has been a growing realisation that human resources are better managed by adopting a high-performance work practice (HPWP) approach which assumes that workers are capable of continuous improvement and will outperform their competitors if they are encouraged to do so. Though researchers have demonstrated that shared experiences of high-performance human resource management (HR) practices, (comprising high-performance work systems and practices) are positively related to various attitudinal and organisational outcomes, the means and processes by which such a relationship is developed remain unclear and largely ignored. Based on the social exchange, self-determination, motivation hygiene and the ability, opportunity and motivation (AMO) frameworks and theories, this dissertation addresses this gap by empirically examining (a) the impact of high performance work practices on employee work outcomes of organizational citizenship behaviour (OCB), organisational commitment (OC) and employees’ turnover intention (TI) and (b) the mediating roles of employee engagement (EE) and job satisfaction (JS) in explaining the processes between perceived high performance HR practices and employee work outcomes in Fiji’s retail sector organisations. The study further tests the mechanisms through which EE and JS affect employee work outcome behaviours, in addition to exploring the moderating role of employees’ work status (i.e. permanent full time and part time employment) in HPWPs to employee outcome relationship.
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