Acceso usuarios
Jeffrey B. Arthur, Andrew O. Herdman, Jaewan Yang
What explains why high-performance work systems (HPWSs) are not adopted more widely by firms that would appear to benefit economically by adopting them? We address this question by drawing on the upper-echelons perspective to consider the role of the top managers’ beliefs concerning the financial payoffs from investments in HR (“HR cause-effect belief”) as well as their employee-centered value-based beliefs (labeled “HPWS values”). We propose a conceptual model in which top management HPWS values moderate the relationship between HR cause-effect beliefs and the intensity of HPWS programs reported by managers as well as the relationship between HPWS programs and employees’ perceptions of implemented HPWS practices. We test our model using a unique multisource data set collected from 120 hotel franchisees that includes survey responses from 648 managers and 1,293 employees. We find that firms’ ability to translate top managers’ cause-effect beliefs about the economic value of HR investments into adoption of HPWS programs, as well as their ability to effectively implement these HPWS programs, is significantly affected by the value-based HR beliefs held by top managers.
