The Impact Of High Performance Work System On Employee Service Performance:Evidence From Yemen Commercial Bank

An important objective of human resource(HR)research is to understand how HR practices can influence employee attitudes and behaviors in order to help achieve organizational goals via employee performance.It was proposed and found in this study that employee perceptions of certain High Performance Work System(HPWS)practices serves as antecedents of employee service performance(ESP)via organizational support(OS)and organizational identification(OI).This finding may help understand the "black box" between HPWS practices and ESP.On the other hand,while OS refers to employees' evaluations of favorable treatment from the organization and HPWS represent a significant channel the organization uses to communicate its support to employees,OS and OI literature has not comprehensively examined the effect of HPWS practices on employee OS and OI beliefs.The findings in the hierarchical regression from a sample of 254 employees in a large commercial bank in Yemen as a study documenting a positive association between HPWS practices and OS and OI with ESP suggests that employees draw inferences from the HPWS-related treatment they receive in assessing the supportiveness of the organization.By implementing HPWS practices that demonstrate the organization cares about the employees' well-being and values their contribution,organizations are likely to be perceived as offering high levels of support for the employees.The results of this study add to our knowledge about the antecedents of OS and OI.Moreover,while OS and OI research has been largely rooted in the organizational behavior literature,this study bridges the human resource literature and the organizational behavior literature,by combining HPWS,OS,01 and ESP.