The effects of collective organisational engagement, high performance work environment, innovative work behaviour towards high performance organisation
Recently, high-performance organisations have played a crucial role in corporate business operational and financial sustainability. Previous studies revealed that superior organisational performance reflected the organisational high-performance work environment and workers' creative behaviour....
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| Format: | Thesis |
| Language: | en en en |
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2022
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| Online Access: | https://etd.uum.edu.my/10657/1/Depositpermission-not%20allow_s903201.pdf https://etd.uum.edu.my/10657/2/s903201_01.pdf https://etd.uum.edu.my/10657/3/s903201_02.pdf https://etd.uum.edu.my/10657/ |
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| _version_ | 1834411797467103232 |
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| author | Iqbal, Muhammad Shahid |
| author_facet | Iqbal, Muhammad Shahid |
| author_sort | Iqbal, Muhammad Shahid |
| building | UUM Library |
| collection | Institutional Repository |
| content_provider | Universiti Utara Malaysia |
| content_source | UUM Electronic Theses |
| continent | Asia |
| country | Malaysia |
| description | Recently, high-performance organisations have played a crucial role in corporate business operational and financial sustainability. Previous studies revealed that superior organisational performance reflected the organisational high-performance work environment and workers' creative behaviour. Based on the resource-based view (RBV) and the social exchange theory (SET), this study aims to examine the role of a high-performance work environment, i.e. high-performance work system and high-performance organisational culture and employees' innovative work behaviour in a high-performance organisation. Furthermore, this study also assessed the role of collective organisational engagement as mediating variable in the relationship between the related variables. An online survey method was applied for data collection, which involved 206 managers of software development firms in Pakistan. Factor Analysis and Partial Least Squares Structural Equation Modeling (PLS-SEM) were applied to analyze the data. PLS path modelling results revealed significant positive direct relationships between high-performance organisational culture, collective organisational engagement, and high-performance organisation. Similarly, PLS-SEM showed significant positive direct relationships between high-performance work system, innovative work behaviour, and collective organisational engagement. However, an insignificant relationship was found between a high-performance work system, innovative work behaviour, and a high-performance organisation. Furthermore, the analysis also revealed that collective organisational engagement mediated the relationships between high-performance work system, innovative work behaviour, and high-performance organisation. In contrast, the study did not find any mediation effect of collective organisational engagement between high-performance organisational culture and high-performance organisational relationships. The findings also revealed that a high-performance work environment and employees' innovative behaviour were the critical factors for superior organisational performance achievement. In addition, this study showed that collective organisational engagement is the main factor in mediating to enhance organisational performance. Thus, software development firms must consider the collective organisational engagement issues in their organisational performance practices. |
| format | Thesis |
| id | my.uum.etd-10657 |
| institution | Universiti Utara Malaysia |
| language | en en en |
| publishDate | 2022 |
| record_format | eprints |
| spelling | my.uum.etd-106572023-10-12T07:18:39Z https://etd.uum.edu.my/10657/ The effects of collective organisational engagement, high performance work environment, innovative work behaviour towards high performance organisation Iqbal, Muhammad Shahid HF5549-5549.5 Personnel Management. Employment Recently, high-performance organisations have played a crucial role in corporate business operational and financial sustainability. Previous studies revealed that superior organisational performance reflected the organisational high-performance work environment and workers' creative behaviour. Based on the resource-based view (RBV) and the social exchange theory (SET), this study aims to examine the role of a high-performance work environment, i.e. high-performance work system and high-performance organisational culture and employees' innovative work behaviour in a high-performance organisation. Furthermore, this study also assessed the role of collective organisational engagement as mediating variable in the relationship between the related variables. An online survey method was applied for data collection, which involved 206 managers of software development firms in Pakistan. Factor Analysis and Partial Least Squares Structural Equation Modeling (PLS-SEM) were applied to analyze the data. PLS path modelling results revealed significant positive direct relationships between high-performance organisational culture, collective organisational engagement, and high-performance organisation. Similarly, PLS-SEM showed significant positive direct relationships between high-performance work system, innovative work behaviour, and collective organisational engagement. However, an insignificant relationship was found between a high-performance work system, innovative work behaviour, and a high-performance organisation. Furthermore, the analysis also revealed that collective organisational engagement mediated the relationships between high-performance work system, innovative work behaviour, and high-performance organisation. In contrast, the study did not find any mediation effect of collective organisational engagement between high-performance organisational culture and high-performance organisational relationships. The findings also revealed that a high-performance work environment and employees' innovative behaviour were the critical factors for superior organisational performance achievement. In addition, this study showed that collective organisational engagement is the main factor in mediating to enhance organisational performance. Thus, software development firms must consider the collective organisational engagement issues in their organisational performance practices. 2022 Thesis NonPeerReviewed text en https://etd.uum.edu.my/10657/1/Depositpermission-not%20allow_s903201.pdf text en https://etd.uum.edu.my/10657/2/s903201_01.pdf text en https://etd.uum.edu.my/10657/3/s903201_02.pdf Iqbal, Muhammad Shahid (2022) The effects of collective organisational engagement, high performance work environment, innovative work behaviour towards high performance organisation. Doctoral thesis, Universiti Utara Malaysia. |
| spellingShingle | HF5549-5549.5 Personnel Management. Employment Iqbal, Muhammad Shahid The effects of collective organisational engagement, high performance work environment, innovative work behaviour towards high performance organisation |
| title | The effects of collective organisational engagement, high performance work environment, innovative work behaviour towards high performance organisation |
| title_full | The effects of collective organisational engagement, high performance work environment, innovative work behaviour towards high performance organisation |
| title_fullStr | The effects of collective organisational engagement, high performance work environment, innovative work behaviour towards high performance organisation |
| title_full_unstemmed | The effects of collective organisational engagement, high performance work environment, innovative work behaviour towards high performance organisation |
| title_short | The effects of collective organisational engagement, high performance work environment, innovative work behaviour towards high performance organisation |
| title_sort | effects of collective organisational engagement, high performance work environment, innovative work behaviour towards high performance organisation |
| topic | HF5549-5549.5 Personnel Management. Employment |
| url | https://etd.uum.edu.my/10657/1/Depositpermission-not%20allow_s903201.pdf https://etd.uum.edu.my/10657/2/s903201_01.pdf https://etd.uum.edu.my/10657/3/s903201_02.pdf https://etd.uum.edu.my/10657/ |
| url_provider | http://etd.uum.edu.my/ |