The Mediating Role of Distributive Fairness in the Relationship Between Performance-Based Pay, Career Incentive Organizational Benefits and Employee Performance

This work aims to examine the relationship between performance-based pay, career incentives, organizational benefits and employee performance. It also aims to test the mediating role of distributive fairness in these relationships. Nigerian working class students in Universiti Utara Malaysia (UUM) were sampled. A total number of 140 respondents were given questionnaires to fill but 116 questionnaires were good enough for analysis. Descriptive analysis, correlation analysis and hierarchical regression analysis were used to analyze data and to test the hypotheses. The overall findings indicated that there are relationships between performance-based pay, career incentives, organizational benefits and employee performance. Moreover, it was also found that distributive fairness partially mediated the relationships between performance-based pay, career incentives, organizational benefits and employee performance. This study is limited in the aspect of various organizational characteristics such as type, ownership, and size and the aspects of personal characteristics such as gender, position, length of service, and qualification. Therefore, future researches should examine the various aspects of organizational characteristics and personal characteristics in relation to performance-based pay, career incentives and organizational benefits within organizations. Organizations thrive through the instrumentality of people because they possess the required skills, knowledge and competencies needed for the execution of organizational strategy and planning. Hence, organizations should entrench a competitive total remuneration package that consists of properly-handled performance-based pay system, career incentives and various organizational benefits based on the principle of distributive fairness. In addition, management should build up an effective pay design and management systems in organizations. Openness in communication and employee participation in the pay design and management help in achieving this goa

High performance work system-performance nexus in Nigerian SMEs: a moderated mediation study

Existing empirical evidence identifies research issues on the dwindling performance of Nigerian SMEs, the existence of vague processes (black box) between organizational inputs (high performance work system [HPWS]) and organizational output (organizational performance), inconsistent HPWS configuration, and the contingency theory's supposition that the context within which organizations operate matters most. In addressing these issues, this moderated mediation study, which was underpinned by the contingency theory and RBV, investigated the effect of HPWS on Nigerian SMEs' performance with the integration of the mediating role of employee creativity and the moderating role of management philosophy in the HPWS-SME performance nexus. Using the cross-sectional research approach, data were collected from a sample of 518 SME managers in Nigeria. The Partial Least Squares Method (PLS) algorithm and the bootstrapping technique were used to test the study's hypotheses. The results provided support for nine out of the twelve hypotheses. The overall findings signified a positive effect of HPWS on SME financial and non-financial performance. The results also indicated that HPWS positively influenced performance through employee creativity, and management philosophy was found to interact with employee creativity in enhancing performance. Going by these results, it can be asserted that this moderated mediation research has widened the scope of the extant business theories and facilitated response to the "when", "how" and "why" questions on the relationship between HPWS and organizational performance. Also, HPWS in the Nigerian SMEs is not enough to stimulate high performance until it induces employee creativity, and organizational performance hinges on the effective alignment of managerial attitudes and philosophies with HPWS. Thus, SME managers and other stakeholders need to entrench HPWS that is employee-oriented. Lastly, the implications, limitations and suggestions for future research were discussed

DETERMINANTS OF EMPLOYEE PERFORMANCE IN EMBRYONIC ECONOMY

Purpose: Since the building of a nation is the main concern of most governments worldwide, and human resources have been recognized to be one of the most important promoters in the nation’s development, this paper therefore focuses on the relationship between HR practices and employee performance in the embryonic economy. Also, this work seeks to establish the relationship between selected HR practices and employee performance. Design/methodology/approach: In this work, extensive literature review is the approach adopted for the development of conceptual model. Also, review of literature is used to measure and discourse the relationship between the selected HR practices (i.e., compensation, performance appraisal, and succession planning) and employee performance. Findings: This paper proposes a conceptual framework that indicates direct and positive relationship between the selected HR practices and employee performance. Hence, this work serves as guide on enhancement of employee performance. Research limitations/implications: This paper is a conceptual work that has its own limitation. However, the study can be improved upon through collection and analysis of related data. Practical implications: The paper can guide the stakeholders in Nigeria to understand better the roles of HRM practices through which employee performance can be enhanced. Originality/value: It is believed that this work is a compendium that contributes to the extant body of knowledge in the HRM-performance research field, and serves as guide for stakeholders on the enhancement of employee performance

Closing strategic human resource management research lacunas with mediating role of employee creativity

The facts and figures, as presented in the introductory section of the current study, have shown that Small and Medium Enterprise (SME) performance in Nigeria is in downturn, and the extant literature has recognized the existence of vague processes (black box) between organizational inputs (High Performance Work System [HPWS]) and organizational output (performance). Therefore, this study investigates the mediating effect of employee creativity on the link between HPWS and SME performance in Nigeria. Using cross-sectional research approach, data were collected from a sample of 518 managers in Nigerian SME firms. Sample selection was based on stratified sampling technique, given that the population is large and resources (time and money) are not adequate for the researchers. The overall finding signifies partial mediating effect of employee performance on HPWS-performance link. This indicates that HPWS in Nigerian SMEs enhances performance. Yet, HPWS is not enough to stimulate high performance until it induces employee creativity which will in turn precipitate higher firm performance. Also, the finding shows that SMEs’ success relies on the inputs of highly committed, well-motivated and qualified employees. This research has contributed towards the enrichment of the Strategic Human Resource Management (SHRM) literature, and it is hoped that it will serve as a useful guide for stakeholders on how they can boost the performances of Small and Medium Enterprises (SMEs) to actualize the initiatives under the Nigeria’s Vision 2020, which is to ensure that Nigeria becomes one of the top 20 economies in the world by 2020. However, since the data used for this study were collected from Nigerian SMEs’ managers, future research should investigate employees’ perspective regarding HPWS and firm performance, because examining employees’ perspectives on HPWS-performance nexus would expand the understanding and enrich the body of knowledge in the research field

Establishing HR practices-employee performance relationship through literature survey

The success of any organization hinges on human resource of such organization.Human resource has the skills, knowledge and competencies required for the execution of organizational strategy and planning.Human resource is a crucial to the enhancement of sustainable competitive advantages and enhanced firm performance.Substantial numbers of HRM research have indicated positive effect of HR practices on employee performance.Yet, some other studies indicate the otherwise.Thus, the findings of the extant research are seemingly inconclusive.To address this issue, this paper, via an across-the-board literature survey, establish that HR practices involving recruitment and selection, training and development, compensation, performance appraisal, and succession planning impact employee performance. It can be discerned that the research findings that deny or cast doubt on the HRM-Performance nexus could not hold water, given the fact that there have been an overwhelming bulk of empirical studies that establish the link between HRM and performance.Hence, this research further proposes the five HR practices to be the determinant of employee performance. However, the proposed model can be empirically solidified further via collection and analysis of relevant data

Addressing and unravelling the emerging HPWS research problems

High-performance work system’s (HPWS) configuration is fraught with inconsistencies, and there are vague processes (black box) in-between the inputs (HPWS) and the output (performance). In addressing these issues, this research proposed that configuration of HPWS is many-sided, and it can be context-specific.Also, this study proposed a conceptual model which indicates that HPWS and performance are related via mediating mechanism(s) which will unpack the so-called “black box” in HRM research field. Using far-reaching literature survey, this paper presented a logic-based and empirically-based conceptual discussion to address and disentangle the identified HPWS research problems.The findings of this research stressed that configurations of HPWS are many-sided involving universalist approach, contingency approach, configuration approach, theory building process, etc.There are different ways of bundling up the HPWPs to achieve organizational outcomes. Using a blend of some approaches, this paper proposed a synergistic configuration of HPWS architectures for SMEs.It is hoped that the study will help in showing the stakeholders the process of enhancing SMEs’ performance via employee-oriented high-performance work system. However, the proposed model can be empirically solidified further via collection and analysis of relevant data

Universal newborn hearing screening programme in Nigeria: overview and emerging issues

Although universal newborn hearing screening (UNHS) program is indispensable to improving the health level of newborns, two thirds of the people with simple to extreme hearing impairment live in developing nations including Nigeria. Thus, surveying the current UNHS practices in Nigeria is considered imperative to discern the existing UNHS model and identify the existing issues and challenges facing UNHS implementation in the country. Based on the comprehensive review of reports, published research, and other relevant materials, this paper presented a logic-based and empirically-based conceptual discussion regarding the existing UNHS model in Nigeria. The findings of this research indicate that implementation of the UNHS in Nigeria is still at low ebb. The little success recorded in the implementation of UNHS is mostly noticeable in Lagos, South-western Nigeria. There are however problems and challenges, which include deficiency of the screening equipment and inadequate facilities for training the manpower, hindering the implementation of the program in Nigeria. Although there is no problem that is unsurmountable, some of the ways-out of these problems and issues include: recruitment of more hands to handle the screening, creation of awareness using both print and electronic media to sensitize the parents on the importance of UNHS, and creation of awareness to the expectant mothers by the health providers during the pre- natal periods. Also, government should create more screening centers which should be well-equipped. There should also be periodic seminars and workshops to update the knowledge of the concerned health workers caregivers. In addition, literature review conducted in this paper revealed that there is dearth of research on UNHS in the context of Nigeria. Therefore, future researchers should direct their focus towards UNHS research field as this will expand the scope of the existing body of knowledge

Moderating effect of management support on the relationship between HR practices and employee performance in Nigeria

Given that management support and decisions do influence all the aspects of organization, this study investigates moderating effect of management support on the relationship between recruitment and selection, training and development, compensation, performance appraisal and succession planning and employee performance. The cross-sectional survey approach was used in which data were collected from 450 academics in the state-owned polytechnics in Nigeria. The partial least squares method (PLS) algorithm and bootstrapping techniques were used to test the study’s hypotheses. The results provided full support for four out of five hypothesized direct relationships. Likewise, the seventh and ninth hypotheses were supported. The overall findings signify that recruitment and selection, training and development, performance appraisal and succession planning are strong and positive predictors of employee performance, and management support is a moderator in training and development–employee performance relationship, and in compensation–employee performance connection. The result signifies that management support fortifies the effectiveness in the human resource practices–performance relationship. Limitation and suggestion for the future research are also discussed

Using employee creativity to unpack the 'black box' in the High-Performance Work System (HPWS)- firm performance nexus

The extant research findings have identified lacunas (i.e. gaps, unresolved issues, and black box) in the High-Performance Work System (HPWS)-Performance relationship and suggested usage of a mechanism (mediator) that can close up the identified lacunas. Thus, this study investigates whether employee creativity can play a mediating role in the relationship between HPWS and firm non-financial performance. The sample size of the study is 518, and respondents were selected through stratified sampling technique. Data were collected from the sampled 518 managers in Nigeria

Entrepreneurial network towards small firm performance through dynamic capabilities: the conceptual perspective

This conceptual paper reveals the hypothesized link between entrepreneurial network and small firm performance and the mediating effect of dynamic capabilities on the mentioned relationship. The theoretical grounds of the entrepreneurial network, dynamic capabilities and small firm performance established this conceptual framework. This paper adopts the Resource Based View (RBV) which claims that firm valuable strategic resources (entrepreneurial network) and capabilities (dynamic capabilities) both are important to make firm successful. Similarly, Dynamic Capability View (DCV) support and verify this conceptual framework. It means the stronger entrepreneurial network will lead to develop dynamic capabilities, which will ultimately cause the higher firm performance. Therefore, this paper incorporates two strategically important variables namely, entrepreneurial network and dynamic capabilities to enhance the small firm performance, whereas RBV suggests that firms make progress on the basis of resources and capabilities. Entrepreneurial network and dynamic capabilities both are regarded as the important elements to combat the lower firm performance in current turbulent business environment. By keeping in view, the theoretical foundations of RBV and DCV, this paper proposes a conceptual framework in examining the mediating role of dynamic capabilities on the relationship between entrepreneurial network and small firm performance