Understanding High Performance Work System (HPWS) as Related to creativity and Job Engagement in Kurdistan and Canada

To understand the high performance Work system, the study determined the impact of high performance system in the organizational setup in Kurdistan and Canada. The research was quantitative in nature where participants were selected randomly from the different companies in Kurdistan and Canada. A total of 318 (Kurdistan) and 293 (Canada) data was collected where analysis was conducted with the SPSS 21. The study found out that there is a significant strong positive relationship between Human resource practices and creativity with the Pearson correlation coefficients r = 0.903 with the p-value <0.01. On the other hand the study found out that there is negative relationship between human resource practices and job engagement. The interaction effects of the high performance work systems human practices and the job engagement, organizational identification, and creativity was significant with the p-value <0.01. Keywords: High performance, organizational performance, workplace syste

The Positive Impact of High Performance Work Systems (HPWS) on Employee Commitment and Self-Sufficiency in Strategic Human Resource Management (SHRM) in Kurdistan

This study provides adequate information on the impact of high performance work system on employee commitment and self-reliance by means of positive attitude, Proactive behaviour, voice, and creativity, in organizations. The emphasis is on expanding individuals' perspectives on the importance of implementing an adequate high performance work systems in human resources of the organizations. The importance of high performance work systems are for the organizations’ determination for supremacy in gaining competitive markets place. Therefore, High performance work system is a tool to develop organizational performance and employee productivity, job satisfaction and to lessen occupational pressure. The research methodology applied quantitative research questions relevant for the objectives of the present study; the data was gathered from web-based surveys emailed to 560 employees which 319 surveys questionnaires were returned. The study demonstrated that the respective systems have a positive impact on employees Commitment, positive attitude and Proactive behaviour, voice, and creativity. Therefore, the mentioned three aspects are indicated as major variables to test in the study in order to produce relevant findings with implications for organizational practice. The study provides an appropriate discussion of the precise implementation of these systems to improve organizational effectiveness in the long term and self-sufficiency in strategic human resource management. Keywords: high performance work systems, positive attitude, employee commitment, self-sufficient, Proactive behaviour, voice, and creativity