High Involvement Management, High Performance Work Systems and Well-being

Studies on the impact of high-performance work systems on employees' well-being are emerging but the underlying theory remains weak. This paper attempts to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports. Hypothesized associations are tested using multilevel models and data from Britain's Workplace Employment Relations Survey of 2004 (WERS2004). Results show that enriched jobs are positively associated with both measures of well-being: job satisfaction and anxiety–contentment. Voice is positively associated with job satisfaction, and motivational supports with neither measure. The results for high involvement management are not as predicted because it increases anxiety and is independent of job satisfaction

External Learning Opportunities and the Diffusion of Process Innovations to Small Firms: The Case of Programmable Automation

In this chapter, we are concerned with explaining which types of firms have failed to adopt well-known improvements in process technology. This problem has, of course, been the underlying concern of all studies of diffusion “to rationalize why, if a new technology is superior, it is not taken up by all potential adopters” (Stoneman, 1983). Drawing on various theoretical perspectives, we identify a number of different barriers to adoption. With data collected from a 1987 nationally representative sample of US establishments in 21 metal-working and machinery manufacturing industries, we then construct a multivariate logistic regression model to empirically test for the effects of these factors on the likelihood of adoption of a particular process innovation, namely programmable automation (PA) machine tools