The research study's principal objective was to explore the relationship between employee engagement and high-performance work systems (HPWS) in traditional and nontraditional work environments. HPWS, a set of combined HR practices, impact engagement; however, additional research is required to understand the full effect HPWS have on employee engagement. Research on the examination of HPWS in nontraditional environments is limited, with the study designed to fill the gap in existing knowledge. Data collected from 265 participants investigated the influence of work-type, gender, and education on HPWS using a quantitative, nonexperimental design. The study explored the independent variables (work-type, gender, and education) using the Perceived Human Resources Practices Measurement (PHRPM) instrument to assess employee perceptions of HR Practices. The research employed a three-way ANOVA to determine the effect work-type, gender, and education had on the mean scores of the dependent variable, PHRPM. The results established statistically significant findings on the main effect of gender [F(1,241) = 9.97, p = .002] and education [F(3,241) = 5.69, p = .001] on PHRPM, as well as in the three-way interaction of work-type, gender, education on PHRPM [F(6,241) = 2.62, p = .018]. No other relationships were found, as the research did not demonstrate any significant findings on the main effect of work-type or the two-way interactions of the independent variables investigated. Future recommendations on employee engagement and HPWS are provided based on the results of this study.
|Commitee:||Koman, Elizabeth, Sarnoff, David|
|Department:||School of Social and Behavioral Sciences|
|School Location:||United States -- Minnesota|
|Source:||DAI-A 82/6(E), Dissertation Abstracts International|
|Subjects:||Occupational psychology, Quantitative psychology, Organizational behavior, Information Technology, Business administration, Labor relations|
|Keywords:||ANOVA, Employee engagement, High-performance work systems, Employee motivation, Organizational commitment, Virtual employment, Traditional work environment, Non-traditional work environment|
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