Were Employee Welfare and Work Commitment Impacted by the High Performance Work System?

ABSTRACT

The High Performance Work System (HPWS) serves as a decisive tool that enables organizations to prioritize quality work. Despite this, instructors in both public and private higher education do not have a strong enough collective voice to influence its policies at the state and federal levels. This study focuses in particular on the instructors of Higher Education Institutions in Pakistan, to investigate the influence of the HPWS on Employee Welfare and Work Commitment in the context of COVID-19. Nineteen items on a 5.0-point Likert scale, with "1” denoting "Strongly Disagree" and "5” indicating "Strongly Agree" was included in a survey for this study that covers its three latent variables, i.e., HPWS, Work Commitment, and Employee's Welfare. 204 teaching professionals/instructors from higher educational institutions, both public and private, made up the study's participant pool. SmartPLS was used in the measurement and structural model analyzes with Confirmatory Factor Analysis and inter-construct correlation of this study. The study concluded that the HPWS has an implicit and substantial impact on Employee Welfare and determined that Work Commitment significantly mediates the association between HPWS and Employee Welfare. This study includes earlier research on HPWS with effective collaboration and opposing viewpoints. This study contributed to the existing literature novel by concentrating on the complexity of Employees' performance and their workplace environment. This study significantly implicates the HR strategists and managers that to enhance employee engagement with their jobs and duties and to improve employee welfare, academic and corporate institutions should have efficient HPWS implemented within their organizations. © 2022 Authors. All rights reserved.