Abstract
This study examines the relationship between the employee experienced a highperformance work system (HPWS) and job outcome variables (creative performance,
absence intentions, and service recovery performance) with a mediating role of employee
engagement. self-administrated questionnaires are filled by a sample of 190 employees
from the hospitality sector of Karachi. The high-performance work system is measured by
6 dimensions including recruitment & selection, training, developmental performance
management, performance compensation, flexible job design, and participative decision
making. Using a partial least square (PLS) Structural equation modeling, the results reveal
that decision making; flexible job design, developmental performance, and recruitment &
selection are significant indicators of HPWPs. Participative decision making enables
employees to take an active part in organizational affairs hence, supervisors should
welcome employees to participate in discussions. Developmental performance
management, flexible job design, and recruitment & selection are also very important
indicators of a high-performance work system so they should also be highly focused. The
results further reveal that employee engagement works as a significant mediator between
flexible job design, recruitment & selection, developmental performance management, and
participative decision making with absence intentions, service recovery performance, and
creative performance. However, employee engagement has an insignificant impact on
training and compensation on absence intentions, service recovery performance, and
creative performance.
Rida Fatima, Waqar Akbar, Faiza Siddiqui. (2020) Mediating role of work engagement between employee Experienced high-performance work practices and job outcomes; A Study on the Hospitality Sector, KASBIT Business Journal, Volume-13, Issue-1.
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