Main Article Content

Authors

The purpose of this paper is to establish whether there is a difference in the use of high-performance practices as conceived by human resources managers (as responsible for their implementation) and how these practices are perceived by employees. Starting with a description of the high-performance practices within the Human Resources Management, we proceed to review the most common classifications and conclude with the proposal of a measurement scale to be applied in the business sector of the city of Bucaramanga in Colombia, where 50 SMEs and 651 employees participate. For the validation of the instrument, a confirmatory factor analysis was carried out to demonstrate its good psychometric properties and the information was analyzed by means of descriptive statistics. The results show that there are differences in the perception of employees and the implementation of managers in some practices, such as retribution and training. Finally, we conclude with the need to continue making a distinction between the practices applied by management (intentional) and those that are experienced by the individuals of an organization (perceived), with the purpose of strengthening the human resources systems that lead to achieve the proposed objectives through positive attitudes on the part of the collaborators.

Carolina Monsalve-Castro, USTA

Research Professor, School of Economic, Administrative and Accounting Sciences, USTA, Bucaramanga, Colombia. Business administrator, Universidad UPB, Colombia, Doctor in Business Administration, Universidad de Valencia, Spain.

Manuela Pardo-del-Val, Universitat de València

Professor, Business Administration Department, “Juan José Renau Piqueras”, School of Economics, Universidad de Valencia, Spain. Graduate in Economics and business, Doctor in Business Management, Universidad de Valencia, Spain.

Sonia Dasi-Rodríguez, Universitat de València

Professor, Business Administration Department, “Juan José Renau Piqueras” School of Economics, Universidad de Valencia, Spain. Graduate in Economics and Business, Doctor in Business Management Universidad de Valencia, Spain.

 

Marianela Luzardo Briceño, Universidad de Medellín

Professor, The Basic Sciences Program, Universidad de Medellín, Colombia. Graduate in Statistics, Doctor in Statistics, ULA, Venezuela. 

Monsalve-Castro, C., Pardo-del-Val, M., Dasi-Rodríguez, S., & Luzardo Briceño, M. (2022). High-performance work system: differences between the perception of employees and the intention of human resources managers in SMEs in Colombia. Cuadernos De Administración, 38(72), e2511038. https://doi.org/10.25100/cdea.v38i72.11038

Ali, M., Lei, S., Freeman, S., & Munawar Khan, M. (2019). Implemented and perceived high-performance work system and its effect on branch performance. Employee Relations: The International Journal, 41(4), 793-810. https://doi.org/10.1108/ER-08-2017-0186

Arthur, J. (1994). Effects of Human Resource Systems on Manucfacturing Performance and Turnover. The Academy Management of Journal, 37(3), 670-687. https://doi.org/10.5465/256705

Baluch, A. (2017). Employee perceptions of HRM and well-being in nonprofit organizations: unpacking the unintended. The International Journal of Human Resource Management, 28(14), 1912-1937. https://doi.org/10.1080/09585192.2015.1136672

Bos-Nehles, A. & Meijerink, J. (2018). HRM implementation by multiple HRM actors: a social exchange perspective. The International Journal of Human Resource Management, 29(22), 3068-3092. https://doi.org/10.1080/09585192.2018.1443958

Boom, C., Den Hartog, D., & Lepak, D. (2019). A Systematic Review of Human Resource Management Systems and Their Measurement. Journal of Management, 45(6), 2498-2537. https://doi.org/10.1177/0149206318818718

Camps, J. & Luna-Arocas, R. (2008). Prácticas de alto rendimiento: su medición y su relación con la performance empresarial. Cuadernos de Economía y Dirección de la Empresa, 35, 113-137. https://doi.org/10.1016/s1138-5758(11)70061-5

Camps, J. & Luna-Arocas, R. (2009). High involvement work practices and firm performance. The International Journal of Human Resource Management, 20(5), 1056-1077. https://doi.org/10.1080/09585190902850273

Camps, J. & Luna-Arocas, R. (2012). A matter of learning: how human resources affect organizational performance. British Journal of Management, 23, 1-21. https://doi.org/10.1111/j.1467-8551.2010.00714.x

Delaney, J. & Huselid, M. (1996). The Impact of Human Resources Management Practices on Perceptions of Organizational Performance. Academy of Management Journal, 39(4), 949-969. https://doi.org/10.2307/256718

Delery, J. & Doty, H. (1996). Modes of theorizing in strategic human resource management: test of universalistic, contingency and configurational performance predictions. The Academy of Management Journal, 39(4), 802-835. https://doi.org/10.5465/256713

Escobedo, M., Hernández, J., Estebané, O., & Martínez, G. (2016). Modelos de Ecuaciones Estructurales: Características, Fases, Construcción, Aplicación y Resultados. Ciencia y Trabajo, 55, 16-22. https://doi.org/10.4067/s0718-24492016000100004

Evans, W. & Davis, W. (2015). High-performance work systems as an initiator of employee proactivity and flexible work processes. Organization Management Journal, 12(2), 64-74. https://doi.org/10.1080/15416518.2014.1001055

Haar, J., O’Kane, C., & Daellenbach, U. (2021). High Performance Work Systems and Innovation in New Zealand SMEs: Testing Firm Size and Competitive Environment Effects. The International Journal of Human Resource Management, 1-27. https://doi.org/10.1080/09585192.2021.1894213

Hau-Siu Chow, I. (2012). The roles of implementation and organizational culture in the HR-performance link. The International Journal of Human Resource Management, 23(15), 3114-3132. https://doi.org/10.1080/09585192.2011.639553

Huselid, M. (1995). The impact of human resource management on turnover, productivity and corporate financial performance. Academy Management of Journal, 38(3), 635-672. https://doi.org/10.2307/256741

Kaushik, D. & Mukherjee, U. (2021). High-performance work system: a systematic review of literature. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-07-2020-2282

Khilji, S. & Wang, X. (2006). Intended and implemented HRM: the missing linchpin in strategic human resource management research. The International Journal of Human Resource Management, 17(7), 1171-1189. https://doi.org/10.1080/09585190600756384

Kloutsiniotis, P. & Mihail, D. (2017). Linking innovate human resource practices, employee attitudes and intention to leave in healthcare services. Employee Relations, 39(1), 34-53. https://doi.org/10.1108/er-11-2015-0205

Kloutsiniotis, P., Katou, A., & Mihail, D. (2021). Examining the “dark-side” of high performance work systems in the Greek manufacturing sector. Employee Relations: The International Journal. https://doi.org/10.1108/ER-04-2020-0170

Luna-Arocas, R. & Camps, J. (2008). Prácticas de alto rendimiento: un enfoque configuracional aplicado al caso español. Cuadernos de Estudios Empresariales, 18, 243-257. https://doi.org/10.1016/s1138-5758(11)70061-5

Ma, Z., Gong, Y., Long, L., & Zhang, Y. (2021). Team-level high-performance work systems, self-efficacy and creativity: differential moderating roles of person–job fit and goal difficulty. The International Journal of Human Resource Management, 32(2), 478-511. https://doi.org/10.1080/09585192.2020.1854816

McDuffie, J. (1995). Human resource bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, 48(2), 197-221. https://doi.org 10.2307/254483

Macky, K. & Boxall, P. (2007). The relationship between high-performance work practices and employee attitudes: an investigation of additive and interaction effects. The International Journal of Human Resource Management, 18(4), 537-567. https://doi.org/10.1080/09585190601178745

Makhecha, U., Srinivasan, V., Prabhu, G., & Mukherji, S. (2018). Multi-level gaps: a study of intended, actual and experienced human resource practices in a hypermarket chain in India. The International Journal of Human Resource Management, 29(2), 360-398. https://doi.org/10.1080/09585192.2015.1126336

Marchington, M. & Grugulis, I. (2000). Best practice human resource management: perfect opportunity or dangerous illusion? The International Journal of Human Resource Management, 11(6), 1104-1121. https://doi.org/10.1080/09585190050177184

Miao, R., Bozionelos, N., Zhou, W., & Newman, A. (2021). High-performance work systems and key employee attitudes: the roles of psychological capital and an interactional justice climate. The International Journal of Human Resource Management, 32(2), 443-477. https://doi.org/10.1080/09585192.2019.1710722

Mierlo, J., Bondarouk, T., & Sanders, K. (2018). The dynamic nature of HRM implementation: a structuration perspective. The International Journal of Human Resource Management, 29(22), 3026-3045. https://doi.org/10.1080/09585192.2018.1443957

Morata-Ramírez, M., Holgado-Tello, F., Barbero-García, I., & Méndez, G. (2015). Análisis Factorial Confirmatorio. Recomendaciones sobre mínimos cuadrados no ponderados en función del error tipo I de Ji-Cuadrado y RMSEA. Acción Psicológica, 12(1), 79-90. https://doi.org/10.5944/ap.12.1.14362

Nishii, L., Lepak, D., & Schneider, B. (2008). Employee Attributions of the “Why” of HR Practices: Their Effects on Employee Attitudes and Behaviors, and Customer Satisfaction. Personnel Psychology, 61, 503-545. https://doi.org/10.1111/j.1744-6570.2008.00121.x

Para-González, L., Jiménez-Jiménez, D., & Martínez-Lorente, Á. (2019). Do SHRM and HPWS shape employees’ affective commitment and empowerment? Evidence-based HRM: a Global Forum for Empirical Scholarship, 7(3), 300-324. https://doi.org/10.1108/ebhrm-01-2019-0004

Pascual, V. (2013). El uso de las prácticas de alto rendimiento en la Pyme: aplicación, factores explicativos y estrategia corporativa. Universidad de Valencia.

Pascual, J. & Comeche, J. (2015). The effect of high-performance work systems on small and medium size enterprises. Journal of Business Research, 68, 1463-1465. https://doi.org/10.1016/j.jbusres.2015.01.034

Pfeffer, J. (1994). Competitive advantage through people. California Management Review, 36(2), 9-28. https://doi.org/10.2307/41165742

Pfeffer, J. (1998). Seven Practices of Successful Organizations. California Management Review, 40(2), 96. https://doi.org/10.2307/41165935R

Raineri, A. (2017). Linking human resources practices with performance: the simultaneous mediation of collective affective commitment and human capital. The International Journal of Human Resource Management, 28(22), 3149-3178. https://doi.org/10.1080/09585192.2016.1155163

Riaz, S., Townsend, K., & Woods, P. (2020). Understanding HRM philosophy for HPWS and employees’ perceptions. Personnel Review, 50(3), 812-828. https://doi.org/10.1108/PR-11-2019-0640

Rhee, H., Oh, H., & Yu, G. (2018). High-performance work systems and firm capabilities in Korea: a fit perspective with organizational culture. Asia Pacific Journal of Human Resources, 56(3), 317-340. https://doi.org/10.1111/1744-7941.12134

Serrano, J., & Barba, M. (2011). La gestión de recursos humanos en las corporaciones locales. Cuadernos de Gestión, 12(2), 149-168. https://doi.org/10.5295/cdg.100233js

Sun, Y., & Mamman, A. (2021). Adoption of high‐performance work systems in small and medium‐sized enterprises. Asia Pacific Journal Human Resource. https://doi.org/10.1111/1744-7941.12277

Takeuchi, R., Way, S., & Wei, A. (2018). Cross-level effects of support climate: Main and moderating roles. Human Resource Management, 57, 1205-1218. https://doi.org/10.1002/hrm.21891

Xi, M., Chen, Y., & Zhao, S. (2019). The Role of employees’ perceptions of HPWS in the HPWS-performance relationship: A multilevel perspective. Asia Pacific Journal of Management. https://doi.org/10.1007/s10490-019-09694-w

Yiang Zhu, M. & Bambacas, M. (2018). Implementing HPWS among the indigenous companies in China: Analysing from both managers’ and employees’ perspectives. Journal of General Management, 43(4), 175-187. https://doi.org/10.1177/0306307018766142

Received 2021-02-22
Accepted 2022-03-14
Published 2022-01-27