The Relationship Between High-Performance Work System (HPWS) Practices, Motivation and Employee Performance among Support Staff at Public Universities in Sabah

Abstract

ABSTRACT

This paper aims at examining the relationship between High-Performance Work System (HPWS) practices (recruitment and selection, training and development and performance appraisal) and employee performance at individual level of analysis. The objective of the research is also to examine and explain the mediation effect of employee work motivation on the relationship between HPWS practices and employee performance. Data were collected via questionnaire from 344 support staff of public universities in Sabah who participated in this research. The hypotheses were tested using Partial Least Squares (PLS) Structural Equation Modelling (SEM) 3.0 analysis. Findings indicate that training and development significantly influence employee performance directly. Findings also indicate that recruitment and selection and performance appraisal have indirect positive effect on employee performance through the mediator employee motivation. Statistical results show that among the independent variables involved, training and development practice is the most significant predictor of employee performance. The result also revealed that employee motivation has strong influence to employee performance. It was also found that employee motivation mediates the relationship between High-Performance Work System Practices (recruitment and selection and performance appraisal) and employee performance.