The Impact Of High-performance Work System On Employee Service Performance In Commercial Banks Of Sierra Leone: The Role Of Organizational Identification And Organizational Support

Although researchers have emphasised on the investigation of high-performance work system on organisations and employee’s current literature remains limited towards high performance work system relationship with employee service performance and the role of organisational identification and organisational support not forgetting the transformational leadership as the moderate role has not been employed yet.The study plans to fill the gap in high performance work system by providing a novel theoretical literature and empirical evidence in examining the impact of high-performance work system on employee performance on the Sierra Leone commercial banks in the capital city and involving organisational identification and organisation support also transformational leadership.In this system a comprehensive conceptual model is developed to show how high-performance work system relate with employee service performance,and the role which organisational identification and organisational support plays in establishing this relationship,how transformation leadership also moderate employee service performance.An empirical analysis is carried out by using multilevel approach on the sample method of 550 employees on the commercial banks in Freetown Sierra Leone.In addition,the SEM approach is also use in investigating this study.Firstly,a hierarchical regression is use in predicting the impact of high-performance work system on the two mediators’ organisational identification and organisational support.The organisational identification was the first to regress.From the findings its shows that high performance system was positively and significantly associated with organisational identification and organisational support.These findings bolster the findings of studies that have postulated and empirically tested a positive link between HPWS and service-related behaviors and Organizational identification and high-performance work systems.Sophisticated selection,comprehensive training,behavior-based appraisal,contingent pay,job stability,and employee involvement are all part of HPWS.The research’s findings revealed that Organisational Identification and Organisational Support were important mediators of the connections between manager-HPWS and workers’ service performance in this field.Secondly,a mediation effect of organisational identification and organisational support was use in the relationship of high-performance work system and employee service performance.The result was obtained by SPSS to regress,and the findings are employee service performance was regressed high performance work system with OI and it was significantly and positive related.We discovered that OI affects not only factors at the employee service level,but also contributes to crucial customer outcomes through its influence on employees(i.e.,customer satisfaction,customer loyalty,and customer recommendations).Moreover,the mediating effect of organisational support in HPWS and ESP.We found out that OS fully mediated the relationship between high performance work systems and ESP.If perceived organisational support is involved in HPWS and ESP the employees’ evaluation of the extent to which their organisation values their contribution and cares about their well-being and that will make the employees perform more to his or her job especially the backing sector.The study is carried out in the service sector where there is lack of literature compared to HPWS-Performance relation studied in manufacturing sector and it investigates the connection between manager-HPWS and employee service-related behaviours among employees of commercial banks in Sierra Leone.Thirdly the moderating effect of transformation leadership was conducted.The finding was transformation leadership is significantly related to employee service performance.Transformational leadership encourage the motivation and positively development of employee service performance in the commercial banks of Sierra Leone.Finally,we find that,transformational leadership moderates the mediating effect of organizational identification,and organisational support.The moderated mediation role of a high-performance work system and employee service performance resulted that,the transformational leadership moderates the mediating effect of organizational support,supporting the moderated mediation role of a high-performance work system and employee service performance.The study contributes on the existing body of high-performance work system from the theoretical,methodological,and empirical aspect.First the model uses the multilevel approach to examine the relationships among variables conceptualized at two levels of analysis in the commercial banks of sierra leone which contributes a lot to the managers and the lower employees.Secondly this study contributed into the literature around HPWS and employee performance by generating empirical evidence from the banking sector operating in Sierra Leone.The methodological contribution,the study has proposed multilevel conceptual framework and empirically tested it by using HLM to investigate the cross-level relationship of the study,because of the complex nature of HPWS and employee service performance relationship.The findings of our study have several managerial implications.By using the mediation effect,our results indicated that organizations might seek to improve employees’ OI and OS in order to impact employee performance.Moreover,when managers endeavour to increase employee job performance using high-performance HR systems,they should focus on establishing employees’ OI and OS by signalling consistent information to show that the organization values their contributions and cares about their well-being.