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The dark and light sides of high performance work systems : a study on employee well-being and job performance in South Africa
Thesis (MCom)--Stellenbosch University, 2025.
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Stellenbosch : Stellenbosch University
2025
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| _version_ | 1867613963715346432 |
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| access_status_str | Open Access |
| author | Zakeyo, Macdonald Itayi |
| author2 | Pienaar, J. S. |
| author_browse | Pienaar, J. S. Zakeyo, Macdonald Itayi |
| author_facet | Pienaar, J. S. Zakeyo, Macdonald Itayi |
| author_sort | Zakeyo, Macdonald Itayi |
| collection | Thesis |
| dc_rights_str_mv | Stellenbosch University |
| description |
Thesis (MCom)--Stellenbosch University, 2025. |
| format | Thesis |
| id | oai:scholar.sun.ac.za:10019.1/132305 |
| institution | Stellenbosch University (South Africa) |
| language | en_ZA |
| last_indexed | 2026-06-10T12:44:29.748Z |
| license_str | Other — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from SUNScholar — Stellenbosch University Repository |
| publishDate | 2025 |
| publishDateRange | 2025 |
| publishDateSort | 2025 |
| publisher | Stellenbosch : Stellenbosch University |
| publisherStr | Stellenbosch : Stellenbosch University |
| record_format | dspace |
| source_str | SUNScholar — Stellenbosch University Repository |
| spelling | oai:scholar.sun.ac.za:10019.1/132305 The dark and light sides of high performance work systems : a study on employee well-being and job performance in South Africa Zakeyo, Macdonald Itayi Pienaar, J. S. Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology. Well-being -- Employees -- South Africa Performance standards -- South Africa Performance -- Psychological aspects -- South Africa Personnel management -- South Africa UCTD Thesis (MCom)--Stellenbosch University, 2025. Zakeyo, M. I. 2025. The Dark and Light Sides of High Performance Work Systems: A Study on Employee Well-Being and Job Performance in South Africa. Unpublished masters thesis. Stellenbosch: Stellenbosch University [online]. Available: https://scholar.sun.ac.za/items/941cacef-395b-4988-b883-e64c24374f78 ENGLISH SUMMARY: This study investigated the relationship between High Performance Work Systems (HPWS), employee performance, and employee well-being in South Africa. Employee well-being has arguably never been more topical in the field of Industrial/Organisational Psychology considering the recent COVID-19 global pandemic which exposed the need for HR practices that prioritise employee well-being. However, there are ongoing debates around the real impact of HPWS and whether such systems serve only the organisations in which they are implemented (i.e., the “critical perspective) or whether HPWS can serve both organisations and their employees (i.e., the “mutual gains” perspective). The objectives of this study were therefore to establish whether there is a relationship between HPWS and employee (holistic, multidimensional) wellness; as well as to determine whether employee wellness is a mediating variable in the HPWS and employee performance relationship. In order to test the hypotheses investigating the tenability of the mutual versus critical perspectives on the performance effects of HRM in the study’s sample, a positivist approach was adopted, together with a mixed method sampling strategy targeting employees in both public and private organisations in South Africa. Multiple relevant instruments from previous research were used to devise the measures needed for the statistical analyses of the constructs involved in this study. Online surveys were utilised as the basis for data collection. The scales utilised in the study were analysed for reliability. The three structural models, modelled on the main hypotheses of this study were tested utilising the Partial Least Squares structural equation modelling (PLS-SEM). The results revealed that generally HPWS do not appear to positively influence employee performance in the South African organisations sampled. As expected, most forms of employee well-being were found to have a positive impact on employee performance. An interesting finding was that social well-being, while not having a direct effect on employee performance, appears to interact with Growth/development and Participation HPWS in influencing employee performance in various ways. AFRIKAANSE OPSOMMING: Hierdie studie het die verhouding tussen hoe prestasie werk sisteme (HPWS), werknemer prestasie, en werknemer welstand ondersoek in Suid-Afrika. Werknemer welstand was waarskynlik nog nooit so aktueel in die veld van Bedryfsielkunde nie, gegewe die onlangse COVID-19 epidemie what die behoefte vir Menslike Hulpbron praktyke wat werknemer welstand prioritiseer beklemtoon het. Nietemin, is daar steeds debatte aan die gang oor die werklike impak van HPWS en of sulke sisteme net die organisasie (die ‘kritiese perspektief’), oftewel beide die organisasie en die werknemer (die “wedersydse winste” perspektief) dien. Die doelwitte van hierdie studie was dus om te bevestig of daar ’n verhouding is tussen HPWS en werknemer (holistiese, multi-dimensionele) welstand bestaan, sowel as om te beaam of werknemer welstand ’n bemiddelaar veranderlike is in die HPWS en werknemer prestasie verhouding. Om die hipoteses te toets wat nodig is om die houdbaarheid van die wedersyde winste vs kritieke perpektiewe op die prestasie effekte van Menselike Hulpron Bestuur te ondersoek, was a positivistiese benadering gevolg tesame met ’n gemengde steekproef metode wat werknemers in beide publieke en privaat organisasies in Suid Afrika geteiken het. Verskeie relevante instrumente van vorige studies was gebruik om die metings saam te stel wat nodig was vir die statistiese analises van die konstrukte betrokke in die studie. Aanlyn opnames was gebruik as die basis vir data insameling. The skale wat gebruik is in die studie was ondersoek vir betroubaarheid. Drie strukturele modelle, gemodelleer op die hipoteses van die studie was getoets by wyse van Partial Least Squares structural equation modelling (PLS-SEM). Die resulte het aangedui dat HPWS oor die algemeen nie blyk om werknemer prestasie positief te beinvloed in die Suid Afrikaanse organisasies wat bestudeer was nie. Soos verwag, is egter gevind dat meeste vorme van werknemer welstand werknemer prestasie positief beinvloed het. ’n Interessante bevinding was dat alhoewel sosiale welstand nie ‘n direkte impak op werknemer prestasie gehad het nie, dat dit wel ’n interaksie effek het met Groei/ontwikkeling en Deelname HPWS wat werknemer prestasie beinvloed in verskeie maniere. Masters 2025-06-03T08:32:42Z 2025-06-03T08:32:42Z 2025-03 Thesis https://scholar.sun.ac.za/handle/10019.1/132305 en_ZA Stellenbosch University 133 pages : illustrations, includes annexures application/pdf Stellenbosch : Stellenbosch University |
| spellingShingle | Well-being -- Employees -- South Africa Performance standards -- South Africa Performance -- Psychological aspects -- South Africa Personnel management -- South Africa UCTD Zakeyo, Macdonald Itayi The dark and light sides of high performance work systems : a study on employee well-being and job performance in South Africa |
| title | The dark and light sides of high performance work systems : a study on employee well-being and job performance in South Africa |
| title_full | The dark and light sides of high performance work systems : a study on employee well-being and job performance in South Africa |
| title_fullStr | The dark and light sides of high performance work systems : a study on employee well-being and job performance in South Africa |
| title_full_unstemmed | The dark and light sides of high performance work systems : a study on employee well-being and job performance in South Africa |
| title_short | The dark and light sides of high performance work systems : a study on employee well-being and job performance in South Africa |
| title_sort | dark and light sides of high performance work systems a study on employee well being and job performance in south africa |
| topic | Well-being -- Employees -- South Africa Performance standards -- South Africa Performance -- Psychological aspects -- South Africa Personnel management -- South Africa UCTD |
| url | https://scholar.sun.ac.za/handle/10019.1/132305 |
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