eISSN: 3023-3267 editor@aimjournals.com
All Journals
Submit your article

Critique Open Research & Review

Open Access Peer Review International
Open Access

Advanced Analytical Framework for High-Performance Work Systems and Workload Intensification: Investigating Mediating Mechanisms and Moderating Effects on Occupational Health and Employee Well-Being

DOI
PDF
Dr. Teguh Santosa 1 ,
4 Department of Computer Engineering Universitas Indonesia, Depok, Indonesia

Abstract

High-Performance Work Systems (HPWS) have been widely associated with improved organizational performance; however, growing evidence suggests that their implementation may also generate unintended employee-level consequences such as work intensification, psychological strain, and deteriorating health outcomes. This study develops and proposes a Structural Equation Modeling (SEM) framework to examine the complex relationships between HPWS, work intensification, employee health harm, and well-being. Drawing on sustainable HRM theory and work–family conflict perspectives, the study conceptualizes work intensification as a key mediating mechanism through which HPWS influences employee health outcomes, while well-being is modeled as a distal outcome shaped by both direct and indirect pathways. Additionally, moderation effects are incorporated to account for boundary conditions such as workplace support and psychological resilience. Using insights from established SEM methodologies (Hair et al., 2017; Garson, 2016), the study proposes a comprehensive analytical architecture suitable for empirical validation. The findings contribute to HRM literature by reconciling the performance-enhancing logic of HPWS with its hidden health costs, offering a balanced sustainable HRM perspective.

Keywords

High-Performance Work Systems, Work Intensification, Employee Well-Being

References

Anwar Prabu Mangkunegara, A.A. (2011). Manajemen Sumber Daya Manusia Perusahaan. Remaja Rosdakarya, 2011.
Aprilianti, L., & Herianingrum, S. (2021). Dampak Eksternalitas Pt. Eratex Djaja Probolinggo Dalam Perspektif Ekonomi Islam. Jurnal Ekonomi Syariah Teori Dan Terapan, 8(1), 85. https://doi.org/10.20473/vol8iss20211pp85-96
Aust, I., Matthews, B., & Muller-Camen, M. (2020). Common Good HRM: A paradigm shift in Sustainable HRM? Human Resource Management Review, 30(3), 100705. https://doi.org/10.1016/j.hrmr.2019.100705
A.A. Anwar Prabu Mangkunegara. (2011). Manajemen Sumber Daya Manusia Perusahaan. Remaja Rosdakarya, 2011.
Bayu Dharma, A. A., Adnyana Putera, I. G. A., & Parami Dewi, A. A. D. (2017). Manajemen Risiko Keselamatan Dan Kesehatan Kerja (K3) Pada Proyek Pembangunan Jambuluwuk Hotel & Resort Petitenget. Jurnal Spektran, 5(1), 47–55. https://doi.org/10.24843/spektran.2017.v05.i01.p06
Boekhorst, J. A., Singh, P., & Burke, R. (2017). Work intensity, emotional exhaustion and life satisfaction: The moderating role of psychological detachment. Personnel Review, 46(5), 891–907. https://doi.org/10.1108/PR-05-2015-0130
Boxall, P., & MacKy, K. (2009). Research and theory on high-performance work systems: Progressing the high-involvement stream. Human Resource Management Journal, 19(1), 3–23. https://doi.org/10.1111/j.1748-8583.2008.00082.x
Brown, C. (1980). EQUALIZING DIFFERENCES IN THE LABOR MARKET * The theory of equalizing differences — that individuals are in- duced to accept less attractive jobs by compensating differences in their wage rates — is an important tool in economists ’ attempts to understand. February.
Burchell, B., Ladipo, D., & Wilkinson, F. (2002). Job insecurity and work intensification. New York, NY: Routledge, 204. https://www.taylorfrancis.com/books/edit/1/0.4324/9780203996881/job-insecuritywork-intensification-brendan-burchell-david-ladipo-frank-wilkinson
Burke, R. J., Singh, P., & Fiksenbaum, L. (2010). Work intensity: Potential antecedents and consequences. Personnel Review, 39(3), 347–360. https://doi.org/10.1108/00483481011030539
Carmichael, F., Fenton, S. J. H., Pinilla-Roncancio, M. V., Sing, M., & Sadhra, S. (2016). Workplace health and wellbeing in construction and retail: Sector specific issues and barriers to resolving them. International Journal of Workplace Health Management, 9(2), 251–268. https://doi.org/10.1108/IJWHM-08-2015-0053
Chen, T.-J., Lin, C.-C., & Wu, C.-M. (2016). High Performance Work System, Psychological Efficacy, Job Satisfaction and Task Performance in the Hotel Workplace. Open Journal of Social Sciences, 04(07), 76–81. https://doi.org/10.4236/jss.2016.47012
Chillakuri, B., & Vanka, S. (2021). Examining the effects of workplace well-being and high-performance work systems on health harm: a Sustainable HRM perspective. Society and Business Review, 16(1), 71–93. https://doi.org/10.1108/SBR-03-2020-0033
Chillakuri, B., & Vanka, S. (2022). Understanding the effects of perceived organizational support and high-performance work systems on health harm through sustainable HRM lens: a moderated mediated examination. Employee Relations, 44(3), 629–649. https://doi.org/10.1108/ER-01-2019-0046
Danna, K., & Griffin, R. W. (1999). Health and well-being in the workplace: A review and synthesis of the literature. Journal of Management, 25(3), 357–384. https://doi.org/10.1177/014920639902500305
David Fairris. (2004). Towards a Theory of Work Intensity. Palgrave Macmillan Journals, Vol. 30, 587–601.
Doan, T., Ha, V., Leach, L., & La, A. (2021). Mental health: who is more vulnerable to high work intensity? Evidence from Australian longitudinal data. International Archives of Occupational and Environmental Health, 94(7), 1591–1604. https://doi.org/10.1007/s00420-021-01732-9
DPD RI. (2024). Berdampak Serius Terhadap IHT di Jatim, Ketua DPD RI Soroti Kenaikan Cukai 10%. https://dpd.go.id/daftar-berita/berdampak-serius-terhadap-Industri Hasil Tembakau - di-jatim-ketua-dpd-ri-soroti-kenaikan-cukai10
Ehnert, I. (2009). CONTRIBUTIONS Sustainable Human Resource Management. Physica‐Verlag A Springer Company.
Garson, D. G. (2016). Partial Least Squares : Regression & Structural Equation Models. In Statistical Associates Publishing. https://doi.org/10.1201/b16017-6
Ghautama, H. (2019). Gender Dan Masa Kerja: Mampukah Memoderasi Pengaruh Antara High-Performance Work System Terhadap Kinerja Karyawan. Jurnal Ilmu Manajemen, 7(1), 160–171.
Godard, J. (2001). High performance and the transformation of work? The implications of alternative work practices for the experience and outcomes of work. Industrial and Labor Relations Review, 54(4), 776–805. https://doi.org/10.1177/001979390105400402
Grant, A. M., Christianson, M. K., & Price, R. H. (2007). Happiness, health, or relationships? Managerial practices and employee well-being tradeoffs. Academy of Management Perspectives, 21(3), 51–63. https://doi.org/10.5465/AMP.2007.26421238
Green, F. (2004). Why has work effort become more intense : by Francis Green. Industrial Relations, 43(4).
Green, F., & McIntosh, S. (2001). The intensification of work in Europe. Labour Economics, 8(2), 291–308. https://doi.org/10.1016/S0927-5371(01)00027-6
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of Conflict Between Work and Family Roles. Academy of Management Review, 10(1), 76–88. http://amr.aom.org/content/10/1/76.full.pdf
Hair, Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2017). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). Thousand Oaks. Sage, 165.
Hair, J. F. H., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2018). The Results of PLS-SEM Article information. European Business Review, 31(1), 2–24.
Hair, J., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
Han, J., Sun, J. M., & Wang, H. L. (2020). Do high performance work systems generate negative effects? How and when? Human Resource Management Review, 30(2), 100699. https://doi.org/10.1016/j.hrmr.2019.100699
ILO. (2024). Workplace well-being. International Labour Organization. https://www.ilo.org/safework/areasofwork/workplace-health-promotion-and-wellbeing/WCMS_118396/lang--en/index.htm
Jyoti, J., & Rani, A. (2019). Role of burnout and mentoring between high performance work system and intention to leave: Moderated mediation model. Journal of Business Research, 98(December 2018), 166–176. https://doi.org/10.1016/j.jbusres.2018.12.068
Keith, M. G., Harms, P. D., & Long, A. C. (2020). Worker Health and Well-Being in the Gig Economy: a Proposed Framework and Research Agenda. Research in Occupational Stress and Well Being, 18, 1–33. https://doi.org/10.1108/S1479-355520200000018002
Kelliher, C., & Anderson, D. (2010). Doing more with less? flexible working practices and the intensification of work. Human Relations, 63(1), 83–106. https://doi.org/10.1177/0018726709349199
Ketenagakerjaan, B. (2023). Kecelakaan Kerja Makin Marak dalam Lima Tahun Terakhir. BPJS Ketenagakerjaan. https://www.bpjsketenagakerjaan.go.id/berita/28681/Kecelakaan-Kerja-Makin-Marak-dalam-Lima-Tahun-Terakhir
Kompier, M. A. J. (2006). The “Hawthorne effect” is a myth, but what keeps the story going? Scandinavian Journal of Work, Environment and Health, 32(5), 402–412. https://doi.org/10.5271/sjweh.1036
Korff, J., Biemann, T., & Voelpel, S. C. (2017). Human resource management systems and work attitudes: The mediating role of future time perspective. Journal of Organizational Behavior, 38(1), 45–67. https://doi.org/10.1002/job.2110
Kramar, R. (2014). Beyond strategic human resource management: Is sustainable human resource management the next approach? International Journal of Human Resource Management, 25(8), 1069–1089. https://doi.org/10.1080/09585192.2013.816863
Marescaux, E., De Winne, S., & Forrier, A. (2019). Developmental HRM, employee well-being and performance: The moderating role of developing leadership. European Management Review, 16(2), 317–331. https://doi.org/10.1111/emre.12168
Mariappanadar, S. (2010). Sustainable HRM : A perspective to counter the harms of efficiency focused organisational practices. ANZAM, 1–18.
Mariappanadar, S. (2012). The harm indicators of negative externality of efficiency focused organizational practices. International Journal of Social Economics, 39(3), 209–220. https://doi.org/10.1108/03068291211199378
Mariappanadar, S. (2014). Sustainable HRM: a counter to minimize the externality of downsizing. Sustainability and Human Resource Management, 181–203.
Mariappanadar, S. (2016). Health Harm of Work from the Sustainable HRM perspective: Scale Development and Validation. International Journal of Manpower, 34(1), 1–5. http://dx.doi.org/10.1108/IJM-12-2015-0204
Mariappanadar, S. (2020). Do HRM systems impose restrictions on employee quality of life? Evidence from a sustainable HRM perspective. Journal of Business Research, 118, 38–48. https://doi.org/10.1016/j.jbusres.2020.06.039
Marshall, D., Rehme, J., O’Dochartaigh, A., Kelly, S., Boojihawon, R., & Chicksand, D. (2023). Reporting controversial issues in controversial industries. Accounting, Auditing and Accountability Journal, 36(9), 483–512. https://doi.org/10.1108/AAAJ-07-2020-4684
Maskudi, M. (2020). Sistem Kerja Kinerja pada Perusahaan Penerbitan Buku di Jawa Tengah. Serat Acitya, 9(2), 187. https://doi.org/10.56444/sa.v9i2.1835
Maulidina, A. N., & Frianto, A. (2021). Pengaruh High Performance Work System (HPWS) dan Konflik Peran terhadap Kepuasan Kerja. Jurnal Ilmu Manajemen,

Similar Articles

1-10 of 22

You may also start an advanced similarity search for this article.