A Critical Assessment of the High-Performance Paradigm

By J. Godard. 2004

738 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/6f71062e9b3b7c0fb8f1b767dadc5cc83a941307

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In General Health Professions

In Organizational Behavior and Human Resource Management

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Citations in the corpus

High-involvement work processes, work intensification and employee well-being (2008, background): “As in that literature generally, a fundamental question is whether such reforms deliver what they promise (Boxall and Macky, 2009; Godard, 2004).”
Mutual Gains? Health‐Related HRM, Collective Well‐Being and Organizational Performance (2019, background): “On the other hand, a ‘conflicting outcomes’ view suggests that well-being and performance are distinct organizational goals, which can be achieved by different sets of HR practices (e.g., Godard, 2004).”
The Psychological Contract: A Critical Review (2006, neutral): “This issue, as to whether the concept of a psychological contract can be constituted as a ‘contract’, has been considered by Guest (1998, 2004) In legal terms, the notion of a contract implies an agreement or at least the outward appearance of an agreement.”
The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects (2007, methodology): “Employee-level HPWS research can also be criticized for using samples that tend to be industry and/or occupationally specific, or which use the employees of single firms as their primary informants (Godard, 2004).”
Causality Between High-Performance Work Systems and Organizational Performance (2017, background): “Also, critics of HPWS argue that a primary effect of these systems is to increase productivity by pressuring employees to work harder under increased surveillance and control (Godard, 2004).”
An Integrative HRM Process Theorization: Beyond Signalling Effects and Mutual Gains (2012, result): “…(2004) presents evidence of a societal increase in work intensification, arguing that HRM, in combination with increased competitive pressures and technological change, is likely to be one of the causes, whereas Godard (2004) found the early evidence supporting this argument to be inconclusive.”
Context matters: examining ‘soft’ and ‘hard’ approaches to employee engagement in two workplaces (2013, background): “These observations of employee engagement share similar insights to critical HPWS researchers (Godard 2004; Delbridge 2007) in showing the importance of external and internal organizational contexts when attempting to deliver high performance.”
HRM and Performance: Achievements, Methodological Issues and Prospects (2009, background): “…that takes into account performance in terms, for example, of flexibility/agility and legitimacy (Boxall and Purcell, 2003), as well as of various aspects of employee well-being, such as satisfaction, stress, health and safety, and job security (Godard, 2001, 2004; Guest, 2002; Peccei, 2004).”
High performance work systems in Ireland: human resource and organizational outcomes (2009, background): “…however, a growing number of critics have suggested that claims for the efficacy of the above HR systems may be overblown (Wood and de Menezes 1998; Godard 2004; Bryson, Forth and Kirby 2005) and, moreover, these management systems often result in negative outcomes for employees, in the form of…”
High involvement management, high-performance work systems and well-being (2011, background): “This emphasis contrasts with the industrial relations tradition, in which involvement is viewed as the core of high-performance management (Cappelli and Neumark 2001 ; Godard 2004 , p.”
High-Performance Work Systems and Job Control (2013, background): “Furthermore, scholars have challenged the efficacy of HPWS, suggesting that the focus on firm performance outcomes has largely ignored the potential negative effects on individual employee outcomes (Alvesson, 2009; Godard, 2001, 2004).”