Perceptions of the presence and effectiveness of high involvement work systems and their relationship to employee attitudes
Why this work is in the frame
A frame that forgets how it found something cannot be audited. These are the routes that admitted this work.
Bibliographic record
Abstract
Purpose Prior research has demonstrated the positive effects of high involvement work systems on various outcomes but none to date has conducted a comparative test of alternative, plausible models of these systems. This paper aims to address this issue. Design/methodology/approach A test of five high involvement work system models was conducted. The models were tested using employee perceptions of the presence and effectiveness of the organizational practices included in these systems, whereas a majority of prior studies have measured high involvement work practices based on managers' perceptions only. Measures of eight high involvement work practices (i.e. employment security, selective hiring, extensive training, contingent compensation, teams and decentralized decision making, information sharing, reduced status distinctions, transformational leadership) were used to compare the fit of these five models using confirmatory factor analysis. 317 non‐management employees from five Canadian organizations participated. Participants rated both the extent to which they perceived their organizations to have implemented each of the practices and the perceived effectiveness of these practices. Participants' work attitudes (i.e. affective commitment, continuance commitment, job satisfaction) were used to assess the concurrent validity of the tested models. Findings For both the perceived presence and effectiveness models, confirmatory factor analyses suggested the superiority of a second‐order model, demonstrating concurrent validity with participants' positive (i.e. affective commitment, job satisfaction) and negative (i.e. continuance commitment) attitudes. Originality/value This is the first study to conduct a comparative test of five alternative models of high involvement work systems and one of the few studies to address employee perception of these practices.
Fetched live from OpenAlex and de-inverted. Abstracts are not stored in this database: the inverted indexes are 8.6 GB of the frame’s 9.3 GB of text, and the host has 13 GB free.
Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.000 | 0.000 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.000 |
| Science and technology studies | 0.000 | 0.000 |
| Scholarly communication | 0.000 | 0.000 |
| Open science | 0.000 | 0.000 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.000 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from it