#4840. Is there internal fit among ability-, motivation-, and opportunity-enhancing HR practices? Evidence from South Korea

July 2026publication date
Proposal available till 29-05-2025
4 total number of authors per manuscript0 $

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Journal’s subject area:
Business, Management and Accounting (all);
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Abstract:
Recently, the traditional approach to high-performance work systems (HPWS) research has been questioned, primarily in regard to the following two areas: (1) its organizational-level measure cannot capture variability within organizations, and (2) its utilization of the summation index is predicated upon the individual HR practices that constitute HPWS having a synergistic impact on important outcomes. Herein, our study attempts to replicate recent developments by categorizing employee-rated HPWS along three subdimensions: ability-, motivation-, and opportunity-enhancing HR practices. The results of the hierarchical linear modeling (HLM) demonstrate general support for the additive model. Most conspicuously, we find that motivation-enhancing HR practices negatively moderate the relationships between the other two dimensions and the outcomes. Based upon the findings of the current research, we argue that the internal fit assumption should be viewed more cautiously and understood in the broader context wherein HPWS operate.
Keywords:
Ability-enhancing HR practices; Individual performance; Internal fit; Motivation-enhancing HR practices; Opportunity-enhancing HR practices

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