Dialectical View on HPWS and Its Outcomes

Abstract

Purpose: The article is aiming to define the concept of HPWS and identify possible outcomes.

Study design/methodology/approach: study is designed to analyze the concept of HPWS and to identify the possible outcomes of HPWS. Method of scientific systematic literature review.

Findings: New forms of HRM and HRM systems are broadly discussed in various scenarios, but mostly with a focus on positive outcomes such as performance-enhancing, employee engagement, organizational affective commitment etc. Nevertheless, all novelties can have as many negative outcomes as positive, but it can be addressed, measured, and assessed only after some time.

Originality/value: HPWS entered the field in the ’90s and now it is about time to start applying the critical approach in order to understand that HPWS is not universal, it has many variations, many HRM items and different outcomes.