Impact of high performance work practices (HPWPs), HPWS and work bullying on job satisfaction with

moderating role of work stress

INTRODUCTION

HISTORY

Researchers have investigated the causes of low performance over the last 10 years and have identified
that a lack of motivation mostly causes low productivity. Research has shown that job satisfaction has a
significant impact on workers' health and well-being and can also impact the prevalence of workplace
bullying. As the number of systems expands, collaboration among people from different cultures
increases the chances of conflict, similar to the reduction of stress, anxiety, depression, and physical
symptoms. Despite the problem being recognized, there is currently ineffective addressing of plant
bullying. (Rai & Agarwal, 2018). Job dissatisfaction has been related to negative medical conditions such
as heart complaints, muscle injuries, and poor internal health. An association's strategic and operational
aspects will be insufficient without effectiveness, which might result in institutional collapse. (Human
Resource Management, 2022). The success of the banking industry, which is important to the global
economy, depends heavily on the productivity and happiness of its workers. Organizations in the
banking sector are continually looking for ways to improve employee outcomes and their performance
in today's dynamic and competitive business climate. Technology has caused difficulties, rapid shifts and
risk in the banking sector. Big data, the internet, machine learning, and artificial intelligence are catching
businesses off guard. The economy has changed and modified. (Lassala et al., 2021). The likelihood of
workplace bullying is lower among employees who report high levels of job satisfaction, and these
employees are also better equipped to handle the stress and negative outcomes of bullying. According
to a 2010 study by De Coninck, HPWS and workplace bullying were both significant indicators of job
satisfaction, with HPWS having a positive influence and workplace bullying having a negative one. In the
banking sector, job satisfaction is crucial as a behavior needed among employees in order to encourage
productivity, As interest in the company grows and absenteeism declines, it becomes easier to adjust to
changing circumstances and meet organizational objectives.(Awwad et al., 2022). Since there was a
lesser connection between HPWS and job satisfaction when workplace bullying was present, it may be
possible to reduce the impact of HPWS on job satisfaction.

HPWPs

For workers' overall wellness and satisfaction with their jobs, the banking industry in Pakistan has to
focus on creating an enjoyable place to work. Increased productivity, improved job performance, and a
lower turnover rate can all result from a positive work environment. High-performance work systems
(HPWSs) have received recognition for many years as an approach to enhance business performance.
(Fu et al., 2019). The development of research connecting HPWS with hand challenges is one significant
development in the last 20 years to better comprehend the impact of strategic human resource
management. (Agarwal & Farndale, 2019; Cooke et al., 2019). According to motivational theories,
HPWSs enhance employee health and happiness by offering them with the ideal workplace. (Brinck et
al., 2019; Zhang et al., 2018)

Workplace bullying is a major issue for many sector, like Pakistan's banking sector. Bullying at work has a
substantial effect on job satisfaction in Pakistan's banking sector. Bullying at work is a problem that
many industries, particularly Pakistani banking, frequently deal with. Continuous activation and
overloading resulting from long-term high labour demands, on the other hand, may eventually lead to
weariness. Stress and bullying abuse are both frequently experienced all over youth(Jadambaa et al.,
2019). Moderation studies can be useful for discovering limits as knowledge in an area of study
grows(Gardner et al., 2021) Bullying in the workplace has the severe potential to harm Pakistani banks'
capacity to retain employees. Bullying may be linked to certain work circumstances and organizational
structures. (Einarsen et al., 1994). Bullying can involve using aggression to threaten or punish an
employee, resulting in a loss of confidence and poor job performance. If somebody bullies someone
else, there is a gap in power that the victim has to fight to overcome(Çoban et al., 2021). This may result
in baking problems that affect from the quality of the final product and the standing of the business.

Every person must deal with stress since it is a universal aspect. Employees who work for various
families must manage stress. Stressed-out workers are more likely to be absent from work, perform
badly overall, and express dissatisfaction with their jobs. However, when workplace stress is successfully
handled and controlled, it may provide employees with the motivation and desire to complete their jobs
in time. (Kenworthy et al., 2014). Particularly under stress are bankers, who deal with a range of
demanding situations. In Pakistan's banking industry, work stress is a common problem that can
negatively affect job satisfaction. A worker's satisfaction with their job may be impacted by the negative
goods of high situations of work stress. Employees may feel discontented and frustrated if they believe
they can't combine both their private and professional lives.

PROBLEM STATEMENT

The banking business is a highly competitive, fast-moving sector where employee effectiveness and
productivity are very important. Banks have implemented high-performance work practices (HPWPs)
more often in order to improve employee outcomes, such as job satisfaction, by improving staff skills,
knowledge, and abilities. However, additional elements like workplace bullying and stress may affect
how beneficial these practices are in the banking industry.

Bullying at work has a negative influence on employee results, including job satisfaction and attrition,
and may take many different forms in the banking industry, including verbal abuse, pressure, and
elimination. Similar to how HPWS may improve job happiness, work stress can be an important problem
to employee performance and well-being. With these potential disadvantages, little is known about how
these components together effect job satisfaction in the banking industry.
The goal of this study is to better recognize how work stress influences HPWPs and job satisfaction as
well as how HPWPs, workplace bullying, and work stress effect job satisfaction in the banking sector

Gap identification

The effects of various high-performance work system (HPWS) bundles on employees' job satisfaction
and dissatisfaction may be analyzed in future studies, and each bundle can be defined as either a
motivational or hygienic component. Information from both HR managers and staff members might be
gathered in future studies on this topic, which could advance the understanding of how high-
performance work systems (HPWS) affect employee outcomes. To overcome this constraint, it is
proposed that long-term research be conducted to see whether the links found here are still valid.
Differentiating between different types of workplace stress and developing a deeper psychological
understanding of how exercise aids in recovery could be useful additions to the corpus of existing
research.

Research question

 What is the relationship between high performance and work bulling?

 How does work stress impact the relationship between high performances and work bullying?
 What is the impact of high performance and work bullying on job satisfaction?
 How does job satisfaction moderate the relationship between high performance and work
bullying

Research objective

 What is the impact of high performance work system on job satisfaction

 What is the impact of work bullying on job satisfaction
 What is the impact of moderating role work stress on the relationship between high
performance work system and job satisfaction
 What is the impact of moderating role work stress on the relationship between work bullying
and job satisfaction

Hypothesis

1. The impact of high performance work system on job satisfaction in positive.

2. The impact of workplace bullying on job satisfaction in positive.
3. Work stress will positive moderate the effect of high performance work system on job
satisfaction.
Framework

WORK STRESS

HIGH PERFORMANCE
WORK SYSTEM JOB SATISFACTION

WORKPLACE

BULLYING

METHODOLOGY

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