Use this URL to cite or link to this record in EThOS: https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.793410
Title: How the Line of Sight (LOS) concept enhances our understanding of the impact of HR practices on employee outcomes : an investigation conducted within the Cypriot banking sector
Author: Photiou, Constantinos Andreas
ISNI:       0000 0004 8502 7391
Awarding Body: University of Newcastle upon Tyne
Current Institution: University of Newcastle upon Tyne
Date of Award: 2019
Availability of Full Text:
Access from EThOS:
Abstract:
This study contributes to recent research into a specific area of organizational theory and practice. It sets out to investigate and build upon the premise of Line of Sight (LOS) in organizational settings, (Boswell, 2006) and how such an approach could help to extend and enhance our understanding of the impact of‘High Performance HR Practices’ (HPHRP) on employee outcomes. As an underdeveloped concept, it warrants replication and further research and development, albeit in a different service sector. The first objective (Study 1, n=548) aimed to test and further develop LOS theory through examination of its drivers and how these differed between employees and individual outcomes. The second objective (Study 2, /?—101) aimed to examine whether TOS could mediate the relationship between HPHRP and employee outcomes, and assess where it stood in relation to Person-Environment (P-E) fit. This was deemed necessary as empirical research still finds these links to be questionably defined, inconsistent and often misunderstood. To undertake this, this thesis used a mixed methods exploratory sequential design, the context being the private banking sector in Cyprus, which is characterised by unique influencing factors. Data was collected from front-line banking employees. Study 1 ifound effective communication, together with certain relational aspects e.g. trustful and supportive relationships between supervisors and subordinates, to be particular predictors of LOS. Furthermore, employees who demonstrated certain qualities associated with LOS equated with positive outcomes. Study 2 discovered Person-Organization (P-O) fit, Person-Job (P-J) fit, LOS-Objectives and LOS-Actions to have a significant role as mediators; showing how HPHRP could influence job satisfaction, organizational commitment, perceived social worth and work overload. The implications are that aspects such as communication, trustfulness and supportive relationships can facilitate alignment with strategic organizational goals, in that HPHRP can be used to convey messages that can be understood by employees and aid in harvesting potential across the workforce. This requires actively ensuring that no employees are overlooked, or can be strategically targeted. HPHRP therefore can facilitate LOS and P-E fit and influence employee outcomes, although some negative effects e.g. work overload, should be taken into account. If LOS does determine more successfully the effectiveness of HPHRP on employee outcomes, it can go some way to open a new vista, making a substantive contribution to wider ‘black-box’ debates.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.793410  DOI: Not available
Share: