Sustaining organizational performance and employee wellbeing in the 4IR: the impact of leadership 4.0, PSYCAP, and high-performance HR practices

Keywords: Industrial Revolution, Sustainability, Performance, Wellbeing, Nigeria, Ghana

Abstract

This paper investigates perceived leadership 4.0, psychological capital (PsyCap), and high-performance human resource practices (HPHRPs) for sustainable organizational performance (OP) and employee psychological wellbeing (EPW) in business organizations.This investigation’s sample was obtained from twenty (20) organizations in Nigeria’s and Ghana’s financial, manufacturing, and service industries. Hence, this comparative study espoused a cross-sectional survey method. Nevertheless, from the 500 surveys floated, two hundred and forty-six (246) surveys were retrieved in Nigeria and two hundred and forty-three (243) in Ghana. A total of four hundred and eight-nine (489) were fit for analysis, done with Statistical Packages for Social Sciences (SPSS v.27).This paper confirms that Leadership 4.0, PsyCap, and HPHRPs independently and significantly increase and sustain excellent organizational performance and employee psychological wellbeing.This paper further notes that Leadership 4.0, psychological capital, and HPHRPs greatly and jointly influence the sustainability of organizational performance and employee psychological wellbeing. Hence, work organizations in Nigeria and Ghana, particularly Ghana, are advised to consider and assume the appropriate leadership styles, such as Leadership 4.0 for the varied circumstances and contests from the fourth industrial revolution. Moreover, employers in Nigeria and Ghana, particularly Nigeria, should always encourage positivity in their employees, using organizational support and positive psychology programs. Besides, the management and leaders in work organizations in Nigeria and Ghana should adopt human resource practices that make employees perceive that their organizations adopt the method of value enrichment, where they are taken as an essential resource for reasonable sustenance

Downloads

Download data is not yet available.

Author Biographies

Foluso Philip Adekanmbi, University of Johannesburg

Department of Industrial Psychology and People Management

College of Business & Economics

Wilfred Isioma Ukpere, University of Johannesburg

Department of Industrial Psychology and People Management

College of Business & Economics

References

Rahman, A., Abedin, M. J. (2021). The fourth industrial revolution and private commercial banks: The good, bad and ugly. International Journal of Organizational Analysis, 29 (5), 1287–1301. doi: http://doi.org/10.1108/ijoa-05-2020-2218

Kagermann, H., Wahlster, W., Helbig, J. (2013). Recommendations for implementing the strategic initiative industrie 4.0: Final report of the industrie 4.0 working group. Germany: Forschungsunion.

Vaidya, S., Ambad, P., Bhosle, S. (2018). Industry 4.0–a glimpse. Procedia Manufacturing, 20, 233–238. doi: http://doi.org/10.1016/j.promfg.2018.02.034

Knies, E., Jacobsen, C., Tummers, L.; Storey, J., Hartley, J., Denis, J.-L., Hart, P., Ulrich, D. (Eds.) (2016). Leadership and organizational performance. Routledge Companion to Leadership, 404–418. Available at: https://www.researchgate.net/publication/304780869

Tomal, D. R., Jones, K. J. (2015). A comparison of core competencies of women and men leaders in the manufacturing industry. The Coastal Business Journal, 14 (1), 13–25. Available at: https://nanopdf.com/download/a-comparison-of-core-competencies-of_pdf

Ebekozien, A., Aigbavboa, C. (2021). COVID-19 recovery for the Nigerian construction sites: The role of the fourth industrial revolution technologies. Sustainable Cities and Society, 69, 102803. doi: http://doi.org/10.1016/j.scs.2021.102803

Akpan, I. J., Udoh, E. A. P., Adebisi, B. (2020). Small business awareness and adoption of state-of-the-art technologies in emerging and developing markets, and lessons from the COVID-19 pandemic. Journal of Small Business & Entrepreneurship, 34 (2), 123–140. doi: http://doi.org/10.1080/08276331.2020.1820185

Eric, V., Venter, T., Bruwer, J. (2021). The catalyzed use of fourth industrial revolution interventions in South African higher education institutions due to COVID-19 and its influence on efficacy. Expert Journal of Business and Management, 9 (1), 64–73. Available at: https://business.expertjournals.com/23446781-907/

Ali, S., Xie, Y. (2021). The impact of industry 4.0 on organizational performance: The case of Pakistan’s retail industry. European Journal of Management Studies, 26 (2/3), 63–86. doi: http://doi.org/10.1108/ejms-01-2021-0009

Ryff, C. D. (2018). Wellbeing with soul: Science in pursuit of human potential. Perspectives on Psychological Science, 13 (2), 242–248. doi: http://doi.org/10.1177/1745691617699836

Longman (2017). Longman Dictionary of Contemporary English.

Ferreira, N. (2012). Hardiness in relation to organizational commitment in the human resource management field. SA Journal of Human Resource Management, 13 (1). doi: http://doi.org/10.4102/sajhrm.v10i2.418

Signé, L. (2021). Strategies for effective health care for Africa in the fourth industrial revolution: Bridging the gap between the promise and delivery. Available at: https://www.brookings.edu/research/strategies-for-effective-health-care-for-africa-in-the-fourth-industrial-revolution/

Steptoe, A., Deaton, A., Stone, A. A. (2015). Psychological wellbeing, health, and aging. Lancet, 385 (9968), 640–648. doi: http://doi.org/10.1016/s0140-6736(13)61489-0

Venkatesh, A. N. (2020). Leadership 4.0: Leadership strategies for industry 4.0. Solid State Technology, 63 (6). Available at: https://ssrn.com/abstract=3736577

Inam, H. (2019). Leadership 4.0: The call to lead from Davos 2019. Retrieved at: https://www.forbes.com/sites/hennainam/2019/01/27/leadership-4-0-the-call-to-lead-from-davos-2019/?sh=67e67af17e6f

Schwab, K. (2018). Shaping the future of the fourth industrial revolution: A guide to building a better world. London: Portfolio Penguin. Available at: https://www.penguinrandomhouse.co.za/book/shaping-future-fourth-industrial-revolution-guide-building-better-world/9780241366370

Tredgold, G. (2017). Seven (7) truths about accountability that you need to know. Inc.Com, Inc. Available at: https://incafrica.com/library/gordon-tredgold-7-truths-about-accountability-that-you-need-to-kno

Luthans, F., Youssef-Morgan, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual Review of Organizational Psychology and Organizational Behavior, 4, 339–366. doi: http://doi.org/10.1146/annurev-orgpsych-032516-113324

Nguyen, H. M., Ngo, T. T. (2020). Psychological capital, organizational commitment, and job performance: A case in Vietnam. The Journal of Asian Finance, Economics, and Business, 7 (5), 269–278. doi: http://doi.org/10.13106/jafeb.2020.vol7.no5.269

Ang, S. H., Bartram, T., McNeil, N., Leggat, S. G., Stanton, P. (2013). The effects of high-performance work systems on hospital employees’ work attitudes and intention to leave: A multi-level and occupational group analysis. The International Journal of Human Resource Management, 24 (16), 3086–3114. doi: http://doi.org/10.1080/09585192.2013.775029

Noopur, N., Dhar, R. L. (2019). Knowledge-based HRM practices as an antecedent to service innovative behavior: A multi-level study. Benchmarking: An International Journal, 27 (1), 41–58. doi: http://doi.org/10.1108/bij-10-2018-0329

Fu, N., Flood, P. C., Bosak, J., Rousseau, D. M., Morris, T., O’Regan, P. (2017). High‐Performance work systems in professional service firms: Examining the practices‐resources‐uses‐performance linkage. Human Resource Management, 56 (2), 329–352. doi: http://doi.org/10.1002/hrm.21767

Groenen, M. (2019). Animal Genomics. Wageningen University & Research.

Ajah, I. A., Chigozie-Okwum, C. C. (2019). Exploring the benefits of the 4th industrial revolution: The Nigerian Experience. AFRREV STECH: An International Journal of Science and Technology, 8 (1), 22–32. doi: http://doi.org/10.4314/stech.v8i1.3

Adebayo, J. O., Makwambeni, B., Thakur, C. (2020). COVID-19, fourth industrial revolution and the future of elections in Africa. Journal of African Elections, 19 (2). doi: http://doi.org/10.20940/jae/2020/v19i2a1

Adegboye, A., Ojeka, S., Adegboye, K., Ebuzor, E., Samson, D. (2019). Firm performance and condensed corporate governance mechanism: Evidence of Nigerian financial institutions. Business: Theory and Practice, 20, 403–416. doi: http://doi.org/10.3846/btp.2019.38

Herndon, F. (2020). The Relationship of CEO Duality to Financial Performance and Efficiency in Electronics Firms.

Pucheta-Martínez, M. C., Gallego-Álvarez, I. (2020). Do board characteristics drive firm performance? An international perspective. Review of Managerial Science, 14 (6), 1251–1297. doi: http://doi.org/10.1007/s11846-019-00330-x

Oosthuizen, J. (2017). The determinants of fourth industrial revolution leadership dexterity: A proposed framework for 4ir-intelligence and subsequent 4ir leadership development. Paper presented at the 4th International Conference on Responsible Leadership, 30 (3) 243–259. Available at: https://www.researchgate.net/publication/315114030

Shamim, S., Cang, S., Yu, H., Li, Y. (2016). Management approaches for industry 4.0: A human resource management perspective. Paper presented at the 2016 IEEE Congress on Evolutionary Computation (CEC), 5309–5316. doi: http://doi.org/10.1109/cec.2016.7748365

Pienaar, Y. (2020). Preparing for the Fourth Industrial Revolution: Investigating the Relationship between Leadership 4.0, Innovative Management Practices and Organizational Performance Capabilities. Available at: http://hdl.handle.net/11427/32921

World Health Organization. (2012). Good health adds life to years: Global brief for World Health Day 2012 (No. WHO/DCO/WHD/2012.2). World Health Organization.

Keyes, C. L. M. (2005). Mental Illness and/or Mental Health? Investigating Axioms of the Complete State Model of Health. Journal of Consulting and Clinical Psychology, 73 (3), 539–548. doi: http://doi.org/10.1037/0022-006x.73.3.539

Warr, P. (2007). Searching for happiness at work. The Psychologist, 20 (12), 726–729.

Bakker, A. B., Oerlemans, W. (2011). Subjective wellbeing in organizations. The Oxford Handbook of Positive Organizational Scholarship, 49, 178–189. doi: http://doi.org/10.1093/oxfordhb/9780199734610.013.0014

Mäkikangas, A., Kinnunen, U., Feldt, T., Schaufeli, W. (2016). The longitudinal development of employee wellbeing: A systematic review. Work & Stress, 30 (1), 46–70. doi: http://doi.org/10.1080/02678373.2015.1126870

Kobayashi, K., Eweje, G., Tappin, D. (2018). Employee wellbeing and human sustainability: Perspectives of managers in large Japanese corporations. Business Strategy and the Environment, 27 (7), 801–810. doi: http://doi.org/10.1002/bse.2032

Coldwell, D. A. L., Williamson, M., Talbot, D. (2019). Organizational socialization and ethical fit: a conceptual development by serendipity. Personnel Review, 48 (2), 511–527. doi: http://doi.org/10.1108/pr-11-2017-0347

Luthans, F., Avolio, B. J., Avey, J. B., Norman, S. M. (2007). Positive psychological capital: measurement and relationship with performance and satisfaction. Personnel Psychology, 60 (3), 541–572. doi: http://doi.org/10.1111/j.1744-6570.2007.00083.x

Safitri, R. A., Risaldi, B. T., Oktaviani, M. (2019). Pengaruh komunikasi internal organisasi terhadap motivasi kerja pegawai biro humas kementerian perindustrian. Jurnal Riset Komunikasi, 2 (2), 157–170. doi: http://doi.org/10.24329/jurkom.v2i2.63

Peterson, S. J., Luthans, F., Avolio, B. J., Walumbwa, F. O., Zhang, Z. (2011). Psychological capital and employee performance: A latent growth modeling approach. Personnel Psychology, 64 (2), 427–450. doi: http://doi.org/10.1111/j.1744-6570.2011.01215.x

Avey, J. B., Reichard, R. J., Luthans, F., Mhatre, K. H. (2011). Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human Resource Development Quarterly, 22 (2), 127–152. doi: http://doi.org/10.1002/hrdq.20070

Newman, A., Ucbasaran, D., Zhu, F., Hirst, G. (2014). Psychological capital: A review and synthesis. Journal of Organizational Behavior, 35 (S1), S120–S138. doi: http://doi.org/10.1002/job.1916

Meichenbaum, D. (2017). Teaching thinking: A cognitive-behavioral perspective. The evolution of cognitive behavior therapy. Routledge, 69–88. doi: http://doi.org/10.4324/9781315748931-7

Grover, V., Chiang, R. H., Liang, T., Zhang, D. (2018). Creating strategic business value from big data analytics: A research framework. Journal of Management Information Systems, 35 (2), 388–423. doi: http://doi.org/10.1080/07421222.2018.1451951

Hobfoll, S. E., Halbesleben, J., Neveu, J., Westman, M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5 (1), 103–128. doi: http://doi.org/10.1146/annurev-orgpsych-032117-104640

Ibidunn, S., Osibanjo, A. O., Adeniji, A., Salau, O. P., Falola, H. O. (2015). Talent retention and organizational performance: A competitive positioning in the Nigerian banking sector. Periodica Polytechnica Social and Management Sciences, 24 (1), 1–13. doi: http://doi.org/10.3311/ppso.7958

Pittino, D., Visintin, F., Lenger, T., Sternad, D. (2016). Are high-performance work practices really necessary in family SMEs? An analysis of the impact on employee retention. Journal of Family Business Strategy, 7 (2), 75–89. doi: http://doi.org/10.1016/j.jfbs.2016.04.002

Murphy, K., Torres, E., Ingram, W., Hutchinson, J. (2018). A review of high-performance work practices (HPWPs) literature and recommendations for future research in the hospitality industry. International Journal of Contemporary Hospitality Management, 30 (1), 365–388. doi: http://doi.org/10.1108/ijchm-05-2016-0243

Zhang, Z., Jia, M. (2010). Using social exchange theory to predict the effects of high‐performance human resource practices on corporate entrepreneurship: Evidence from China. Human Resource Management, 49 (4), 743–765. doi: http://doi.org/10.1002/hrm.20378

Obeidat, S. M., Mitchell, R., Bray, M. (2016). The link between high-performance work practices and organizational performance: Empirically validating the conceptualization of HPWP according to the AMO model. Employee Relations, 38 (4), 578–595. doi: http://doi.org/10.1108/er-08-2015-0163

Garg, N. (2019). High-performance work practices and organizational performance-mediation analysis of explanatory theories. International Journal of Productivity and Performance Management, 68 (4), 797–816. doi: http://doi.org/10.1108/ijppm-03-2018-0092

Sparks, K., Faragher, B., Cooper, C. L. (2001). Wellbeing and occupational health in the 21st-century workplace. Journal of Occupational and Organizational Psychology, 74 (4), 489–509. doi: http://doi.org/10.1348/096317901167497

Guest, D. E. (2011). Human resource management and performance: Still searching for some answers. Human Resource Management Journal, 21 (1), 3–13. doi: http://doi.org/10.1111/j.1748-8583.2010.00164.x

Van De Voorde, K., Paauwe, J., Van Veldhoven, M. (2012). Employee wellbeing and the HRM–organizational performance relationship: A review of quantitative studies. International Journal of Management Reviews, 14 (4), 391–407. doi: http://doi.org/10.1111/j.1468-2370.2011.00322.x

Kooij, D. T., Jansen, P. G., Dikkers, J. S., De Lange, A. H. (2010). The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis. Journal of Organizational Behavior, 31 (8), 1111–1136. doi: http://doi.org/10.1002/job.666

Huang, L., Ahlstrom, D., Lee, A. Y., Chen, S., Hsieh, M. (2016). High-performance work systems, employee wellbeing, and job involvement: An empirical study. Personnel Review, 45 (2), 296–314. doi: http://doi.org/10.1108/pr-09-2014-0201

Uen, J., Chien, M. S., Yen, Y. (2009). The mediating effects of psychological contracts on the relationship between human resource systems and role behaviors: A multi-level analysis. Journal of Business and Psychology, 24 (2), 215–223. doi: http://doi.org/10.1007/s10869-009-9101-9

Karadas, G., Karatepe, O. M. (2018). Unraveling the black box: The linkage between high-performance work systems and employee outcomes. Employee Relations, 41 (1), 67–83. doi: http://doi.org/10.1108/er-04-2017-0084

Ahmad, M., Allen, M. (2015). High-performance HRM and establishment performance in Pakistan: An empirical analysis. Employee Relations, 37 (5), 506–524. doi: http://doi.org/10.1108/er-05-2014-0044

Nyklı́c̆ek, I., Vingerhoets, A. J. J., Van Heck, G. (2001). Hypertension and appraisal of physical and psychological stressors. Journal of Psychosomatic Research, 50 (5), 237–244. doi: http://doi.org/10.1016/s0022-3999(01)00194-5


👁 484
⬇ 423
Published
2022-05-31
How to Cite
Adekanmbi, F. P., & Ukpere, W. I. (2022). Sustaining organizational performance and employee wellbeing in the 4IR: the impact of leadership 4.0, PSYCAP, and high-performance HR practices. EUREKA: Social and Humanities, (3), 24-39. https://doi.org/10.21303/2504-5571.2022.002403
Section
Business, Management and Accounting