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                                                              DOCTORAL THESIS                                                                                                                                         
                            
                            
                                     Human resource management and
                                                     organizational performance
                            
                                                                   Evidence from the retail banking sector
                            
                            
                            
                                                                                           Yakubu Seidu
                            
                            
                            
                            
                            
                            
                            
                            
                            
                            
                            
                            
                            
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          HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL 
          PERFORMANCE: EVIDENCE FROM THE RETAIL BANKING 
                             SECTOR 
         
         
         
                         Emmanuel Yakubu M. Seidu 
                          Doctor of Philosophy 
         
         
         
                           ASTON UNIVERSITY 
                            September 2011 
         
         
        This copy of the thesis has been supplied on condition that anyone who consults it is 
        understood to recognise that its copyright rests with its author and that no quotation 
        from the thesis and that no information derived from it may be published without proper 
        acknowledgment. 
                                 
          HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL 
          PERFORMANCE: EVIDENCE FROM THE RETAIL BANKING 
                             SECTOR 
         
                         Emmanuel Yakubu M. Seidu 
                          Doctor of Philosophy 
                            September 2011 
         
                             ABSTRACT 
        Underpinned by the resource-based view (RBV), social exchange theory (SET), and a theory 
        of  intrinsic  motivation  (empowerment),  I  proposed  and  tested  a  multi-level  model  that 
        simultaneously examines the intermediate linkages or mechanisms through which HPWS 
        impact  individual  and  organizational  performance.  First  and  underpinned  by  RBV,  I 
        examined at the unit level, collective human capital and competitive advantage as path-
        ways through which the use of HPWS influences – branch market performance.  Second 
        and-,  underpinned  by  social  exchange  (perceived  organizational  support)  and  intrinsic 
        motivation (psychological empowerment) theories, I examined cross and individual level 
        mechanisms through which experienced HPWS may influence employee performance. I 
        tested the propositions of this study with multisource data obtained from junior and senior 
        customer contact employees, and managers of 37 branches of two banks in Ghana. Results 
        of the Structural Equation Modeling (SEM) analysis revealed that (i) collective human capital 
        partially  mediated  the  relationship  between  management-rated  HPWS  and  competitive 
        advantage,  while  competitive  advantage  completely  mediated  the  influence  of  human 
        capital on branch market performance. Consequently, management-rated HPWS influenced 
        branch market performance indirectly through collective human capital and competitive 
        advantage. Additionally, results of hierarchical linear modeling (HLM) tests of the cross-level 
        influences on the motivational implications of HPWS revealed that (i) management-rated 
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       HPWS  influenced  experienced  HPWS;  (ii)  perceived  organizational  support  (POS)  and 
       psychological empowerment fully mediated the influence of experienced HPWS on service-
       oriented  organizational  citizenship  behaviour  (OCB),  and;  (iii)  service-oriented  OCB 
       mediated the influence of psychological empowerment and POS on service quality and task 
       performance. I discuss the theoretical and practical implications of these findings. 
        
       Key  words:  High  performance  work  systems,  collective  human  capital,  competitive 
       advantage, motivation, service OCB, service quality, task performance 
        
        
        
        
        
        
        
        
        
        
        
        
        
        
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