How is High-Performance Work Systems and High-Commitment Work System different from AMO hr practice?
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High-Performance Work Systems (HPWS) and High-Commitment Work Systems (HCWS) are distinct from the Ability-Motivation-Opportunity (AMO) HR practice framework. HPWS focuses on enhancing innovation and knowledge sharing in project-based organizations , while HCWS emphasizes fostering workplace friendships to improve employee well-being . On the other hand, the AMO model examines how HR practices related to ability, motivation, and opportunity influence employee performance and innovation . HPWS and HCWS primarily target organizational performance and employee well-being, respectively, while the AMO framework delves into the mechanisms through which HR practices impact employee innovation and creativity by enhancing their abilities, motivation, and opportunities within the organization.
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| Papers (5) | Insight |
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1 Citations | Not addressed in the paper. |
| Not addressed in the paper. | |
| High-Performance Work Systems (HPWS) focus on enhancing performance through HR practices, while High-Commitment Work Systems emphasize employee commitment. AMO model integrates ability, motivation, and opportunity for optimal performance. | |
10 Citations | High-Commitment Work Systems (HCWS) focus on workplace friendships and task interdependence, while the AMO HR practice emphasizes abilities, motivation, and opportunities for employees. |
40 Citations | High-Performance Work Systems (HPWS) focus on ability, motivation, and opportunity (AMO) practices, while High-Commitment Work Systems emphasize employee commitment. AMO enhances innovation through knowledge sharing in project-based organizations. |
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