Abstract:
The purpose of this study was examining the impact of two categories of HPWPs;
challenge demand HPWPs (Performance evaluation and continuing education) and job resource
HPWPs (Flexible working hours and participation in decision-making) on employee personal
consequences (work fatigue, psychological withdrawal, neglect and aggression) through job stress as a mediator. Data were collected using survey questionnaires distributed to the sample of
500 construction industry respondents in Pakistan encompassing companies of Islamabad,
Karachi, and Quetta. Hypotheses were tested by following the recommendations of Preacher and
Hays (2012) i.e. PROCESS Macro. The study found that challenge demands HPWPs are
positively related to the negative personal consequences whereas, job resource HPWPs are
negatively related to negative personal consequences stress is positively related to personal
consequences and mediates the relationship between HPWP and employee personal
consequences. The research entailed few limitations in the form of being a cross sectional study
and the focus being on one industry of Pakistan, while having significant practical implications
and contributions to the literature. The present study highlights that considering the specific
affects of different categories of HPWPs on personal level outcomes is important while adopting
them to increase the performance of organizations.
