Papakyriakou Spyropoulou Georgia

• P. KLOUTSINIOTIS
• N. MYLONAS
• A. KATOU

Over the past three decades there has been a great deal of debate regarding the appropriate Human Resource Management (HRM) practices that should be used in an organization in order to lead to positive employee attitudes and behaviors, and to higher corporate performance. The most common term characterizing such a relationship is known as High Performance Work Systems (HPWS). Initially, the majority of studies examining the preceding relationships focused mainly on the manufacturing sector. However, during the past 10 years there has been a major shift towards the service sector. Nevertheless, and despite the progress, other sectors are still neglected. Indeed, to the best of our knowledge there is a poverty of studies investigating the HRM effects in the hospitality sector, despite the fact that HRM has been described as the most strategic or distinctive type of resource available to firms competing in hospitality and tourism industries that could play a predominant role in the creation of sustainable competitive advantage. Hence, the present research proposal aims to examine the mechanisms through which these systems of HRM practices influence employees’ health-related outcomes and service quality in the Greek hospitality sector. In doing so, this research will follow a multi-level research design by focusing on 4-star and 5-star Greek hotel organisations, and resorts, and by collecting responses based on different sources (managers, employees, and customers). Overall, the present research proposal aims to achieve a major breakthrough in the broader field by attenuating some of the most significant limitations across the HRM literature, such as the issue of Common Method Variance (CMV), and the issue of the “single-respondent” research design. In conclusion, the present research intends to provide hotel managers and practitioners with valuable insights regarding the appropriate management of their human resources, and to shed additional light on the actual processes through which systems of HRM practices influence organizational performance.