HIGH-PERFORMANCE WORK SYSTEMS AND EMPLOYEE PRODUCTIVITY IN PUBLIC SECTOR ENERGY ORGANISATIONS: THE ROLE OF EMPLOYEE ENGAGEMENT AND ORGANISATIONAL SUPPORT

Abstract

This study examines how High-Performance Work Systems (HPWS) influence employee productivity in public sector energy organisations, while also investigating the mediating role of employee engagement and the moderating effect of organisational support. Drawing on the Ability–Motivation–Opportunity (AMO) framework, the Job Demands–Resources (JD-R) model, and Social Exchange Theory (SET), the research develops and tests a comprehensive model that links human resource practices with employee attitudes and performance outcomes. A quantitative and explanatory approach was adopted through a cross-sectional research design. Data were collected from employees working in leading public sector energy organisations, including NTPC Limited and Singareni Collieries Company Limited. Using stratified sampling, responses were obtained from around 500 employees representing both executive and non-executive categories. The collected data were analysed with SPSS and AMOS using Structural Equation Modelling (SEM). The findings indicate that HPWS has a significant positive effect on employee productivity. The results further show that employee engagement partially explains this relationship, suggesting that engagement functions as an important psychological pathway through which HR practices enhance performance. In addition, organisational support was found to significantly strengthen the relationship between employee engagement and productivity, meaning that the beneficial effect of engagement on productivity becomes more pronounced when employees perceive a supportive work environment. The model demonstrated satisfactory fit indices, confirming the suitability of the proposed framework. Overall, this study enriches the strategic human resource management literature by applying an integrated mediation–moderation framework to public sector energy organisations, an area that has not been widely explored. The study also offers meaningful practical implications by stressing the importance of engagement-focused HR practices and a supportive organisational climate in improving employee productivity. These insights are valuable for policymakers and managers aiming to strengthen organisational effectiveness in public sector institutions.