The effect of high performance work systems on passion for work

The purpose of this study is to examine the effect of High Performance Work Systems (HPWS) on Passion for Work (RTW). In this context, the research was conducted to measure the relationships between the sub-dimensions of HPWS, which are training, promotion, empowerment, performance evaluation, career management, job security, teamwork, reduced status differences, clear job descriptions, and the sub-dimensions of the concept of passion for work, which are vigour, concentration and dedication. In the method part of the study, questionnaire technique, one of the quantitative analysis data collection techniques, was used. The data were analysed with SPSS, and AMOS programmes. As a result of the study, it was observed that HPWS predicted employees' level of work passion at a significant level. It was determined that HPWS was a significant predictor of work passion, but training, internal promotion opportunities, career management and job security dimensions of HPWS did not have a significant effect on work passion. According to the standardised regression coefficient (β), the relative importance of the predictor variables on work passion is as follows: performance appraisal (β= 0,247), empowerment (β= 0,195), clear job descriptions (β= 0,178), teamwork (β= 0,160), training (β= -0,087), job security (β= 0,074), internal promotion opportunities (β= 0,009) and career management (β= 0,002). In the difference analyses, a statistical difference was found in HPWS perceptions according to hospital type, age group, title, marital status, working period and educational status. According to the variables of hospital type, age, title and marital status, the participants' degree of passion for work differs. In line with these findings, it is recommended that organisations should make arrangements for performance evaluation, empowerment, clear job descriptions and teamwork in order to increase the passion for work.