A meta-analysis on the effects of high-performance work practices in small and medium-sized enterprises: An exploration of organizational- and individual-level outcomes

This research aims to achieve two objectives: to confirm results about the effects of high-performance work practices (HPWPs) at the organizational level, and to explore the effects of HPWPs on individual employee performance in small and medium-sized enterprises (SMEs). We conducted a meta-analysis of 115 studies to investigate how high-performance work practices are positively related to organizational and individual outcomes in SMEs, identifying critical benefits HPWPs offer. At the organizational level, HPWPs are positively related to firm performance, growth, and innovation, while negatively related to turnover and absenteeism rates. At the individual level, HPWPs are positively related to employee engagement, motivation, creativity, entrepreneurial orientation, job satisfaction, and organizational commitment, while negatively related to turnover intention. We nuance the applicability of HPWPs to the SME context and we contribute to the literature by highlighting the role of HPWPs at the individual level. • HPWPs boost SME success, driving financial results, innovation, and growth. • HPWPs strongly enhance engagement, motivation, and employee innovation. • HPWPs reduce absenteeism and turnover, strengthening workforce stability. • HPWPs work best as integrated systems, not isolated practices. • Managers should adopt holistic HR; research should test practice combinations.