This study examines the relationships between high-performance work systems (HPWS) and organizational performance, highlighting both positive and negative findings in past research using various mediation methods. Previous studies have emphasized the importance of examining contingent factors—such as strategies, technology, team building, organizational culture, and human resource power—in enhancing the value of HPWS. In today’s competitive environment, organizations are seeking to gain a competitive advantage. However, one of the major obstacles facing organizations is workplace bullying. This study aims to investigate the potential impact of workplace bullying on organizational performance by examining whether employees who are exposed to bullying affect the overall organizational outcomes. Specifically, this study introduces workplace bullying as a mediator between organizational performance and HPWS. The variables analyzed include HPWS as the independent variable, organizational performance as the dependent variable, and workplace bullying as the mediator. Data were collected from various sources to provide insights for future researchers and policymakers interested in this area.
