سید عباس موسوی

Objective: To measure the impact of high performance work systems and perceived organizational reputation on HR outcomes. Methodology: Research is applied in terms of its purpose and its method is descriptive-survey. The data collection tool is a questionnaire. The statistical population of all financial and credit institutions of the region is a city of Shiraz, which reaches 54. Based on the formula and Morgan, at the error level of 4%, 54 agencies were obtained as an example. Data were analyzed using SPSS and Smart Pls software. Findings: The impact of high performance work systems on job motivation and organizational commitment is not confirmed; the positive and significant impact of high performance work systems on perceived organizational reputation and on job satisfaction has been proven. Also, perceived organizational reputation has a positive and significant effect on all three aspects of HR outcomes. High performance work systems can affect the perceived organizational reputation of HR outcomes. Conclusion: With the effective application of high-performance working systems, the organization achieves a high reputation. Also, by creating a new system such as a high performance working system, employee satisfaction can be increased. An organization with a high reputation is committed, committed and motivated staff.