This study has reviewed previous investigations regarding the relationships among high performance work system and organizational performance; and it showed some negative and positive results by using various mediation methods to find the link between high performance work system (HPWS) and organizational performance. Past researchers also indicated that there has been a need to explore the contingent conditions like up-to-date technology, strategies, organizational culture, team building and Human Resource power to increase the worth of high-performance work system (HPWS). In the current race, the organizations want to achieve the competitive advantage from others. The hurdle among others organizations face in present time is workplace bullying. The aim of the current study was to explore whether the personnel who have been exposed to workplace bullying would have an effect on overall performance of organizations or not. This study introduced Workplace Bullying as a mediator between High Performance Work System (HPWS) and Organizational Performance. In this study, the variables included: High Performance Work System that was considered as independent variable, Organizational Performance as dependent variable, and Workplace Bullying as a mediator between them. Different sources were used for collecting the data. Also, the study provided the important insights for the future researchers and policy makers interested in this area.
