How do high-performance work systems affect individual outcomes: a multilevel perspective

Zhang, Junwei and Akhtar, Muhammad N. and Bal, Peter M. and Zhang, Yajun and Talat, Usman (2018) How do high-performance work systems affect individual outcomes: a multilevel perspective. Frontiers in Psychology . ISSN 1664-1078

Full content URL: https://doi.org/10.3389/fpsyg.2018.00586

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How do high-performance work systems affect individual outcomes: a multilevel perspective
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Abstract

Research on high-performance work systems (HPWS) has suggested that a potential disconnection may exist between
organizational-level HPWS and employee experienced HPWS. However, few studies have identified factors that are implied within such a relationship. Using a sample of 397 employees, 84 line managers, and 21 HR executives in China, we examined whether line managers’ goal congruence can reduce the difference between organizational-level HPWS and employee experienced HPWS. Furthermore, this study also theorized and tested organization-based self-esteem (OBSE) as a mediator in the associations between employee experienced HPWS and job performance and job satisfaction. Using multilevel analyses, we found that line managers’ goal congruence strengthened the relationship between organizational-level HPWS and employee experienced HPWS, such that the relationship was significant and positive when line managers’ goal congruence was high, but a nonsignificant relationship when line managers’ goal congruence was low. Moreover, employee experienced HPWS indirectly affected job performance and job satisfaction through the mechanism of OBSE beyond social exchange perspective.

Keywords:HPWS
Subjects:N Business and Administrative studies > N200 Management studies
Divisions:Lincoln International Business School
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ID Code:31562
Deposited On:09 Apr 2018 08:55

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