How do high-performance work system affect individual outcomes? A multilevel perspective

Zhang, J, Naseer Akhtar, M, Matthijs Bal, P, Zhang, Y and Talat, U 2018, 'How do high-performance work system affect individual outcomes? A multilevel perspective' , Frontiers in Psychology, 9 (586) .

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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 non-significant 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.

Item Type: Article
Schools: Schools > Salford Business School
Journal or Publication Title: Frontiers in Psychology
Publisher: Frontiers
ISSN: 1664-1078
Related URLs:
Funders: National Natural Science Foundation of China
Depositing User: U Talat
Date Deposited: 14 May 2018 15:03
Last Modified: 15 May 2018 01:31
URI: http://usir.salford.ac.uk/id/eprint/47002

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