High-performance work systems and key employee attitudes: the roles of psychological capital and an interactional justice climate

被引:78
作者
Miao, Rentao [1 ]
Bozionelos, Nikos [2 ]
Zhou, Wenxia [3 ]
Newman, Alexander [4 ]
机构
[1] Capital Univ Econ & Business, Dept Human Resource Management Talent Dev, Beijing, Peoples R China
[2] EM Lyon Business Sch, Ave Guy de Collongue, F-69134 Ecully, France
[3] Renmin Univ, Sch Lab & Human Resources, Beijing, Peoples R China
[4] Deakin Univ, Deakin Business Sch, Burwood, Australia
关键词
High performance work systems; employee well-being; psychological capital; interactional justice climate; conservation of resources; multi-level; HUMAN-RESOURCE MANAGEMENT; ORGANIZATIONAL CITIZENSHIP BEHAVIOR; PROCEDURAL JUSTICE; FIRM PERFORMANCE; PRACTICE IMPLEMENTATION; JOB INVOLVEMENT; SOCIAL-EXCHANGE; HRM; OUTCOMES; CONSERVATION;
D O I
10.1080/09585192.2019.1710722
中图分类号
C93 [管理学];
学科分类号
12 ; 1201 ; 1202 ; 120202 ;
摘要
While there is evidence that high performance work systems (HPWS) are related to positive employee attitudes, the underlying mechanism is not yet thoroughly understood. Similarly, though the benefits of employees' psychological capital (PsyCap) in the workplace are well documented, little is known about the extent to which PsyCap stems from the context in which people work. Adopting a multi-level approach and using the ability-motivation-opportunity (AMO) framework and the conservation of resources (COR) theory as theoretical backdrop, we develop and test a moderated mediation model to explain how organization-level HPWS relate to individual employee work attitudes (job satisfaction and affective organizational commitment) that reflect well-being through the mediating mechanism of employees' PsyCap. Analysis of multi-source data from 569 employees in 44 firms showed that HPWS were positively related to job satisfaction and affective commitment, and that these relationships were partially mediated by PsyCap. Furthermore, moderated path analysis revealed that an interactional justice climate strengthened the direct effect of HPWS on PsyCap and work attitudes as well as the indirect effects of HPWS on work attitudes. The theoretical and practical implications of these findings are discussed.
引用
收藏
页码:443 / 477
页数:35
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