High-performance work systems (HPWS) and individual performance: The mediating role of commitment

2021 ◽  
pp. 1-15
Author(s):  
Paulo Fragoso ◽  
Maria José Chambel ◽  
Filipa Castanheira
Keyword(s):  
High Performance ◽  
Individual Performance ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Mediating Role

Exploring the Mediating Role of Employee Attitudes in the Relationship between High-Performance Work Systems and Turnover Intention among IT Professionals in India: A Serial Mediation Approach

2018 ◽  
pp. 097215091879535
Author(s):  
Badrinarayan Srirangam Ramaprasad ◽  
Sethumadhavan Lakshminarayanan ◽  
Yogesh P. Pai
Keyword(s):  
Turnover Intention ◽  
High Performance ◽  
Employee Attitudes ◽  
It Professionals ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Mediating Role ◽  
Serial Mediation ◽  
The Relationship

The primary purpose of this study was to seek an answer to the question of ‘how’ do high-performance work systems (HPWSs) relate to turnover intention (TI) among information technology (IT) professionals in the Indian IT sector. Against the backdrop of this purpose, we examined, by using multiple regression analysis and a serial mediation approach, the intervening effects that the constructs of work engagement (WE) and organizational commitment (OC) exercised, sequentially, on the relationship between HPWS and TI among 752 IT professionals spread across 17 Indian IT organizations. The findings of this study reveal that the relationship between HPWS and employees’ TI is entirely indirect; that is, WE and OC, in that order, fully and serially mediate the relationship between HPWS and employees’ TI. Further, the study offers a strong case for practitioners from the Indian IT sector to adopt a robust and a synergetic HPWS in order to elicit favourable employee attitudes and consequently mitigate the employees’ TI.

The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes: A Multilevel Perspective

2009 ◽  
Vol 35 (5) ◽  
pp. 1228-1247 ◽  
Author(s):  
Pei-Chuan Wu ◽  
Sankalp Chaturvedi
Keyword(s):  
Procedural Justice ◽  
High Performance ◽  
Affective Commitment ◽  
Power Distance ◽  
Employee Attitudes ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Mediating Role ◽  
The Relationship

This study examines the role of procedural justice and power distance in the relationship between high-performance work systems (HPWSs) and employee attitudes (affective commitment and job satisfaction). The study tests the mediating role of procedural justice on the relationships between HPWS and employee attitudes and the moderating role of power distance in this relationship. The results, based on a sample of 1,383 employees across 23 firms from three countries, indicate that HPWS is strongly related to employee attitudes. The results also indicate that procedural justice mediates the influence of HPWS on employee attitudes.

How exploitative leadership influences employee innovative behavior: the mediating role of relational attachment and moderating role of high-performance work systems

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zhining Wang ◽  
Chuanwei Sun ◽  
Shaohan Cai
Keyword(s):  
High Performance ◽  
Innovative Behavior ◽  
Negative Effects ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Mediating Role ◽  
The Relationship ◽  
Relational Attachment

PurposeThe purpose of this research is to examine the relationship between exploitative leadership and employee innovative behavior and explore the mediating role of relational attachment and the moderating role of high-performance work systems (HPWSs).Design/methodology/approachThis research collected data from 374 employees and their direct supervisors in 75 teams and tested a cross-level moderated mediation model using multilevel path analysis.FindingsThe results suggest that (1) exploitative leadership has a negative impact on employee innovative behavior; (2) relational attachment mediates the relationship between exploitative leadership and employee innovative behavior; (3) HPWS positively moderates the relationship between exploitative leadership and relational attachment and (4) HPWS moderates the mediating mechanism from exploitative leadership to employee innovative behavior.Practical implicationsThe empirical findings suggest that organizations should make efforts to prevent exploitative leadership. Moreover, managers should pay attention to the important role of relational attachment in promoting employee innovative behavior and realize the role of HPWSs in facilitating the negative effects of exploitative leadership.Originality/valueThis research identifies relational attachment as a key mediator that links exploitative leadership to innovative behavior and reveals the role of HPWSs in strengthening the negative effects of exploitative leadership on employee innovative behavior.

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