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

Miao, Rentao, Bozionelos, Nikos, Zhou, Wenxia and Newman, Alexander 2020, High-performance work systems and key employee attitudes: the roles of psychological capital and an interactional justice climate, International Journal of Human Resource Management, pp. 1-35, doi: 10.1080/09585192.2019.1710722.

Attached Files
Name Description MIMEType Size Downloads

Title High-performance work systems and key employee attitudes: the roles of psychological capital and an interactional justice climate
Author(s) Miao, Rentao
Bozionelos, Nikos
Zhou, Wenxia
Newman, AlexanderORCID iD for Newman, Alexander orcid.org/0000-0003-1170-8947
Journal name International Journal of Human Resource Management
Start page 1
End page 35
Total pages 35
Publisher Taylor & Francis
Place of publication London, Eng.
Publication date 2020
ISSN 0958-5192
1466-4399
Keyword(s) High performance work systems
employee wellbeing
psychological capital
interactional justice climate
conservation of resources
multi-level
Social Sciences
Management
Business & Economics
employee well-being
HUMAN-RESOURCE MANAGEMENT
ORGANIZATIONAL CITIZENSHIP BEHAVIOR
PROCEDURAL JUSTICE
FIRM PERFORMANCE
PRACTICE IMPLEMENTATION
JOB INVOLVEMENT
SOCIAL-EXCHANGE
HRM
OUTCOMES
CONSERVATION
Summary © 2020, © 2020 Informa UK Limited, trading as Taylor & Francis Group. 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.
Notes In Press
Language eng
DOI 10.1080/09585192.2019.1710722
Indigenous content off
Field of Research 1503 Business and Management
1505 Marketing
HERDC Research category C1 Refereed article in a scholarly journal
Persistent URL http://hdl.handle.net/10536/DRO/DU:30134730

Document type: Journal Article
Collections: Faculty of Business and Law
PVC's Office - Business and Law
Connect to link resolver
 
Unless expressly stated otherwise, the copyright for items in DRO is owned by the author, with all rights reserved.

Versions
Version Filter Type
Citation counts: TR Web of Science Citation Count  Cited 0 times in TR Web of Science
Scopus Citation Count Cited 1 times in Scopus
Google Scholar Search Google Scholar
Access Statistics: 21 Abstract Views, 1 File Downloads  -  Detailed Statistics
Created: Thu, 20 Feb 2020, 14:07:23 EST

Every reasonable effort has been made to ensure that permission has been obtained for items included in DRO. If you believe that your rights have been infringed by this repository, please contact drosupport@deakin.edu.au.