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, 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 Related Links Link Description Connect to published version Go to link with your DU access privileges     Unless expressly stated otherwise, the copyright for items in DRO is owned by the author, with all rights reserved. Versions Version Filter Type Fri, 07 Feb 2020, 12:32:05 EST Sat, 08 Feb 2020, 04:00:49 EST Mon, 10 Feb 2020, 07:09:56 EST Thu, 20 Feb 2020, 14:07:23 EST Fri, 21 Feb 2020, 05:03:56 EST Tue, 03 Mar 2020, 10:46:28 EST Tue, 03 Mar 2020, 10:48:36 EST Filtered Full Citation counts:   Cited 0 times in TR Web of Science Cited 1 times in Scopus Search Google Scholar Access Statistics: 21 Abstract Views, 1 File Downloads  -  Detailed Statistics Created: Thu, 20 Feb 2020, 14:07:23 EST

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