Haider Sajid, De-Pablos-Heredero Carmen, De-Pablos-Heredero Monica
Department of Management Sciences, COMSATS University Islamabad, Vehari Campus, Islamabad, Pakistan.
ESIC Business & Marketing School and Universidad Rey Juan Carlos, Madrid, Spain.
Front Psychol. 2020 May 15;11:792. doi: 10.3389/fpsyg.2020.00792. eCollection 2020.
Existing literature lacks studies that examine the indirect effect of high-performance work systems (HPWSs) on employee job satisfaction through employee-employee relations. Moreover, less is known about the boundary conditions of this indirect effect. This study sought to longitudinally examine the mediating role of a specific form of employee-employee relations-relational coordination-in the relationship between HPWS and job satisfaction. Data were collected in three waves from the employees of commercial banks ( = 322). Partial least squares structural equation modeling was used for data analysis. Results from multiple linear autoregressive longitudinal analysis indicate that HPWSs predict relational coordination, which in turn partially mediates the HPWS-job satisfaction relationship. Perceptions of peer justice climate provide boundary conditions for the aforementioned mediating effect. This study contributes to existing literature by explaining moderated-mediation mechanisms through which HPWSs predict employee job satisfaction. Managers can strengthen the effect of HPWS on employee-employee relations and subsequent effect on employee job satisfaction by promoting peer justice climate in organizations.
现有文献缺乏通过员工与员工之间的关系来考察高绩效工作系统（HPWSs）对员工工作满意度的间接影响的研究。此外，对于这种间接影响的边界条件了解较少。本研究旨在纵向考察一种特定形式的员工与员工之间的关系——关系协调——在HPWS与工作满意度之间关系中的中介作用。数据分三轮从商业银行员工（n = 322）中收集。采用偏最小二乘结构方程模型进行数据分析。多元线性自回归纵向分析结果表明，HPWSs能够预测关系协调，而关系协调又部分中介了HPWS与工作满意度之间的关系。对同伴公平氛围的感知为上述中介效应提供了边界条件。本研究通过解释HPWSs预测员工工作满意度的调节中介机制，为现有文献做出了贡献。管理者可以通过在组织中促进同伴公平氛围，来加强HPWS对员工与员工之间关系的影响以及对员工工作满意度的后续影响。
