Pahos Nikolaos, Galanaki Eleanna
Section of Economics, Technology and Innovation, Department of Values, Technology and Innovation, TU Delft, Delft, Netherlands.
Department of Marketing and Communication, School of Business, Athens University of Economics and Business, Athens, Greece.
Front Psychol. 2022 Mar 14;13:825397. doi: 10.3389/fpsyg.2022.825397. eCollection 2022.
Even though effects of High Performance Work Systems (HPWS) on employee performance have been widely investigated, there is no consensus on how this link is achieved. Drawing on Social Exchange Theory (SET), this paper attempts to shed more light in this relationship by investigating the mediating role of affective, normative, and continuance commitment in the relationship between HPWS and employee performance. Moreover, the potential moderating role of employee tenure on the HPWS-organizational commitment link is examined. Using data from 342 subordinates and 115 supervisors from 111 service organizations in Greece, our multilevel analysis shows that affective commitment fully mediates the relationship between HPWS and employee performance. In addition, employee tenure positively moderates the relationships between HPWS and affective and normative commitment. The paper discusses theoretical implications and provides recommendations for practitioners.
尽管高性能工作系统（HPWS）对员工绩效的影响已得到广泛研究，但对于如何实现这种联系尚无共识。本文借鉴社会交换理论（SET），试图通过研究情感承诺、规范承诺和持续承诺在HPWS与员工绩效关系中的中介作用，来进一步阐明这种关系。此外，还考察了员工任期对HPWS与组织承诺关系的潜在调节作用。利用来自希腊111个服务组织的342名下属和115名主管的数据，我们的多层次分析表明，情感承诺完全中介了HPWS与员工绩效之间的关系。此外，员工任期正向调节了HPWS与情感承诺和规范承诺之间的关系。本文讨论了理论意义，并为从业者提供了建议。
