Department of Work and Organisation Studies, Katholieke Universiteit Leuven (KU Leuven), 1000 Brussels, Belgium.
Department of Management and Organisation, Hanken School of Economics, 00100 Helsinki, Finland.
Int J Environ Res Public Health. 2022 May 4;19(9):5583. doi: 10.3390/ijerph19095583.
High performance work systems (HPWS) have typically been shown to positively influence employee attitudes and well-being. Research in the realm of HPWS has, in this respect, established a clear connection between these systems and employee engagement through organizational justice. In this study, we analyzed if being bullied affects this relationship. Using reasoning from Affective Events Theory (AET), we expected that the positive association between HPWS and engagement through perceptions of organizational justice is impaired by experiences of workplace bullying. Moreover, we expected a remaining direct effect between HPWS and engagement, also attenuated by bullying. Our results in a sample of service workers in Finland ( = 434) could not support the moderating role of bullying in the indirect effect. Workplace bullying did, however, impair the remaining direct relationship indicating it disrupts the positive effect of HPWS on engagement. In all, whereas HPWS were found to be beneficial for not bullied respondents, it was associated with decreased engagement for the bullied. Our findings further underscore the importance of preventing bullying in our workplaces, as it may significantly alter the outcomes of positively intended HR practices into an undesired result.
高绩效工作系统（HPWS）通常被证明对员工的态度和幸福感有积极影响。在 HPWS 领域的研究中，通过组织公平，已经在这些系统和员工敬业度之间建立了明确的联系。在这项研究中，我们分析了被欺凌是否会影响这种关系。基于情感事件理论（AET）的推理，我们预计，通过组织公平感感知到的 HPWS 与敬业度之间的积极关联会因工作场所欺凌而受到损害。此外，我们预计 HPWS 与敬业度之间仍存在直接关系，这种关系也会因欺凌而减弱。我们在芬兰的服务人员样本（n=434）中的结果不能支持欺凌在间接效应中的调节作用。然而，工作场所欺凌确实损害了剩余的直接关系，表明它破坏了 HPWS 对敬业度的积极影响。总的来说，虽然 HPWS 对没有受到欺凌的受访者有益，但它与受欺凌者的敬业度下降有关。我们的研究结果进一步强调了在工作场所预防欺凌的重要性，因为它可能会将积极意图的人力资源实践的结果显著改变为不理想的结果。
