Gogsido Sheref, Getahun Demis, Alemu Zerihun
University of Gondar, Gondar City, 6200, Ethiopia.
Heliyon. 2024 Jun 17;10(12):e32942. doi: 10.1016/j.heliyon.2024.e32942. eCollection 2024 Jun 30.
Perceived HPWSs (PS-HPWSs) are increasingly indicated for understanding the relationship between organizational HPWSs and employee-level outcomes. However, the mediating effect of perceived HPWSs is inconsistent and unclear. Hence, relying on integrated HPWS strength and signal theories, we tested whether PS-HPWSs positively mediated the relationship between MR-HPWSs and engagement with data collected from multiple and multilevel sources of 102 department heads and 360 employees of three Ethiopian public higher education institutions from June 03/2023 to September 10/2023. We also tested the positive moderation impact of procedural justice between MR-HPWSs and PS-HPWSs and its conditional effect on engagement using the MLmed Beta macro SPSS package. Therefore, procedural justice moderates the mediation of PS-HPWSs between manager-rated HPWSs and employee engagement. Hence, this study will address the inconsistency of PS-HPWSs between manager-rated HPWSs through the moderation of procedural justice (one of nine features of HPWS strength); this in turn has an ample effect on engagement. Accordingly, further research should include one or more of the nine HPWS features as moderators of the mediating effect of PS-HPWSs.
感知到的高绩效工作系统（PS-HPWSs）越来越多地被用于理解组织高绩效工作系统与员工层面结果之间的关系。然而，感知到的高绩效工作系统的中介作用并不一致且不明确。因此，基于综合的高绩效工作系统强度和信号理论，我们利用2023年6月3日至2023年9月10日从埃塞俄比亚三所公立高等教育机构的102名部门负责人和360名员工的多个和多层次来源收集的数据，测试了PS-HPWSs是否正向中介了MR-HPWSs与敬业度之间的关系。我们还使用MLmed Beta宏SPSS软件包测试了程序公平在MR-HPWSs和PS-HPWSs之间的正向调节作用及其对敬业度的条件效应。因此，程序公平调节了PS-HPWSs在管理者评定的高绩效工作系统与员工敬业度之间的中介作用。因此，本研究将通过程序公平（高绩效工作系统强度的九个特征之一）的调节来解决管理者评定的高绩效工作系统之间PS-HPWSs的不一致性；这反过来又对敬业度有充分的影响。相应地，进一步的研究应将九个高绩效工作系统特征中的一个或多个作为PS-HPWSs中介作用的调节变量。
