High-Performance Work Systems and Work-Role Performance: A Multilevel Moderated Mediation Model

被引：3
|
作者：
Garcia-Chas, Romina [1 ]
Neira-Fontela, Edelmira [2 ,3 ,4 ]
Varela-Neira, Concepcion [5 ]
机构：
[1] Univ Santiago de Compostela, Management, Santiago De Compostela, Spain
[2] Univ Santiago de Compostela, Human Resource Management, Santiago De Compostela, Spain
[3] Univ Santiago de Compostela, Business Adm Dept, Santiago De Compostela, Spain
[4] European Acad Management & Business Econ, Madrid, Spain
[5] Univ Santiago de Compostela, Mkt, Santiago De Compostela, Spain
来源：
PERFORMANCE IMPROVEMENT QUARTERLY | 2019年 / 32卷 / 01期
关键词：
HUMAN-RESOURCE MANAGEMENT; JOB-PERFORMANCE; ORGANIZATIONAL PERFORMANCE; INTRINSIC MOTIVATION; CITIZENSHIP BEHAVIOR; PROACTIVE BEHAVIOR; EMPLOYEE EFFORT; SATISFACTION; CONSTRUCTS; COMMITMENT;
D O I：
10.1002/piq.21289
中图分类号：
F24 [劳动经济];
学科分类号：
020106 ; 020207 ; 1202 ; 120202 ;
摘要：
In recent years, researchers have begun examining the impact of high-performance work system (HPWS) on individual performance. In this field, despite the progress attained, there are still gaps. In this research we integrate two previously separate strands of literature by examining whether or not HPWS is related to the three dimensions of work-role performance identified by Griffin, Neal, and Parker (2007). We develop and test a multilevel model in which employee effort mediates the impact of HPWS on supervisory ratings of employee proficiency, adaptivity, and proactivity. In addition, we analyze whether an individual characteristic (i.e., organizational tenure) moderates the strength of the mediated relationships. Results, in a sample of engineers, show support for a moderated mediation model.
引用
收藏
页码：77 / 101
页数：25
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