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Research on high‐performance work systems (HPWS) has drawn primarily from social exchange theory and human capital theory to unlock the underlying mechanisms in relation to employee performance. In addition to social exchange and human capital theory, a personal resources perspective can also be used to explain the effects of HPWS. In this cross‐level research, we examined the mediating roles of social exchange and thriving, and the moderating effect of proactive personality in the relationships between HPWS and task performance and organizational citizenship behavior (OCB) by analyzing a sample of 391 employees and 84 supervisors from 21 firms in China. Using multi‐level analyses, social exchange and thriving were found to mediate the effects of HPWS on employee task performance and OCB. Furthermore, proactive personality attenuated HPWS's direct effect on thriving and indirect effects on employee task performance and OCB through thriving. Finally, we discuss theoretical contributions, and practical implications of the study, as well as future research directions.

Research has examined firm-or unit-level high-performance work systems (HPWS) and impacts on firm, unit, or individual outcomes. Relatively few works have examined how team-level HPWS works together with individual-level factors to shape individual creativity. Grounded in social cognitive theory and the interactionist model of creativity, this study posits and tests the thesis that team-level HPWS and individual-level job characteristics jointly influence individual creativity via individual self-efficacy. We collected multisource and multi-level data from 321 employees of 75 teams and their direct managers in China. Results show that team-level HPWS interacts with individual-level person-job fit and goal difficulty to influence self-efficacy and, subsequently, creativity. Specifically, individual employee's person-job fit (P-J fit) and goal difficulty moderate the positive indirect relationship of team-level HPWS with creativity through employee self-efficacy, such that it is stronger when P-J fit is high or when goal difficulty is low. We extend research on HPWS and creativity by revealing P-J fit and goal difficulty as individual-level boundary conditions for the effect of team-level HPWS.

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