High‐performance work system and employee performance: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality

Abstract

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.

High Performance Work Practices and Employee’s Outcomes: Organization based Self-Esteem and Perceived Organizational Support as Mediator and Positive Psychological Capital as Moderator

“…Accordant with the COR theory POS is an esteem foundation that strengthen employee self-confidence for survival of professional working demands (Lazarus, 1991). Moreover, COR theory, clarifies that how HPWP contribute to the behavior and performance; and how individuals maintain, protect, devote and build their resources for the better utilization during the work (Zhang et al, 2018;Zhang et al, 2019). In the light of COR theory, we investigate the moderating role of PPC in the relationship of HPWP and OCB.…”

“…Therefore, according to this theory we investigate the relationship between independent variable 'HPWP' and dependent variable 'TP and IRP'. Moreover, from the view point of social exchange theory, when employees realize about the organizational and managerial interest towards them like; HPWP and organizational support to improve their skills, abilities, competencies, motivation, knowledge; as a result employees pay back by adopting good attitude towards their job and enhance their skills and spirit for the OCB (Ahmad, Ismail, Amin, & Ramzan, 2012;Aktar & Pangil, 2017;Claudia, 2018;Gong et al, 2010;Vu, 2018;Zhang et al, 2019). In the same way, according to Colquitt et al (2014), a longterm and socio-emotional exchange association is describes by commitment, responsibility, and reciprocal trust among employees and organizations.…”

“…HPWPs model provide an opportunity to the domestic institutions of developing countries to overcome the normative pressure and enhance their manpower capacity to the multinational organizational performance (Ahmad, Allen, Raziq, & ur Rehman, 2019). A process of social exchange substantiate that employees identify that HPWP gives them monetary assistances from their organizations that further they give in return by employ their-self in TP and OCB (Zhang et al, 2018;Zhang et al, 2019). In addition, in order to develop strong relationship between employer-employee, HPWP becomes more meaningful because performance of employees not only require just knowledge and skills but also require personal resources of employee that how to overcome the pressure or burden in the workplace (Buruck, Dörfel, Kugler, & Brom, 2016;Chiaburu, Chakrabarty, Wang, & Li, 2015).…”

The Influence of Leaders’ Positive and Implicit Followership Theory of University Scientific Research Teams on Individual Creativity: the Mediating Effect of Individual Self-Cognition and the Moderating Effect of Proactive Personality

“…Tang [38] demonstrated that an employee's proactive personality plays a moderating role between the LMX relationship and employee creativity through empirical studies, as well as between the LMX relationship and insider identity cognition. Through a multilevel analysis, Zhang [39] found that social exchange and social development play a mediating role between a high-performance work system (HPWS) and employee task performance, as well as HPWS and organizational citizenship behavior. Proactive personality was found to attenuate HPWS's direct effect on the ability to thrive and indirect effects on employee task performance and organizational citizenship behaviors (OCBs) through thriving.…”

Help Comes from Understanding: The Positive Effect of Communication Visibility on Employee Helping Behavior

“…Previous research has found that proactive personality is a personal factor that facilitates helping behavior [ 24 , 26 ]. Employees with a proactive personality are more likely to make positive inferences about their work environment [ 27 ]. Drawing on the existing literature, we expect that proactive personality moderates the relationship between trust in coworkers and helping behavior.…”