HRM Strength: Bowen & Ostroff’s Model and Beyond

Transforming Ethiopian higher education institutions: Multilevel analysis of high-performance work systems, engagement, and justice

“…Third, as discussed in the literature above, there is a gap between MR-HPWSs and PS-HPWSs in terms of engagement in signal theory [ 60 , 61 ]. Therefore, a low level of employee engagement is related to the inconsistency between MR-HPWSs and PS-HPWSs [ 45 , 113 ] and can be moderated through the strength of HPWSs [ 46 , 48 , 74 ]. Similarly, according to HR attribution theory, external environment-oriented dual justice (procedural and distributive) has also been described by many scholars [ 187 ], but its inclusion in analogous HPWSs by both managers' and employees' experienced studies has not been clearly investigated.…”

“…This shows the need for more empirical work. This low level of employee engagement is related to the inconsistency of managerial-rated HPWSs and PS-HPWSs according to signal theory [ 45 , 113 ] and can be moderated through HPWS strength features [ 46 , 48 , 74 ]. How the idiosyncratic perception of HPWSs predicts PS-HPWSs at the employee level when HPWS strength is weak, which is due to ambiguous situations, is interpreted based on direct experience; in contrast, a strong situation reduces the dependence on the individual experiences that make perceptions of PS-HPWS climates more homogenous with one another [ 114 ].…”