Does psychological empowerment mediate the HPWS-AFFECTIVE commitment relationship?

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR International Journal of Manpower Pub Date : 2024-09-02 DOI:10.1108/ijm-05-2023-0253
Inmaculada Beltrán-Martín, Juan Carlos Bou-Llusar, Beatriz García-Juan, Alejandro Salvador-Gomez
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Abstract

Purpose

The purpose of this paper is to bring new insights into the underexplored mediating role of psychological empowerment (PE) in the link between high-performance work systems (HPWS) and employees’ affective commitment. Furthermore, given the distinct behaviour that the different dimensions of PE have shown in previous studies, we have followed the call for more empirical research in this field by considering such specific dimensions. Thus, the present paper examines, from a multilevel perspective, the extent to which Spreitzer’s (1995) employee PE dimensions (meaning, competence, self-determination and impact) mediate the relationship between HPWS and employee affective commitment.

Design/methodology/approach

A multilevel approach, with matched data from HR managers and a sample of 504 core employees in 142 Spanish firms, is used to test the hypotheses through structural equation modelling methodology.

Findings

We corroborate that three of the dimensions of employee PE (meaning, self-determination and impact) mediate the relationship between HPWS and employee AC.

Originality/value

The study contributes to the existing literature by elucidating the importance of generating motivating feelings in employees as a way of promoting affective reactions in organisations. More specifically, it highlights the usefulness of examining and boosting different segments of the psychological empowerment construct when seeking committed employees.

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心理授权对 HPWS-AFFECTIVE 承诺关系是否有中介作用?
本文旨在就心理授权(PE)在高绩效工作系统(HPWS)与员工情感承诺之间所起的中介作用提出新的见解。此外,鉴于心理授权的不同维度在以往的研究中表现出截然不同的行为方式,我们响应了在这一领域开展更多实证研究的呼吁,考虑了这些特定的维度。因此,本文从多层次的角度出发,研究了 Spreitzer(1995 年)的员工 PE 维度(意义、能力、自我决定和影响)在多大程度上调解了 HPWS 与员工情感承诺之间的关系。设计/方法/途径本文采用多层次方法,通过结构方程建模方法,利用来自人力资源经理和 142 家西班牙公司 504 名核心员工的匹配数据,对假设进行了检验。研究结果我们证实,员工 PE 的三个维度(意义、自我决定和影响)对 HPWS 与员工 AC 之间的关系起着中介作用。更具体地说,该研究强调了在寻求尽职尽责的员工时,对心理授权结构的不同部分进行检查和促进的有用性。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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