Drawing on both social identity theory (SIT) and social exchange theory (SET), the purpose of this paper is to theorize a moderated mediation model that links perceived high-performance work systems (employee-HPWS) to organizational identification (OID).
Findings are based on two-waved time-lagged data from a sample of 306 employees in four major state-owned commercial banks in South China. Hierarchical regression analyses and bootstrapping were used to analyze the data.
Distributive, procedural and interpersonal justice mediated the positive relationship between employee-HPWS and OID. Besides, perceived supervisor support moderated the relationship between employee-HPWS and organizational justice, the relationship between procedural justice and OID, and the indirect effect of employee-HPWS on OID through procedural justice.
This study considers the mediating and moderating mechanisms that link HPWS to OID, highlights differences between firm-level management-HPWS and individual-level employee-HPWS, and examines the antecedents of employee OID based on both SET and SIT.
This research was supported by the National Natural Science Foundation of China (Grant No. 71802063, 71502043), the 13th Five-Year Plan Project of Philosophy and Social Sciences of Guangdong Province (Grant No. GD17CGL03), and the Philosophy and Social Science 13th Five-Year Planning Project of Guangzhou, China (Grant No. 2017GZYB47).
Liu, F., Chow, I.H.-S. and Huang, M. (2020), "High-performance work systems and organizational identification: The mediating role of organizational justice and the moderating role of supervisor support", Personnel Review, Vol. 49 No. 4, pp. 939-955. https://doi.org/10.1108/PR-10-2018-0382
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