High-performance work system and intention to leave: a mediation model

To address recent calls in the literature for additional work on the role of high-performance work systems (HPWS) in determining individual outcomes, this study examines the relationship between employees' perceptions of HPWS and intention to leave, as well as the possible mediating role of job satisfaction, procedural justice and intrinsic motivation in this relationship. The model is tested with EQS 6.1, on a sample of 155 engineers from 19 different companies and industries. Results indicate that HPWS is associated positively with job satisfaction, procedural justice and intrinsic motivation. Results also show that only job satisfaction mediates the relationship between HPWS and engineers' intention to leave, whereas procedural justice and intrinsic motivation mediate the relationship between HPWS and job satisfaction.

[1]  Corine Boon,et al.  The relationship between perceptions of HR practices and employee outcomes: examining the role of person–organisation and person–job fit , 2011 .

[2]  J. Greenberg,et al.  Organizational Justice: Yesterday, Today, and Tomorrow , 1990 .

[3]  Tzu-Shian Han,et al.  High-performance HR practices and OCB: a cross-level investigation of a causal path , 2010 .

[4]  E. Soane,et al.  The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model , 2013 .

[5]  Christopher P. Niemiec,et al.  On the relations among work value orientations, psychological need satisfaction and job outcomes: A self-determination theory approach. , 2007 .

[6]  Terence R. Mitchell,et al.  The Unfolding Model of Voluntary Turnover: A Replication and Extension , 1999 .

[7]  Priyanko Guchait,et al.  The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment , 2010 .

[8]  P. Hom,et al.  A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium , 2000 .

[9]  Sankalp Chaturvedi,et al.  The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes: A Multilevel Perspective , 2009 .

[10]  James C. Anderson,et al.  STRUCTURAL EQUATION MODELING IN PRACTICE: A REVIEW AND RECOMMENDED TWO-STEP APPROACH , 1988 .

[11]  Fred Niederman,et al.  Testing and extending the unfolding model of voluntary turnover to it professionals , 2007 .

[12]  Jerald Greenberg,et al.  Why do workers bite the hands that feed them? Employee theft as a social exchange process. , 1996 .

[13]  Wing Lam,et al.  Perceived human resource management practices and intention to leave of employees: the mediating role of organizational citizenship behaviour in a Sino-Japanese joint venture , 2009 .

[14]  Angelo J. Kinicki,et al.  Toward a Greater Understanding of How Dissatisfaction Drives Employee Turnover , 2001 .

[15]  Scott B. MacKenzie,et al.  Common method biases in behavioral research: a critical review of the literature and recommended remedies. , 2003, The Journal of applied psychology.

[16]  M. Bauer.  Exchange And Power In Social Life , 2016 .

[17]  Richard A. Guzzo,et al.  Human resource practices as communications and the psychological contract , 1994 .

[18]  Cheri Ostroff,et al.  Moving HR to a higher level: HR practices and organizational effectiveness. , 2000 .

[19]  P. Wright,et al.  Variability Within Organizations: Implications for Strategic Human Resource Management , 2007 .

[20]  E. Deci,et al.  Self-determination in a work organization. , 1989 .

[21]  W. Mobley,et al.  Review and Conceptual Analysis of the Employee Turnover Process , 1979 .

[22]  K. Macky,et al.  High-involvement work processes, work intensification and employee well-being , 2008, Asia Pacific Journal of Human Resources.

[23]  Jone L. Pearce,et al.  The employment relationship: Examining psychological and contextual perspectives. , 2004 .

[24]  Pankaj C. Patel,et al.  High-Performance Work Systems and Job Control , 2013 .

[25]  Deborah E. Rupp,et al.  Three roads to organizational justice , 2001 .

[26]  Richard M. Steers,et al.  Organizational, work, and personal factors in employee turnover and absenteeism. , 1973 .

[27]  Robert P. Steel,et al.  Turnover theory at the empirical interface: Problems of fit and function. , 2002 .

[28]  Nihat Kaya,et al.  An exploratory analysis of the influence of human resource management activities and organizational climate on job satisfaction in Turkish banks , 2010 .

[29]  Gerald E. Fryxell,et al.  The Fortune Corporate 'Reputation' Index: Reputation for What? , 1994 .

[30]  Soon Ang,et al.  Turnover of Information Technology Professionals: A Narrative Review, Meta-Analytic Structural Equation Modeling, and Model Development , 2007, MIS Q..

[31]  Bill Harley,et al.  Employee responses to ‘high performance work system’ practices: an empirical test of the disciplined worker thesis , 2010 .

[32]  A. Gouldner.  THE NORM OF RECIPROCITY: A PRELIMINARY STATEMENT * , 1960 .

[33]  Paul E. Spector,et al.  The Role of Justice in Organizations: A Meta-Analysis , 2001 .

[34]  Mark A. Huselid.  The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance , 1995 .

[35]  Julian Barling,et al.  Perceptions of the presence and effectiveness of high involvement work systems and their relationship to employee attitudes , 2011 .

[36]  Kinsley R. Smith.  The Dissatisfied Worker , 1931, The Psychological Clinic.

[37]  Gloria Harrell-Cook,et al.  Manufacturing Advantage: Why High-Performance Work Systems Pay Off , 2001 .

[38]  Magid Igbaria,et al.  An examination of the antecedents of turnover propensity of engineers: An integrated model , 1992 .

[39]  B. Kuvaas,et al.  Does best practice HRM only work for intrinsically motivated employees? , 2010 .

[40]  Paul Jansen,et al.  The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis , 2010 .

[41]  P. Cappelli.  Demanding Work - The Paradox of Job Quality in the Affluent Economy - Francis Green , 2006 .

[42]  B. Kuvaas,et al.  Exploring the relative and combined influence of mastery‐approach goals and work intrinsic motivation on employee turnover intention , 2010 .

[43]  R. Vallerand,et al.  On the Assessment of Situational Intrinsic and Extrinsic Motivation: The Situational Motivation Scale (SIMS) , 2000 .

[44]  E. Deci,et al.  Self-regulation and the problem of human autonomy: does psychology need choice, self-determination, and will? , 2006, Journal of personality.

[45]  J. Colquitt.  On the dimensionality of organizational justice: a construct validation of a measure. , 2001, The Journal of applied psychology.

[46]  Fanny Caranikas-Walker,et al.  A meta-analytical structural equations analysis of a model of employee turnover. , 1992 .

[47]  Justyna Patalas-Maliszewska.  Managing Knowledge Workers , 2013 .

[48]  Randall S. Schuler,et al.  Organizational Characteristics as Predictors of Personnel Practices. , 1989 .

[49]  Paul E. Spector.  Method Variance in Organizational Research , 2006 .

[50]  G. Leventhal.  What Should Be Done with Equity Theory? New Approaches to the Study of Fairness in Social Relationships. , 1976 .

[51]  Wim van Breukelen,et al.  Voluntary employee turnover: combining variables from the ‘traditional’ turnover literature with the theory of planned behavior , 2004 .

[52]  Rebecca R. Kehoe,et al.  The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors , 2013 .

[53]  Sung Min Park,et al.  Work motivation and social communication among public managers , 2012 .

[54]  Robert P. Vecchio,et al.  Mobley, W. H., Griffeth, R. W., Hand, H. H., & Meglino, B. W. 1979. Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86: 493-522. , 1985 .

[55]  J. Turner.  Human Emotions: A Sociological Theory , 2007 .

[56]  Kyle Lewis,et al.  Integrating Justice and Social Exchange: The Differing Effects of Fair Procedures and Treatment on Work Relationships , 2000 .

[57]  Robert J. Vallerand,et al.  A Motivational Model of Work Turnover , 2002 .

[58]  D. Guest.  Human resource management and performance: a review and research agenda , 1997 .

[59]  C. Trevor,et al.  Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of vo , 2001 .

[60]  Nathan Bennett,et al.  The Role of Justice Judgments in Explaining the Relationship between Job Satisfaction and Organizational Commitment , 1996 .

[61]  D. A. Kenny,et al.  The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. , 1986, Journal of personality and social psychology.

[62]  Delaney J. Kirk,et al.  Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover , 1992 .

[63]  David A Spencer,et al.  Changes in HRM and job satisfaction, 1998–2004: evidence from the Workplace Employment Relations Survey , 2008 .

[64]  T. Tyler,et al.  The Social Psychology of Procedural Justice , 1988 .

[65]  Dora Scholarios,et al.  Employees and High-PerformanceWork Systems:Testinginside the Black Box , 2000 .

[66]  K. Law,et al.  High-Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relational Perspective , 2007 .

[67]  Neil Anderson,et al.  The Power of Momentum: A New Model of Dynamic Relationships between Job Satisfaction Change and Turnover Intentions , 2011 .

[68]  Ingo Weller,et al.  Understanding voluntary turnover: Path-specific job satisfaction effects and the importance of unsolicited job offers. , 2008 .

[69]  J. Brockner,et al.  When Trust Matters: The Moderating Effect of Outcome Favorability , 1997 .

[70]  P. Hom.  Employee Turnover , 1994 .

[71]  David P. Lepak,et al.  THROUGH THE LOOKING GLASS OF A SOCIAL SYSTEM: CROSS‐LEVEL EFFECTS OF HIGH‐PERFORMANCE WORK SYSTEMS ON EMPLOYEES’ ATTITUDES , 2009 .

[72]  Meghna Virick,et al.  Working without a net: Time, performance, and turnover under maximally contingent rewards , 1996 .

[73]  B. Gerhart,et al.  The Impact of Human Resource Management on Organizational Performance: Progress and Prospects , 1996 .

[74]  David P. Lepak,et al.  Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. , 2009, The Journal of applied psychology.

[75]  E. A. Locke.  The nature and causes of job satisfaction , 1976 .

[76]  Adrian John Wilkinson,et al.  Direct Participation and Involvement , 2005 .

[77]  Donald E. Conlon,et al.  Justice at the millennium: a meta-analytic review of 25 years of organizational justice research. , 2001, The Journal of applied psychology.

[78]  John L. Cotton,et al.  Employee Turnover: A Meta-Analysis and Review with Implications for Research , 1986 .

[79]  Nathan P. Podsakoff,et al.  Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis. , 2007, The Journal of applied psychology.

[80]  Neil Conway,et al.  Commonalities and conflicts between different perspectives of the employment relationship: towards a unified perspective , 2004 .

[81]  M. Konovsky,et al.  Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. , 1991, The Journal of applied psychology.

[82]  G. Wright,et al.  Satisfaction and dimensions of control among call centre customer service representatives , 2005 .

[83]  Gil Preuss,et al.  Manufacturing Advantage: Why High-Performance Work Systems Pay Off , 2001 .

[84]  Knowlton W. Johnson.  Structural Equation Modeling in Practice: Testing a Theory for Research Use , 1998 .

[85]  S. Gilliland.  The Perceived Fairness of Selection Systems: An Organizational Justice Perspective , 1993 .

[86]  Peter Boxall,et al.  High‐performance work systems: what, why, how and for whom? , 2012 .

[87]  Christopher D. Zatzick,et al.  Putting employee involvement in context: a cross-level model examining job satisfaction and absenteeism in high-involvement work systems , 2011 .

[88]  Denise M. Rousseau,et al.  Human resource practices: Administrative contract makers , 1994 .

[89]  Lane Kenworthy,et al.  Product Review: Demanding Work: The Paradox of Job Quality in the Affluent Economy , 2007 .

[90]  J. Boudreau,et al.  The relationship between employee job change and job satisfaction: the honeymoon-hangover effect. , 2005, The Journal of applied psychology.

[91]  David Guest,et al.  The Psychology of the Employment Relationship: An Analysis Based on the Psychological Contract , 2004 .

[92]  S. Jackson,et al.  Correlates of Burnout Among Public Service Lawyers , 1987 .

[93]  Lisa M. Finkelstein,et al.  What do the young (old) people think of me? Content and accuracy of age-based metastereotypes , 2013 .

[94]  Chay Hoon Lee,et al.  Creating value for employees: investment in employee development , 2003 .

[95]  E. Deci,et al.  On the Importance of Self-Determination for Intrinsically-Motivated Behavior , 1978 .

[96]  Paul E. Spector.  Using self‐report questionnaires in OB research: A comment on the use of a controversial method , 1994 .

[97]  Guy Paré,et al.  The Influence of High-Involvement Human Resources Practices, Procedural Justice, Organizational Commitment, and Citizenship Behaviors on Information Technology Professionals' Turnover Intentions , 2007 .

[98]  Jo Ellen Moore,et al.  One Road to Turnover: An Examination of Work Exhaustion in Technology Professionals , 2000, MIS Q..

[99]  Riki Takeuchi,et al.  An Empirical Examination of the Mechanisms Mediating between High-Performance Work Systems and the Performance of Japanese Organizations , 2006, The Journal of applied psychology.

[100]  E. Kelloway,et al.  High-quality work, job satisfaction, and occupational injuries. , 2003, The Journal of applied psychology.

[101]  R. Vallerand,et al.  From Environmental Factors to Outcomes: A Test of an Integrated Motivational Sequence , 2004 .

[102]  K Wall,et al.  Engineering: issues, challenges and opportunities for development , 2010 .

[103]  E. Deci,et al.  Self‐determination theory and work motivation , 2005 .

[104]  Paul Osterman,et al.  Choice of Employment Systems in Internal Labor Markets , 1987 .

[105]  Thomas Turner,et al.  Causes and consequences of psychological contracts among knowledge workers in the high technology and financial services industries , 2001 .

[106]  James O. Mitchel.  The Effect of Intentions, Tenure, Personal, and Organizational Variables on Managerial Turnover , 1981 .

[107]  Edward L. Deci,et al.  Intrinsic Motivation and Self-Determination , 2004 .

[108]  A. Kristof-brown,et al.  CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META-ANALYSIS OF PERSON-JOB, PERSON-ORGANIZATION, PERSON-GROUP, AND PERSON-SUPERVISOR FIT , 2005 .

[109]  Jeffrey B. Arthur,et al.  Effects of human resource systems on manufacturing performance and turnover , 1994 .

[110]  David P. Lepak,et al.  A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research , 2006 .

[111]  J. Hair.  Multivariate data analysis , 1972 .

[112]  Nestor K. Ovalle,et al.  A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover. , 1984 .

[113]  D. Bowen,et al.  Understanding HRM–Firm Performance Linkages: The Role of the “Strength” of the HRM System , 2004 .

[114]  John P. Hausknecht,et al.  Targeted employee retention: Performance-based and job-related differences in reported reasons for staying , 2009 .

[115]  M. Konovsky,et al.  Citizenship behavior and social exchange. , 1994, Academy of Management journal. Academy of Management.

[116]  P. M. Valcour,et al.  Human Resources Practices as Predictors of Work‐Family Outcomes and Employee Turnover , 2003 .

[117]  G. Staines,et al.  The 1977 quality of employment survey : descriptive statistics, with comparison data from the 1969-70 and the 1972-73 surveys , 1981 .

[118]  Robert Folger,et al.  Fairness theory: Justice as accountability. , 2001 .

[119]  E. Thill,et al.  Autonomy or control in the sport context. Validity of cognitive evaluation theory. , 1990 .

[120]  John W. Lounsbury,et al.  Turnover process models: Review and synthesis of a conceptual literature , 2009 .

[121]  Jacqueline A-M. Coyle-Shapiro,et al.  Exploring Organizationally Directed Citizenship Behaviour: Reciprocity or 'It's my Job'? , 2004 .

[122]  R. Liden,et al.  Perceived Organizational Support And Leader-Member Exchange: A Social Exchange Perspective , 1997 .

[123]  K. M. Bartol,et al.  Influence of performance evaluation rating segmentation on motivation and fairness perceptions. , 2001, The Journal of applied psychology.

[124]  E. Deci,et al.  The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior , 2000 .

[125]  Fethi Calisir,et al.  Factors affecting intention to quit among IT professionals in Turkey , 2011 .

[126]  Bård Kuvaas,et al.  An Exploration of How the Employee-organization Relationship Affects the Linkage between Perception of Developmental Human Resource Practices and Employee Outcomes , 2007 .