The Differential Mechanisms of High-performance Work Systems on Employee Job Performance and Emotional Exhaustion

Abstract

Abstract:

Prior researches have suggested that high-performance work systems (HPWS) contribute to employee job performance and emotional exhaustion. For this conclusion, however, there is a lack of theoretical explanation. In order to address this issue, according to attribution theory and exchange relationship perspective, this research constructs the differential mechanisms linking HPWS to employee job performance and emotional exhaustion. We examine the hypotheses proposed with matched field data collected from 84 department supervisors and 382 employees. We test the distinctiveness of the study variables using structural equation model (SEM), and hierarchical linear model (HLM) and parametric bootstrap methods are applied to examine our hypotheses. Consistent with hypotheses, the results of HLM reveal that transformational leadership enhances the relationship between HPWS and social exchange, and thus promotes employee job performance and reduces employee emotional exhaustion. Transactional leadership augments the relationship between HPWS and economic exchange, and therefore increases employee emotional exhaustion.

Key words: high-performance work systems, job performance, emotional exhaustion, social exchange, economic exchange

Zhang Junwei, Xiao Xiaohong, Zhang Yajun, Zhou Fangfang. The Differential Mechanisms of High-performance Work Systems on Employee Job Performance and Emotional Exhaustion[J]. , 2019, 31(10): 178-190.

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