Cross-level effects of high-performance work Systems (HPWS) and employee wellbeing: the mediating effect of organisational justice
Heffernan, MargaretORCID: 0000-0002-7299-867X and Dundon, TonyORCID: 0000-0003-1308-5333
(2016)
Cross-level effects of high-performance work Systems (HPWS) and employee wellbeing: the mediating effect of organisational justice.
Human Resource Management Journal (HRMJ), 26
(2).
pp. 211-231.
ISSN 0954-5395
In this cross-level study, we examine the mediating influence of employee perceptions of the
fairness of human resource practices associated with the HPWS model. Data was collected from
187 employees in three companies in Ireland. Using cross-level analyses, employee perceptions
of distributive, procedural and interactional justice were found to mediate the relationship
between HPWS and job satisfaction, affective commitment and work pressure. The findings
also point to a ‘management by stress’ HPWS relationship, suggesting diminished employee
well-being, less satisfaction and lower commitment. The research adds to our understanding of
the mechanisms through which HR practices influence employee outcomes and contributes to
debates that move beyond the polemic high versus low employee well-being debates of HRM.
The discussion reviews the theoretical and practical implications of these results.
Metadata
Item Type:
Article (Published)
Refereed:
Yes
Uncontrolled Keywords:
High-performance work systems; employee well-being; organisational justice; job satisfaction; affective commitment; work intensification