While previous studies have found high‐commitment work practices (HCWPs) to have an intimate relationship with organizational performance, little is currently known about what affects the adoption of HCWPs and which factors change the relationship between HCWPs and organizational performance. This study focuses on employee‐centered philosophy as a predictor of HCWPs and on competitive market environments and market strategies as moderators in the relationship between HCWPs and organizational performance. Using a nationally representative and longitudinal dataset, this study demonstrates that HCWPs mediate the relationship between employee‐centered philosophy and labor productivity. The findings also support the hypotheses that HCWPs are more strongly related to organizational performance in organizations under a more competitive environment and with a more innovative market strategy. The results provide implications on how employee‐centered philosophy affects organizational performance and which organizations benefit more from adopting HCWPs.

中文翻译：

---

以员工为中心的理念，高度承诺的工作实践和绩效：调节市场环境和策略的作用

尽管先前的研究发现高承诺工作实践（HCWP）与组织绩效有着密切的关系，但目前尚不清楚什么会影响HCWP的采用以及哪些因素改变了HCWP与组织绩效之间的关系。这项研究侧重于以员工为中心的哲学作为HCWP的预测指标，并关注竞争性市场环境和市场策略作为HCWP与组织绩效之间关系的调节者。使用全国代表性的纵向数据集，该研究表明，HCWP可以调解以员工为中心的理念与劳动生产率之间的关系。这些发现还支持以下假设：在更具竞争性的环境和更具创新性的市场策略下，HCWP与组织中的组织绩效更紧密相关。结果表明，以员工为中心的理念如何影响组织绩效，以及哪些组织从采用HCWP中受益更大。