Even while attempting to explain the same outcomes, research on leadership and on human resource management (HRM) have largely progressed on parallel trajectories. We extend recent efforts to bring these fields closer together by testing how employee perceptions of a high‐performance work system (HPWS) and transformational leadership (TL), independently and jointly, influence four important employee attitudes. Analyses of 308 subordinates of 76 managers in five multinational companies suggest that a HPWS substitutes for much of the independent influence of TL and constitutes an important boundary condition for some of this influence. Implications for future research on HRM and leadership are discussed.

中文翻译：

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重新审视变革型领导与员工态度之间的关系-高性能工作系统是否可以替代和/或增强这些关系？

即使试图解释相同的结果，有关领导力和人力资源管理（HRM）的研究也在平行的轨道上取得了很大进展。我们通过测试员工对高性能工作系统（HPWS）和变革型领导（TL）的看法如何独立和共同影响四个重要的员工态度，来扩展最近的工作，以使这些领域更加紧密。对五家跨国公司中76名管理人员的308名下属的分析表明，HPWS可以替代TL的许多独立影响力，并构成其中某些影响力的重要边界条件。讨论了对人力资源管理和领导力未来研究的意义。