Drawing on both social identity theory (SIT) and social exchange theory (SET), the purpose of this paper is to theorize a moderated mediation model that links perceived high-performance work systems (employee-HPWS) to organizational identification (OID).,Findings are based on two-waved time-lagged data from a sample of 306 employees in four major state-owned commercial banks in South China. Hierarchical regression analyses and bootstrapping were used to analyze the data.,Distributive, procedural and interpersonal justice mediated the positive relationship between employee-HPWS and OID. Besides, perceived supervisor support moderated the relationship between employee-HPWS and organizational justice, the relationship between procedural justice and OID, and the indirect effect of employee-HPWS on OID through procedural justice.,This study considers the mediating and moderating mechanisms that link HPWS to OID, highlights differences between firm-level management-HPWS and individual-level employee-HPWS, and examines the antecedents of employee OID based on both SET and SIT.

中文翻译：

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高性能工作系统和组织识别

借助社会认同理论（SIT）和社会交换理论（SET），本文的目的是对调节的中介模型进行理论化，该模型将感知的高性能工作系统（employee-HPWS）与组织认同（OID）相关联，调查结果基于两波时间滞后数据，该数据来自华南四家主要国有商业银行306名员工的样本。运用层次回归分析和自举法对数据进行了分析。分配，程序和人际公正调节了员工-HPWS与OID之间的正相关关系。此外，上级主管的支持减轻了员工-HPWS与组织公正之间的关系，程序公正与OID之间的关系，以及员工-HPWS通过程序公正对OID的间接影响。