Prior research has suggested that the relationship between high-performance work systems (HPWS) and employee well-being has been inconclusive, and particularly less is known about the underlying mechanisms and the boundary conditions between them. Integrating signalling theory with uncertainty reduction theory, we propose a cross-level model linking department-level HPWS to employee job burnout. Specifically, we propose the mediating role of organisation-based self-esteem (OBSE) in the effect of department HPWS on employee job burnout, as well as the moderating role of departmental formalisation. Using a sample of 366 employees and 60 managers from 60 departments, we found that department-level HPWS was associated with reduced employee job burnout both directly and indirectly through OBSE. In addition, the mitigating influence of department-level HPWS on employee job burnout was significant only when departmental formalisation was high. The findings of this study contribute to resolving the inconclusive relationship between HPWS and employee well-being.

中文翻译：

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将高绩效工作系统与员工福利联系起来：基于组织的自尊和部门正规化的角色的多层次检验

先前的研究表明，高性能工作系统 (HPWS) 与员工幸福感之间的关系尚无定论，尤其是对它们之间的潜在机制和边界条件知之甚少。将信号理论与不确定性降低理论相结合，我们提出了一个将部门级HPWS与员工工作倦怠联系起来的跨级模型。具体来说，我们提出了基于组织的自尊（OBSE）在部门HPWS对员工工作倦怠的影响中的中介作用，以及部门正规化的调节作用。使用来自 60 个部门的 366 名员工和 60 名经理的样本，我们发现部门级 HPWS 通过 OBSE 直接和间接地与减少员工工作倦怠有关。此外，只有当部门正规化程度较高时，部门级 HPWS 对员工工作倦怠的缓解影响才显着。本研究的结果有助于解决 HPWS 与员工幸福感之间不确定的关系。