Exploring the dark side of high-performance work systems: growing employee employability at the cost of retention?

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Jarrod Haar
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引用次数: 0

Abstract

Purpose

While high-performance work systems (HPWS) are widely viewed as beneficial, some suggest they may have a dark side and be simultaneously detrimental. This is tested toward turnover intentions (reduced by HPWS) in the context of perceived employability because HPWS are expected to enhance employability, which positively influences turnover intentions.

Design/methodology/approach

Survey data using two New Zealand employee studies were conducted (n = 525, n = 306). Data were analyzed for mediation (Study 1) and moderated mediation (Study 2) using the PROCESS macro.

Findings

Both studies show HPWS are negatively related to turnover intentions and positively to perceived employability, which also positively influences turnover intentions. This provides support for dark side effects. Study two extends the model by including career planning and tests a moderated mediation model, showing the indirect effects of HPWS being positive toward turnover intentions in the context of perceived employability at all levels of career planning. This indirect effect weakens as career planning strengthens.

Originality/value

Highlights that HPWS appear to have a dark side by positively shaping employability and ultimately turnover intentions when career planning is included as a boundary condition.

探索高绩效工作系统的阴暗面:以留住员工为代价提高员工的就业能力?
目的虽然高性能工作系统(HPWS)被广泛认为是有益的,但也有人认为它们可能有阴暗面,同时也是有害的。本研究在感知就业能力的背景下,对离职意向(因高效能工作系统而降低)进行了测试,因为高效能工作系统有望提高就业能力,而就业能力会对离职意向产生积极影响。研究结果两项研究均显示,HPWS 与离职意向呈负相关,与感知到的就业能力呈正相关,而感知到的就业能力也会对离职意向产生积极影响。这为暗面效应提供了支持。研究二通过纳入职业规划对模型进行了扩展,并对调节中介模型进行了测试,结果表明,在所有职业规划水平上,HPWS 对离职意向的间接影响都是积极的。原创性/价值当把职业规划作为边界条件时,HPWS 似乎有其阴暗面,它对就业能力以及最终的离职意向产生积极影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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