Linking high-performance work systems and happiness at work: role of career aspiration and thriving

IF 3.4 3区管理学 Q2 MANAGEMENT

Career Development International Pub Date : 2023-08-07 DOI:10.1108/cdi-02-2023-0047

Faisal Qamar, Shuaib Ahmed Soomro, Yasir Mansoor Kundi

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引用次数: 2

Abstract

PurposeThis study utilizes self-determination theory (SDT) to understand how high-performance work systems (HPWS) may foster happiness at work through serial transmission pathways of career aspiration and thriving at work.Design/methodology/approachThe study uses data collected from a sample of 309 employees working in various organizations. It uses multilevel, multisource and time-lagged data and applied Mplus 8.0 for hypotheses testing.FindingsThe study findings reveal a positive relationship between HPWS and career aspiration. Career aspiration was positively related to thriving at work and thriving at work was positively associated with happiness at work. Moreover, career aspiration mediated the relationship between HPWS and thriving at work. Whereas, thriving at work mediated the relationship between career aspiration and happiness at work. The results also support the serial mediation of career aspiration and thriving at work between HPWS and happiness at work.Practical implicationsThe findings have important implications for organizational practice. Practitioners should consider implementing pro-employee HPWS to support employees' career aspirations and enhance their thriving experience, which may increase their happiness at work.Originality/valueThis is one of the few studies investigating individual-level serial mediators between departmental-level HPWS and employee happiness at work.

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连接高绩效工作系统和工作幸福感:职业抱负和繁荣的作用

目的本研究利用自主理论（SDT）来了解高性能工作系统（HPWS）如何通过职业抱负和工作中的成功的串行传输途径来培养工作中的幸福感。设计/方法/方法该研究使用了从309名在不同组织工作的员工样本中收集的数据。它使用多层次、多源和时滞数据，并应用Mplus 8.0进行假设检验。研究发现HPWS与职业抱负之间存在正相关关系。职业抱负与在工作中茁壮成长呈正相关，在工作中蒸蒸日上与工作中的幸福感呈正相关。此外，职业抱负介导了HPWS和在工作中茁壮成长之间的关系。而在工作中茁壮成长则介导了职业抱负和工作幸福感之间的关系。研究结果还支持HPWS和工作幸福感之间的职业抱负和工作中的繁荣之间的一系列中介作用。实践意义研究结果对组织实践具有重要意义。从业者应考虑实施有利于员工的HPWS，以支持员工的职业抱负，增强他们的成长体验，这可能会增加他们在工作中的幸福感。独创性/价值这是为数不多的调查部门级HPWS与员工工作幸福感之间个体级串行中介的研究之一。

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

Career Development International Multiple-

CiteScore

5.40

自引率

10.00%

发文量

期刊介绍： Careers and Development are inter-related fields of study with connections to many academic disciplines, organizational practices and policy developments in the emerging knowledge economies and learning societies of the modern world. Career Development International provides a platform for research in these areas that deals with questions of theories and theory development, as well as with organizational career strategy, policy and practice. Issues of theory and of practice may be dealt with at individual, organizational and society levels. The international character of submissions may have two aspects. Submissions may be international in their scope, dealing with a topic that is of concern to researchers throughout the world rather than of sole interest to a national audience. Alternatively, submissions may be international in content, relating, for example, to comparative analyses of careers and development across national boundaries, or dealing with inherently ''international'' issues such as expatriation. Coverage: -Individual careers - psychological and developmental perspectives -Career interventions (systems and tools, mentoring, etc) -Government policy and practices -HR planning and recruitment -International themes and issues (MNCs, expatriation, etc) -Organizational strategies and systems -Performance management -Work and occupational contexts