The Moderating Effect of Age on the Association Between High-Performance Work Systems and Employee Performance in Different Work Roles

IF 2.7 2区 经济学 Q2 INDUSTRIAL RELATIONS & LABOR
Nikolaos Pahos, E. Galanaki, B. Heijden, J. D. Jong
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引用次数: 5

Abstract

High performance work systems (HPWS) have been shown to associate with performance at diverse levels. In this article, we study the effects of employee age on the relationship between HPWS and employee performance. We use a role-based measurement of employee performance, which introduces five roles that an employee can hold within an organization, namely the roles of Job holder, Career seeker, Innovator, Team member, and Organization member. Integrating social exchange theory with lifespan theories (i.e., future time perspective and socio-emotional selectivity theory), we propose that HPWS have different associations with job roles for older employees. Using 342 pairs of supervisors and their subordinates, that are nested in 111 service organizations, multilevel analyses show that HPWS positively associate with employee performance in the Organization member role. Moreover, the relationships between HPWS and performance in the Job holder and the Career seeker roles are weaker for older than for younger employees. The results are discussed in the light of the challenges they pose for the management of an aging workforce.
年龄对不同工作角色下员工绩效与高绩效工作制度关系的调节作用
高绩效工作系统(HPWS)已被证明与不同层次的绩效相关。本文研究了员工年龄对高绩效与员工绩效关系的影响。我们使用基于角色的员工绩效测量,引入了员工在组织中可以扮演的五种角色,即职位持有者、求职者、创新者、团队成员和组织成员。结合社会交换理论和寿命理论(即未来时间观和社会情绪选择理论),我们提出了老年员工的HPWS与工作角色之间存在不同的关联。利用111个服务性组织的342对主管及其下属的多层面分析表明,高绩效与组织成员角色的员工绩效呈正相关。此外,年长员工的工作绩效与在职者和求职者的绩效之间的关系弱于年轻员工。结果讨论了他们提出的挑战,管理老龄化劳动力的光。
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
7.20
自引率
21.60%
发文量
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