High-performance work systems and job satisfaction: a multilevel model

Abstract

Purpose

The purpose of this investigation is to analyze the role of perceived organizational support (POS) and intrinsic motivation in the relationship between high-performance work systems (HPWS) and job satisfaction.

Design/methodology/approach

The sample used in this study consists of 180 engineers from 25 companies. The model entails a cross-level moderated mediation process that was tested using multilevel structural equation modeling.

Findings

This research shows that the effect of HPWS via POS on job satisfaction is stronger among engineers with low intrinsic motivation than engineers with high intrinsic motivation.

Practical implications

Given the findings of this paper, organizations are advised to consider the importance of HPWS perceptions and intrinsic motivation to help strengthen engineer satisfaction.

Originality/value

This is the first study to provide evidence for the mediating effect of POS in the relationship between employees’ shared perceptions of the HPWS implemented at their companies and their job satisfaction, and the moderating role of employee intrinsic motivation in the relationship between POS resulting from HPWS and job satisfaction.

Citation

García-Chas, R., Neira-Fontela, E. and Varela-Neira, C. (2016), "High-performance work systems and job satisfaction: a multilevel model", Journal of Managerial Psychology, Vol. 31 No. 2, pp. 451-466. https://doi.org/10.1108/JMP-04-2013-0127