Matches in SemOpenAlex for { <https://semopenalex.org/work/W4387617746> ?p ?o ?g. }
- W4387617746 endingPage "20" @default.
- W4387617746 startingPage "1" @default.
- W4387617746 abstract "ABSTRACTPromoting a thriving and productive workforce is a core task for human resource development (HRD) researchers and practitioners. Drawing on the job demands-resources model, this study aims to provide a balanced view of how high performance work systems (HPWSs) influence employee performance through different aspects of employee well-being. Data were collected from 346 employees through a three-wave survey in China. Structural equation modelling was used to test the hypotheses. The results reveal that HPWSs positively predict employee performance through psychological empowerment and negatively predict employee performance through emotional exhaustion. Workplace friendship minimises the positive effect of HPWSs on emotional exhaustion and attenuates the indirect effect of HPWSs on employee performance via emotional exhaustion. This study challenges the prevailing idea that HPWSs can always improve employee performance. It informs HRD researchers and practitioners to dialectically assess the impact of HPWSs and include workplace friendship as an intervention measure to reduce the detrimental outcomes of HPWSs and better promote employee development.KEYWORDS: Hpwssemployee performancepsychological empowermentemotional exhaustionworkplace friendship Disclosure statementNo potential conflict of interest was reported by the author(s).Data availability statementThe data that support the findings of this study are available from the corresponding author upon reasonable request.Additional informationFundingThis work was supported by the National Natural Science Foundation of China (Grants 72032002, 71772087, 71872089, and 72272079), the Major Achievement Cultivation Project of Nanjing University of Aeronautics and Astronautics (Grant NC2022007), the Social Science Foundation of Nanjing University of Aeronautics and Astronautics (Grant NCNJ2022033), the Innovation Team ‘Research on Chinese Employment Relationship Management’ of Philosophy and Social Science Research in Colleges and Universities in Jiangsu Province of China, and the Nanjing University of Aeronautics and Astronautics Top 100 Teams ‘Employee Relations and Innovation Management in Digital Era’." @default.
- W4387617746 created "2023-10-14" @default.
- W4387617746 creator A5038210223 @default.
- W4387617746 creator A5043014634 @default.
- W4387617746 creator A5049323662 @default.
- W4387617746 creator A5087713778 @default.
- W4387617746 date "2023-10-13" @default.
- W4387617746 modified "2023-10-15" @default.
- W4387617746 title "High performance work systems and employee performance: the roles of employee well-being and workplace friendship" @default.
- W4387617746 cites W1538150306 @default.
- W4387617746 cites W1564680558 @default.
- W4387617746 cites W1988050849 @default.
- W4387617746 cites W2006618051 @default.
- W4387617746 cites W2010348352 @default.
- W4387617746 cites W2027051144 @default.
- W4387617746 cites W2029560023 @default.
- W4387617746 cites W2068320711 @default.
- W4387617746 cites W2084970754 @default.
- W4387617746 cites W2096812562 @default.
- W4387617746 cites W2101954229 @default.
- W4387617746 cites W2106096361 @default.
- W4387617746 cites W2124713964 @default.
- W4387617746 cites W2125379373 @default.
- W4387617746 cites W2135255056 @default.
- W4387617746 cites W2142081279 @default.
- W4387617746 cites W2160835196 @default.
- W4387617746 cites W2161497363 @default.
- W4387617746 cites W2288907447 @default.
- W4387617746 cites W2342472925 @default.
- W4387617746 cites W2413727881 @default.
- W4387617746 cites W2530409471 @default.
- W4387617746 cites W2588008928 @default.
- W4387617746 cites W2770680468 @default.
- W4387617746 cites W2781170268 @default.
- W4387617746 cites W2811271843 @default.
- W4387617746 cites W2892197059 @default.
- W4387617746 cites W2905811773 @default.
- W4387617746 cites W2918087073 @default.
- W4387617746 cites W2924910781 @default.
- W4387617746 cites W2958382815 @default.
- W4387617746 cites W2969763429 @default.
- W4387617746 cites W2971200607 @default.
- W4387617746 cites W2971411818 @default.
- W4387617746 cites W2972934264 @default.
- W4387617746 cites W3006802907 @default.
- W4387617746 cites W3009226085 @default.
- W4387617746 cites W3036603789 @default.
- W4387617746 cites W3040436453 @default.
- W4387617746 cites W3091924740 @default.
- W4387617746 cites W3093727155 @default.
- W4387617746 cites W3108106859 @default.
- W4387617746 cites W3111536333 @default.
- W4387617746 cites W3123765117 @default.
- W4387617746 cites W3125979231 @default.
- W4387617746 cites W3143388465 @default.
- W4387617746 cites W3149082213 @default.
- W4387617746 cites W3157411540 @default.
- W4387617746 cites W3171938041 @default.
- W4387617746 cites W3204037277 @default.
- W4387617746 cites W3215000436 @default.
- W4387617746 cites W4206007735 @default.
- W4387617746 cites W4210839898 @default.
- W4387617746 cites W4245057295 @default.
- W4387617746 cites W4296985319 @default.
- W4387617746 cites W4300003442 @default.
- W4387617746 cites W4306897057 @default.
- W4387617746 cites W4376891263 @default.
- W4387617746 cites W4377020013 @default.
- W4387617746 cites W4378907225 @default.
- W4387617746 doi "https://doi.org/10.1080/13678868.2023.2268488" @default.
- W4387617746 hasPublicationYear "2023" @default.
- W4387617746 type Work @default.
- W4387617746 citedByCount "0" @default.
- W4387617746 crossrefType "journal-article" @default.
- W4387617746 hasAuthorship W4387617746A5038210223 @default.
- W4387617746 hasAuthorship W4387617746A5043014634 @default.
- W4387617746 hasAuthorship W4387617746A5049323662 @default.
- W4387617746 hasAuthorship W4387617746A5087713778 @default.
- W4387617746 hasConcept C143916079 @default.
- W4387617746 hasConcept C149215556 @default.
- W4387617746 hasConcept C15744967 @default.
- W4387617746 hasConcept C162324750 @default.
- W4387617746 hasConcept C174954385 @default.
- W4387617746 hasConcept C17744445 @default.
- W4387617746 hasConcept C182021174 @default.
- W4387617746 hasConcept C187736073 @default.
- W4387617746 hasConcept C199539241 @default.
- W4387617746 hasConcept C2718322 @default.
- W4387617746 hasConcept C2776745293 @default.
- W4387617746 hasConcept C2778139618 @default.
- W4387617746 hasConcept C2778736484 @default.
- W4387617746 hasConcept C39549134 @default.
- W4387617746 hasConcept C542102704 @default.
- W4387617746 hasConcept C70410870 @default.
- W4387617746 hasConcept C75630572 @default.
- W4387617746 hasConcept C77805123 @default.
- W4387617746 hasConcept C88519622 @default.
- W4387617746 hasConcept C99753626 @default.