High-Involvement Work Processes, Need Satisfaction and Employee Outcomes

Abstract

Drawing on self-determination theory, the current study tests a moderated mediation model that explains how and when high-involvement work processes lead to valuable employee outcomes (i.e. work engagement and job satisfaction). Survey data collected from 210 employees in a Chinese power generation company were analyzed via structural equation modelling. The results show that competence and autonomy need satisfaction and intrinsic motivation serve as serial mediators transmitting high-involvement work processes into positive employee outcomes. Further, distributive justice functions as a moderator that qualifies the competence-need-satisfaction-based mediation process due to its boosting effect on the relationship between high involvement work processes and competence need satisfaction. In contrast, the autonomy-need-satisfaction-based mediation pathway is unconditionally stable. These findings help us understand the motivational features of the Chinese workforce and explain the inconsistent research evidence for the effect of high- involvement work processes on employee outcomes.