Abstract
Adopting a multilevel approach, we propose a mediated moderation model to explain how firm-level high-performance work systems (HPWS) affect employee attitudes (job satisfaction and affective commitment). Analyses of multisource data from 569 employees in 44 firms show that HPWS is positively related to job satisfaction and affective commitment. These relationships were partially mediated by psychological capital (PsyCap). Furthermore, moderated path analysis revealed interactional justice climate strengthened the direct effect of HPWS on PsyCap and attitudes, and indirect effect of HPWS on attitudes. The theoretical and practical implications of these findings are discussed.
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