High-performance work systems and job satisfaction: Mediation role of organizational identification

Abstract

Based on the social exchange perspective, this paper explore the relationship between high-performance work systems and the employee job satisfaction, and analyze the mediation effect of organizational identification. Through more than 200 employees at different levels in the enterprise investigation and using hierarchical regression analysis to deal with the data, the results show that: (1) High-performance work systems are positively associated with job satisfaction. Through the questionnaire analysis with high-performance work systems, we gain six dimensions of high-performance work systems: common development training system, intensive employee involvement, strict recruitment/selection, systemic performance management, timely information sharing and clear job design, and the six dimensions all have significant positive effect on job satisfaction. (2) High-performance work systems are positively associated with organizational identification. (3) Organizational identification plays partial mediation role between high-performance work systems and job satisfaction.