High-performance work practices and job embeddedness: A comprehensive test.

Autor/inn/en	Kiazad, Kohyar; Hom, Peter; Schwarz, Gary; Newman, Alexander; Holtom, Brooks
Titel	High-performance work practices and job embeddedness: A comprehensive test. Gefälligkeitsübersetzung: Leistungsstarke Arbeitspraktiken und Einbindung in den Arbeitsplatz: Ein umfassender Test.
Quelle	In: Journal of vocational behavior, (2024) 155, 18 S.Infoseite zur Zeitschrift PDF als Volltext kostenfreie Datei Link als defekt meldenVerfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	0001-8791; 1095-9084
DOI	10.1016/j.jvb.2024.104066
Schlagwörter	Motivationsförderung; Familie; Engagement; Mitbestimmung; Personalmanagement; Arbeitsleistung; Arbeitsgestaltung; Berufliche Autonomie; Betriebliche Integration; Betriebszugehörigkeit; Kündigungsabsicht; Weiterbildungsförderung; Soziale Unterstützung; Internationaler Vergleich; Auswirkung; Abhängig Beschäftigter; Mitarbeiter; China; Malaysia; Pakistan; USA
Abstract	"Using Conservation of Resources (COR) theory, we developed and tested a theoretical model linking high-performance work practices (HPWPs) to employees' quit intentions and job performance via their occupational, organizational, and job-role embeddedness. We also investigated how family embeddedness (FE) in the organization moderated those indirect relationships, addressing long-neglected family influence on HPWP outcomes. For a broad test of model generalizability, we combined multisource data (n = 1663) from four countries (China, Malaysia, Pakistan, and USA) and established that occupational, organizational, and job-role embeddedness are uniquely important mechanisms translating HPWP effects onto employees' quit intentions and job performance. Crucially, our findings challenge the prevalent view that HPWPs influence staying and performing in uniformly positive ways, as well as the nascent view that FE promotes staying. In fact, we find consistent evidence that HPWPs engender thoughts of leaving by increasing occupational embeddedness and diminish performance contributions by increasing organizational embeddedness. Furthermore, our test provides robust evidence that FE can operate as a "pull-to-leave" factor-either by strengthening positive indirect effects or weakening negative indirect effects of HPWPs on quit intentions." (Author's abstract, IAB-Doku, © 2024 The Authors. Published by Elsevier Inc.).
Erfasst von	Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg
Update	2025/2