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Hsi-An Shih Yun-Hwa Chiang Chu-Chun Hsu

High Performance Work System, Affective Commitment, and Intention to Quit The Moderating Effects of Supervisor Support and Job Performance. Hsi-An Shih Yun-Hwa Chiang Chu-Chun Hsu. High Commitment Work System (HCWS). Bae, Chen, Wan, Lawler, and Walumbwa (2003), Chen, Lawler, and Bae (2005)

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Hsi-An Shih Yun-Hwa Chiang Chu-Chun Hsu

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  1. High Performance Work System, Affective Commitment, and Intention to QuitThe Moderating Effects of Supervisor Support and Job Performance Hsi-An Shih Yun-Hwa Chiang Chu-Chun Hsu

  2. High Commitment Work System (HCWS) • Bae, Chen, Wan, Lawler, and Walumbwa (2003), Chen, Lawler, and Bae (2005) (1) HR flow • recruitment, selection, training, and development (2) work structuring • teamwork, and broadly-defined jobs (3) reward system • wage and performance appraisal (4) employee influence • employee participation and ownership

  3. Affective commitment • employees’ emotional attachment, identification, and involvement toward the organization (Meyer and Allen, 1991; Sturges, et al., 2005) • Hypothesis 1: HCWS positively relates to HCN affective commitment. • Hypothesis 2: HCN affective commitment negatively relates to their intention to quit.

  4. The moderating effect of Supervisor Support • Supervisors support • help employees in promotion, raise salary, and improve working conditions. • HCWS could substitute for Supervisors support • Hypothesis 3: Supervisor support will moderate the relationship between HCWS and affective commitment. In other words, this relationship is more strongly positive when supervisor support is low rather than high.

  5. The moderating effect of Job Performance • Job performance • opportunities in external job market, • good- performing vs. poor-performing • Hypothesis 4: HCN job performance will moderate the relationship between HCN affective commitment and intention to quit. In other words, affective commitment will be more negatively related to HCN intention to quit when job performance is low.

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