How do high-performance work system affect individual outcomes? A multilevel perspective

Research on high-performance work systems (HPWS) has suggested that a potentialdisconnection may exist between organizational-level HPWS and employee experiencedHPWS. However, few studies have identified factors that are implied within sucha relationship. Using a sample of 397 employees, 84 line managers, and 21 HRexecutives in China, we examined whether line managers’ goal congruence can reducethe difference between organizational-level HPWS and employee experienced HPWS.Furthermore, this study also theorized and tested organization-based self-esteem(OBSE) as a mediator in the associations between employee experienced HPWS andjob performance and job satisfaction. Using multilevel analyses, we found that linemanagers’ goal congruence strengthened the relationship between organizational-levelHPWS and employee experienced HPWS, such that the relationship was significantand positive when line managers’ goal congruence was high, but a non-significantrelationship when line managers’ goal congruence was low. Moreover, employeeexperienced HPWS indirectly affected job performance and job satisfaction through themechanism of OBSE beyond social exchange perspective