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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)
(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
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.
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.
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.