Cross‐level effects of support climate: Main and moderating roles
研究以701名餐饮经理为样本，发现单位高绩效工作系统和支持氛围通过情感承诺影响员工角色内和组织公民行为，并揭示了支持氛围的调节与中介机制。
Using a sample composed of 701 food and beverage managers nested in 120 units and 40 Asian hotel properties, in the current study we investigated the effects of unit high‐performance work system (HPWS) use and unit support climate on individual unit members' human resource outcomes (job performance behaviors: in‐role and organizational citizenship behaviors). The results support the hypothesized relationships among unit HPWS use, unit support climate, individual affective commitment, and individual job performance behaviors. The current study's findings illuminate the ways (e.g., mediation and moderation) in which the unit support climate advances positive organizationally relevant individual‐level human resource outcomes. Findings, implications, and limitations as well as avenues for future research are discussed.