The effect of high involvement work systems on organisational performance and employee well‐being in a Spanish industrial context
研究员工对高参与工作系统的感知是否在实施系统与组织绩效、员工福祉之间起中介作用，基于西班牙工业企业的多层级数据分析发现，感知系统正向影响财务绩效和幸福感，但实施系统直接降低工作满意度。
Abstract This study investigates whether employee perceptions of High Involvement Work Systems (HIWS) mediate the positive relationship between implemented‐HIWS and the parallel outcomes of employee well‐being and organisational performance. To test these relationships, data was collected from 20,646 employees and 2066 managers in 198 organisations from Spanish industrial companies (mainly small and medium enterprises, SMEs). Results from a 2‐1‐2 multilevel structural equation modelling analysis showed that implemented‐HIWS are positively related to perceived‐HIWS, which in turn, are positively associated with both financial performance and the well‐being outcomes of job satisfaction and positive affect while being negatively associated with the well‐being outcome of negative affect. Finally, the study also showed a direct negative effect of implemented‐HIWS on job satisfaction suggesting that the source from which HIWS are rated matters for their consequences on some well‐being outcomes. We discuss the implications of these results for theory and practice.