High-Performance Work Practices, Perceived Organizational Support, and Their Effects on Job Outcomes: Test of a Mediational Model

Abstract

This study developed and tested a research model to investigate high-performance work practices (HPWPs), perceived organizational support (POS), and their impacts on job outcomes. Data obtained from frontline hotel employee-manager dyads in Romania were used to assess the relationships via structural equation modeling. The results suggest that POS partially mediates the effects of HPWPs, as manifested by training, empowerment, and rewards, on affective organizational commitment (AOC). The results further suggest that AOC acts as a full mediator of the impact of POS on job performance and extra-role customer service.