| Nowadays,more and more individuals are faced with the challenge of balancing work role and family role.However,some individuals do not have ability to handle the requirement from family and work domain.Therefore,organizations and employees need to find effective ways to figure out the problems above and help employee to balance work role and family role.I propose that high commitment work system is likely to be the effective way.High commitment work system is one of the most important strategic human resource management types.It aims to induce employees' organizational commitment.High commitment work system are bundles of different human resource management practices which signal commitment from organization to employees.Based on review work on high commitment work system,it isworth to note that:1.Research on high commitment work system ignored the influence on employees.And research focus has shifted from macro level to individual level.2.High commitment work system is a multi-level phenomenon.Current literature lackes the research on multilevel high commitment work system.3.It is necessary to extend the influence of high commitment work system from work domain to family domain.All in all,based on one large construction company in China,this study focused on the effect of multilevel high commitment work system.The purposes of this study are four-fold:1.This tudy aims to explore the effect of unit-level and individual-level high commitment work system on employee job satisfaction and life satisfaction(main effect);2.mediation role of work-family enrichment;3.mediation role of involvement climate;4.moderating role of employee-orietnted culture(boundary condition).This study adopted conservation of resource theory and resource-gain-devepment perspective as overarching theoretical framework.We posited that,high commitement work system(such as extensive training,competitive salary,and more employee involvement)can be redarged as a work situation which can promoting job resource,incuding capital(e.g.,psychological capital,safety perception,confidence,and self-achievement),affect(e.g.,positive affect and attitude),and development(e.g.,skills,knowledge,behaviors,and thought).Considering we can understand high commitment work system from resource perspective,we adopted conservation of resource theory to explain the influence of high commitement work system on employee job and life satisfaction,and integrated resource-gain-development perspective to further exlore the medition effect of work-family enrichment.At following,we adopted one pilot study and two empirical studies to examine the theoretical model.Pilot study is a qualitative research to explore theoretical model.We took seven people(2 top managers,2 middle managers including human resource manager,and 3 front-line employess)from one construction company in China as interview samples and collected information of the high commitment work system from practical perspective,including the building and implementation of high commitment work system,organizational culture,employee involvement and so forth.From the results of this qualitative research,we found the linkage between high commitment work system and work-family enrichment,which gave insights for model design.Study 1 took 190 employees as sample and collected data from two time points.It aims to explore the influence of employee-experienced high commitment work system on job satisfaction and life satisfaction.The results indicated that:1.employee-expreienced high commitment work system is positively related to job satisfaction and life satisfaction;2.work-family enrichment mediates the relationship between employee-expreienced high commitment work system and work and life satisfaction.Study 2 took 209 employees nested in 48 groups as research sample and also collected data from two time points.HLM results confirmed hypothese.More specically,we found that:1.Unit-level high commitment work system is positively related employee work satisfaction and life satisfaction;2.work to family enrichment also mediates the relationship between unit-level high commitment work system and work/life satisfaction;3.employee involvement climate mediates the relationship between high commitment work system and work to family enrichment;4.employee-oriented culture moderates the relationship between high commitment work system and employee involvement climate.In summary,the findings of this research are good for future theoretical research.The contributions can be summarized as follows:First,this paper built the multi-level analysis framework of the effect of high commitment to human resources management system on employee satisfaction and life satisfaction.Taking a large state-owned construction enterprise as an example,this paper constructed a work unit-level(ie,different construction project teams and different functional departments)study framework of how high commitment human resource management system and employee-perceived high commitment human resource management system influence employees' multi-faceted satisfaction through a pre-study(exploratory nature study)and two formal studies(questionnaire research),responded to the call of multi-level research of high commitment human resource management,and enriched the current findings of the influence of high commitment to human resource management system.Also,this paper responded to the claim that strategic human resource management should care for their employees(while emphasizing the commercial value).More importantly,this study extended the impact of high commitment human resource management from the work field to non-work fields(home field)and discovered the positive impact of high commitment human resource management systems on both of employee's work and family.which addressed the paradox of the influence of high commitment human resource management on employee's work and family that existing in current literatures.In particular,this article logically and empirically demonstrated that employees' perceived high commitment to human resource management systems and high-commitment human resource management system at the level of work units will increase their job satisfaction and life satisfaction from a positive perspective by distinguishing between high-commitment human resource management and other types of human resource management.Second,multi-level model was used to study the mediation effects between the high commitment human resource management system and employee job satisfaction and life satisfaction between.These analyses revealed the mechanism of relationship between high commitment human resource management system and employee work satisfaction and life satisfaction.This study adopted conservation of resource theory and resource-gain-development perspective as overarching theoretical framework,and discussed the possible mediation effects.The results showed that employee-perceived work-family enrichment mediates the relationship between high commitment human resource management systems and employee work satisfaction and life satisfaction,as well as the relationship between unit-level high commitment human resource management systems and employee work satisfaction and life satisfaction.In addition,this paper discussed why high commitment human resource management systems can bring work-family enrichment.In other words,why employees' performance of work role enriches their performance of family role in organizations that adopted high commitment human resource management system.The study also found the mediation role of involvement climate.In the organization that adopted high commitment human resource management system,employees have the opportunity to participate in decision-making,they can propose more family-friendly policies,and improve the sense of control of the work.Therefore,more resources from work field turn to resources of family field,leading to work-family enrichment.The discussion of the two-stage analysis of mediation mechanism above revealed positive effect of high commitment human resource management to non-work field of employees.Third,the author explores the boundary conditions of the relationship between high commitment human resource management system and employee job satisfaction and life satisfaction from the perspective of organizational culture,and found the important alternative role of employee-oriented culture.The employee-oriented culture positively moderates the relationship between high-commitment human resource management system and work-family enrichment.The results are interesting to researcher:the moderation role of employee-oriented culture was contrary to expectations.The employee-oriented culture does not enhance the positive impact of on work-family enrichment.Instead,under the high employee-oriented cultural environment,the positive impact of high commitment to human resource management has weakened.The results indicated the alternative role of employee-oriented culture.This study demonstrated that employee-oriented culture can affect employee work-family enrichment to help employees balance the work and the family,especially when the high commitment to human resource management system was not established in organizations.In addition,we also provide the important practical implication for organizations to help employee balance work and life role.Firstly,the goal of human resource management system should take concern of taking measures to enhance the positive attitude and behavior of employees.Besides the organization goal,human resource management should also focus on the employee well-being,in order to improve the performance.Secondly,high commitment human resource management was proved to be an effective method to enhance the job satisfaction and life satisfaction of employees.Thirdly,by establishing high commitment human resource management system,employee work-family enrichment can be improved to help employees obtain more resources.Finally,if the high commitment to human resource management system was not able to established in organizations temporarily,employee-oriented culture may be an alternative choice to enhance employee job satisfaction and life satisfaction. |
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