DOI QR코드

DOI QR Code

The Effect of High Performance Work System on Research Performance: The Moderated Mediation Effect of Perceived Organizational Support

고성과작업시스템이 연구성과에 미치는 효과: 조직후원인식의 조절된 매개효과

  • Received : 2024.02.29
  • Accepted : 2024.03.24
  • Published : 2024.03.31

Abstract

Purpose - The purpose of this study is to reveal the effect of a High Performance Work System(HWPS) on research performance. In addition, this study examines the mediation effect of Innovation Commitment(IC) and the moderated mediation effect of Perceived Organizational Support(POS), and seeks to reveal the antecedents and boundary variables that affect research performance. Design/methodology/approach - The level of analysis is at the individual level. A survey was collected from researchers at government-funded research institutes in the Daejeon and Sejong areas. 265 questionnaires were used in the final statistical analysis. Confirmatory factor analysis was performed using the AMOS 21. Correlation analysis, regression analysis, and bootstrapping by Process Macro were performed using the SPSS 19. Findings - As a result of the study, HWPS has a positive effect on IC, and IC has a positive effect on research performance. Through this results, it was found that IC mediates the relationship between the HPWS and research performance. In addition, POS positively moderated the mediating effect of HPWS on research performance through IC. Research implications or Originality - First, IC can be increased through a HPWS. Second, the effect of the HWPS on individual research performance through IC provides implications that the HWPS can be effectively applied not only to general companies but also to research organizations. Third, the boundary effect of POS was revealed. Fourth, research performance was measured through objective quantitative indicators rather than subjective.

Keywords

References

  1. 고성주.이춘수 (2018), "과학기술계 출연 연구기관의 사업 유형별 연구성과 요인에 관한 연구", 대한경영학회지, 31(4), 1-28.
  2. 권기욱, 김광현, 김종인 (2012), "고성과 작업시스템이 조직몰입에 미치는 영향에 관한 다층분석- 조직공정성 지각의 매개효과", 조직과 인사관리연구, 36(2), 61-84.
  3. 권석균, 오승희 (2019), "고몰입 인적자원관리의 동기부여 효과와 조직몰입의 매개역할", 인적자원관리연구, 26(3), 81-102. https://doi.org/10.14396/jhrmr.2019.26.3.81
  4. 김동배 (2012), "몰입형 인사관행이 연구개발팀 창의성에 미치는 영향", 노동정책연구, 12(3), 89-117. https://doi.org/10.22914/JLP.2012.12.3.004
  5. 김동배, 이인재 (2009), "인사관행이 기술혁신에 미치는 영향". 조직과 인사관리연구, 33, 1-26.
  6. 김민기, 김동현, 조근태 (2015), "연구비 지원 여부에 따른 공동연구의 네트워크구조와 연구성과 관계 분석: CT분야를 중심으로", 기술혁신연구, 23(4), 63-88.
  7. 김선경 외 (2022), 2022년 국가 과학기술혁신 역량평가, 세종: 과학기술정보통신부
  8. 김승태, 정수현, 이기종 (2017), "과학기술분야 정부출연연구기관의 평균연령 증가 추세가 연구성과에 미치는 영향", 기술혁신연구, 25(3), 25-50.
  9. 김종우, 이지우 (2012), "조직공정성, 과업특성, 혁신행동 및 혁신성과 간의 관계", 경영경제, 45, 117-140.
  10. 김창호, 최용신 (2010), "공기업 전직지원제도가 조직신뢰 및 몰입과 기업성과에 미치는 영향", 한국인사행정학회보, 9(3), 99-127.
  11. 나인강 (2014), "고성과작업시스템과 기업성과: 인적자원성과의 매개효과", 인적자원관리연구, 21(1), 41-61.
  12. 문성옥, 이종엽 (2015), "근로자 생산성 향상을 위한 고몰입 인적자원관리 전략", 산업관계연구, 25(1), 123-148.
  13. 문성옥, 이지만, 이주일 (2017), "고몰입 인적자원관리가 생산성 향상에 미치는 영향:신뢰의 매개효과와 노사관계의 조절된 매개효과", 인적자원관리연구, 24(4), 105-131.
  14. 민철구, 박성욱 (2013), "정부출연연구기관 연구성과에 영향을 미치는 요인 분석", 기술혁신연구, 21(3), 121-140.
  15. 배종석, 사정혜 (2003), "인적자원관리와 조직성과에 대한 실증연구", 인사조직연구, 11, 133-169.
  16. 백승현 (2014), "과학기술분야 정부출연연구기관 관리체계가 연구성과에 미치는 영향분석", 국정관리연구, 9(1), 59-92. https://doi.org/10.16973/JGS.2014.9.1.003
  17. 송경렬, 김종관 (2011), "전략적 인적자원관리 시스템이 지적 자본과 혁신역량에 미치는 영향", 인적자원관리연구, 18(3), 105-127.
  18. 양재완 (2016), "고성과 인적자원관리 제도의 수립 및 실행이 종업원의 공정성 지각 및 조직 시민행동에 미치는 영향에 관한 연구", 조직과 인사관리연구, 40(2), 135-161.
  19. 이혜경, 김소민, 김정흠 (2021), "과학기술계 정부출연연구기관의 논문 성과에 좁은 세상 구조와 중심성이 미치는 영향", 기술혁신연구, 29(1), 39-73.
  20. 정도범, 정동덕 (2013), "공공연구기관의 성과관리,활용 역량 및 활동이 기술이전 성과에 미치는 영향", 기술혁신연구, 21(2), 199-223.
  21. 정선호, 서동기 (2016), "회귀분석을 이용한 매개된 조절효과와 조절된 매개효과 검증 방법", 한국심리학회지, 35(1), 257-282.
  22. 지성구, 설홍수 (2004), "정서적 혁신몰입의 선행요인과 결과". 조직과 인사관리연구, 28(3), 111-134.
  23. 최호영, 최치호, 김정수 (2011), "과학기술계 정부출연연구기관의 연구개발성과 결정요인 :한국과학기술연구원 (KIST) 사례연구". 기술혁신학회지, 14(1), 791-812.
  24. Alfes, K., M. Veld and N. Furstenberg (2021), "The Relationship between Perceived High-performance Work Systems, Combinations of Human Resource Well-being and Human Resource Performance Attributions and Engagement", Human Resource Management Journal, 31(3), 729-752. https://doi.org/10.1111/1748-8583.12310
  25. Alshaikhmubarak, A., N. Da Camara and Y. Baruch (2020), "The Impact of High-performance Human Resource Practices on the Research Performance and Career Success of Academics in Saudi Arabia", Career Development International. 25(6), 671-690. https://doi.org/10.1108/CDI-09-2019-0209
  26. Amabile, T. M. (1988), "A Model of Creativity and Innovation in Organizations", In B. M. Staw and L. L. Cummings (Eds.), Research in Organizational Behavior, vol. 10 (pp. 123-167). Greenwich, CT: JAI Press.
  27. Ananthram, S., M. J. Xerri, S. T. Teo and J. Connell (2018), "High-performance Work Systems and Employee Outcomes in Indian Call Centres: A Mediation Approach", Personnel Review. 47(4), 931-950. https://doi.org/10.1108/PR-09-2016-0239
  28. Appelbaum, E., T. Bailey, P. Berg, A. L. Kalleberg and P. T. A. Bailey (2000), "Manufacturing Advantage: Why High-performance Work Systems Pay Off", Cornell University Press.
  29. Artz, B. (2010), "Fringe Benefits and Job Satisfaction", International Journal of Manpower, 31(6), 626-644. https://doi.org/10.1108/01437721011073346
  30. Aryee, S., F. O. Walumbwa, Q. Zhou and C. A. Hartnell (2012), "Transformational Leadership, Innovative Behavior, and Task Performance: Test of Mediation and Moderation Processes", Human Performance, 25(1), 1-25. https://doi.org/10.1080/08959285.2011.631648
  31. Beltran-Martin, I., J. C. Bou-Llusar, V. Roca-Puig and A. B. Escrig-Tena (2017), "The Relationship between High Performance Work Systems and Employee Proactive Behaviour: Role Breadth Self-efficacy and Flexible Role Orientation as Mediating Mechanisms", Human Resource Management Journal, 27(3), 403-422. https://doi.org/10.1111/1748-8583.12145
  32. Bentler, P. M. (1990). "Comparative Fit Indexes in Structural Models". Psychological Bulletin, 107(2), 238.
  33. Bhatti, S. H., R. Zakariya, D. Vrontis, G. Santoro and M. Christofi (2020), "High-performance Work systems, Innovation and Knowledge Sharing: An Empirical Analysis in the Context of Project-based Organizations", Employee Relations: The International Journal, 43(2), 438-458. https://doi.org/10.1108/ER-10-2019-0403
  34. Blau, P. M. (1964). Exchange and Power in Social Life. Transaction Publishers.
  35. Brown, M. G. and R. A. Svenson (1988). "Measuring R&D Productivity". Research-Technology Management, 31(4), 11-15. https://doi.org/10.1080/08956308.1988.11670531
  36. Cheng, J.-C. and Y. O-Yang (2018), "Hotel Employee Job Crafting, Burnout, and Satisfaction: The Moderating Role of Perceived Organizational Support", International Journal of Hospitality Management, 72, 78-85. https://doi.org/10.1016/j.ijhm.2018.01.005
  37. Combs, J., Y. Liu, A. Hall and D. Ketchen (2006), "How Much Do High-performance Work Practices Matter? A Meta-analysis of Their Effects on Organizational Performance", Personnel Psychology, 59(3), 501-528. https://doi.org/10.1111/j.1744-6570.2006.00045.x
  38. Conway, N. and J. A.-M. Coyle-Shapiro (2012), "The Reciprocal Relationship between Psychological Contract Fulfilment and Employee Performance and the Moderating Role of Perceived Organizational Support and Tenure", Journal of Occupational and Organizational Psychology, 85(2), 277-299. https://doi.org/10.1111/j.2044-8325.2011.02033.x
  39. Delery, J. E. and D. H. Doty (1996), "Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions", Academy of Management Journal, 39(4), 802-835. https://doi.org/10.2307/256713
  40. Diliello, T. C., J. D. Houghton and D. Dawley (2011), "Narrowing the Creativity Gap: The Moderating Effects of Perceived Support for Creativity", The Journal of Psychology, 145(3), 151-172. https://doi.org/10.1080/00223980.2010.548412
  41. Edgar, F., J. A. Zhang and N. M. Blaker (2020), "The HPWS and AMO: A Dynamic Study of System-and Individual-level Effects", International Journal of Manpower, 42(5), 794-809 https://doi.org/10.1108/IJM-12-2019-0541
  42. Ehrnrooth, M., W. Barner-Rasmussen, A. Koveshnikov and M. Tornroos (2021), "A New Look at the Relationships between Transformational Leadership and Employee Attitudes-Does a High-performance Work System Substitute and/or Enhance These Relationships?", Human Resource Management, 60(3), 377-398. https://doi.org/10.1002/hrm.22024
  43. Eisenberger, R., R. Huntington, S. Hutchison and D. Sowa (1986), "Perceived Organizational Support", Journal of Applied Psychology, 71(3), 500-507. https://doi.org/10.1037/0021-9010.71.3.500
  44. Eisenberger, R., F. Stinglhamber, C. Vandenberghe, I. L. Sucharski and L. Rhoades (2002), "Perceived Supervisor Support: Contributions to Perceived Organizational Support and Employee Retention", Journal of Applied Psychology, 87(3), 565-573. https://doi.org/10.1037/0021-9010.87.3.565
  45. Farndale E., Hope-Hailey, V. and Kelliher, C. (2011). High Commitment Performance Management: The Roles of Justice and Trust. Personnel Review, 40(1), 5-23. https://doi.org/10.1108/00483481111095492
  46. Erdogan, B. and J. Enders (2007), "Support from the Top: Supervisors' Perceived Organizational Support as a Moderator of Leader-member Exchange to Satisfaction and Performance Relationships", Journal of Applied Psychology, 92(2), 321.
  47. Fragoso, P., M. J. Chambel and F. Castanheira (2021), "High-performance Work Systems (HPWS) and Individual Performance: The Mediating Role of Commitment", Military Psychology, 1-15.
  48. Farrukh, M., N. Y. Ansari, A. Raza, F. Meng, and H. Wang (2022), "High-performance Work Practices Do Much, But H.E.R.O Does More: An Empirical Investigation of Employees' Innovative Behavior from the Hospitality Industry", European Journal of Innovation Management, 25(3), 791-812. https://doi.org/10.1108/EJIM-11-2020-0448
  49. Gong, Y., J.-C. Huang and J.-L. Farh (2009), "Employee Learning Orientation, Transformational Leadership, and Employee Creativity: The Mediating Role of Employee Creative Self-Efficacy", Academy of Management Journal, 52(4), 765-778. https://doi.org/10.5465/amj.2009.43670890
  50. Gong, Y., K. S. Law, S. Chang and K. R. Xin (2009), "Human Resources Management and Firm Performance: The Differential Role of Managerial Affective and Continuance Commitment", Journal of Applied Psychology, 94(1), 263-275. https://doi.org/10.1037/a0013116
  51. Gouldner, A. W. (1960), "The Norm of Reciprocity: A Preliminary Statement", American Sociological Review, 161-178.
  52. Guan, H., Z. Zhang, A. Zhao, J. Jia and S. Guan (2019), "Research on Innovation Behavior and Performance of New Generation Entrepreneur Based on Grounded Theory", Sustainability, 11(10), 2883.
  53. Guest, D. E. (2017), "Human Resource Management and Employee Well-being: Towards a New Analytic Framework", Human Resource Management Journal, 27, 22-38. https://doi.org/10.1111/1748-8583.12139
  54. Hayes, A. F. (2015). "An Index and Test of Linear Moderated Mediation". Multivariate Behavioral Research, 50(1), 1-22. https://doi.org/10.1080/00273171.2014.962683
  55. He, C., J. Gu and H. Liu (2018), "How Do Department High-performance Work Systems Affect Creative Performance? A Cross-level Approach", Asia Pacific Journal of Human Resources, 56(3), 402-426. https://doi.org/10.1111/1744-7941.12156
  56. Herscovitch, L. and J. P. Meyer (2002), "Commitment to Organizational Change: Extension of a Three-Component Model", Journal of Applied Psychology, 87(3), 474.
  57. Hochwarter, W. A., L. A. Witt, D. C. Treadway and G. R. Ferris (2006), "The Interaction of Social Skill and Organizational Support on Job Performance", Journal of Applied Psychology, 91(2), 482-489. https://doi.org/10.1037/0021-9010.91.2.482
  58. Hong, Y., Y. Jiang, H. Liao and M. C. Sturman (2017), "High Performance Work Systems for Service Quality: Boundary Conditions and Influence Processes", Human Resource Management, 56(5), 747-767. https://doi.org/10.1002/hrm.21801
  59. Hu, L. T. and P. M. Bentler (1999). "Cutoff Criteria for Fit Indexes in Covariance Structure Analysis: Conventional Criteria versus New Alternatives". Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1-55. https://doi.org/10.1080/10705519909540118
  60. Jensen, J. M., P. C. Patel and J. G. Messersmith (2013), "High-performance Work Systems and Job Control: Consequences for Anxiety, Role Overload, and Turnover Intentions", Journal of Management, 39, 1699-1724. https://doi.org/10.1177/0149206311419663
  61. Jiang, J., S. Wang and S. Zhao (2012), "Does HRM Facilitate Employee Creativity and Organizational Innovation? A Study of Chinese Firms", The International Journal of Human Resource Management, 23(19), 4025-4047. https://doi.org/10.1080/09585192.2012.690567
  62. Jiang, J. Y. and C.-W. Liu (2015), "High Performance Work Systems and Organizational Effectiveness: The Mediating Role of Social Capital", Human Resource Management Review, 25(1), 126-137. https://doi.org/10.1016/j.hrmr.2014.09.001
  63. Jiang, K., J. Hu, S. Liu and D. P. Lepak (2017) "Understanding Employees' Perceptions of Human Resource Practices: Effects of Demographic Dissimilarity to Managers and Coworkers", Human Resource Management, 56(1), 69-91. https://doi.org/10.1002/hrm.21771
  64. Jiang, K. and J. Messersmith (2018), "On the Shoulders of Giants: A Meta-review of Strategic Human Resource Management", The International Journal of Human Resource Management, 29(1), 6-33. https://doi.org/10.1080/09585192.2017.1384930
  65. Kehoe, R. R. and C. J. Collins (2017), "Human Resource Management and Unit Performance in Knowledge-intensive Work", Journal of Applied Psychology, 102(8), 1222-1236. https://doi.org/10.1037/apl0000216
  66. Kurtessis, J. N., R. Eisenberger, M. T. Ford, L. C. Buffardi, K. A. Stewart and C. S. Adis (2017), "Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory". Journal of Management, 43(6), 1854-1884. https://doi.org/10.1177/0149206315575554
  67. Lau, C.-M. and H.-Y. Ngo (2004). "The HR System, Organizational Culture, and Product Innovation", International Business Review, 13(6), 685-703. https://doi.org/10.1016/j.ibusrev.2004.08.001
  68. Lewicka, D. (2013), "Supporting Innovation through HRM Practices-Importance of Motivation", International Journal of Innovation and Learning, 14(2), 217-240. https://doi.org/10.1504/IJIL.2013.055525
  69. Macky, K. and P. Boxall (2007), "The Relationship between 'High-performance Work Practices' and Employee Attitudes: An Investigation of Additive and Interaction Effects", The International Journal of Human Resource Management, 18(4), 537-567. https://doi.org/10.1080/09585190601178745
  70. McLeod, P. L. and S. A. Lobel (1992), "The Effects of Ethnic Diversity on Idea Generation in Small Groups", Academy of Management Best Paper Proceedings, 227-231.
  71. Messersmith, J. G. and J. P. Guthrie (2010), "High Performance Work Systems in Emergent Organizations: Implications for Firm Performance", Human Resource Management, 49(2), 241-264. https://doi.org/10.1002/hrm.20342
  72. Messersmith, J. G., P. C. Patel, D. P. Lepak and J. S. Gould-Williams (2011), "Unlocking the Black Box: Exploring the Link between High-performance Work Systems and Performance", Journal of Applied Psychology, 96(6), 1105-1118. https://doi.org/10.1037/a0024710
  73. Meyer, J. P. and L. Herscovitch (2001) "Commitment in the Workplace: Toward a General Model", Human Resource Management Review, 11(3), 299-326. https://doi.org/10.1016/S1053-4822(00)00053-X
  74. Nielsen, P., P. Rasmussen, H.-H. Chiang, T.-S. Han and J.-S. Chuang (2011), "The Relationship between High-commitment HRM and Knowledge-sharing Behavior and its Mediators", International Journal of Manpower, 32(5/6), 604-622. https://doi.org/10.1108/01437721111158224
  75. Nishii, L. H. and P. Wright (2008). "Variability at Multiple Levels of Analysis: Implications for Strategic Human Resource Management". In DB Smith (Ed.), The People Make the Place (pp. 225-248). Mahwah , NJ : Erlbaum.
  76. Ott, A. R., V. C. Haun and C. Binnewies (2019), "Negative Work Reflection, Personal Resources, and Work Engagement: The Moderating Role of Perceived Organizational Support", European Journal of Work and Organizational Psychology, 28(1), 110-123. https://doi.org/10.1080/1359432X.2018.1550076
  77. Palmer, J. C., M. Komarraju, M. Z. Carter and S. J. Karau (2017), "Angel on One Shoulder: Can Perceived Organizational Support Moderate the Relationship between the Dark Triad Traits and Counterproductive Work Behavior?", Personality and Individual Differences, 110, 31-37. https://doi.org/10.1016/j.paid.2017.01.018
  78. Panaccio, A. and C. Vandenberghe (2009), "Perceived Organizational Support, Organizational Commitment and Psychological Well-being: A Longitudinal Study", Journal of Vocational Behavior, 75(2), 224-236. https://doi.org/10.1016/j.jvb.2009.06.002
  79. Pelled, L. H., K. M. Eisenhardt and K. R. Xin (1999), "Exploring the Black Box: An Analysis of Work Group Diversity, Conflict, and Performance", Administrative Science Quarterly, 44, 1-28. https://doi.org/10.2307/2667029
  80. Perkins, D. N. (1986), "Thinking Frames", Educational leadership, 43(8).
  81. Perry-Smith, J. E. (2006). Social yet creative: The Role of Social Relationships in Facilitating Individual Creativity. Academy of Management Journal, 49(1), 85-101. https://doi.org/10.5465/amj.2006.20785503
  82. Rhoades, L. and R. Eisenberger (2002), "Perceived Organizational Support: A Review of the Literature", Journal of Applied Psychology, 87(4), 698-714. https://doi.org/10.1037/0021-9010.87.4.698
  83. Ronkko, M. and E. Cho (2022). "An Updated Guideline for Assessing Discriminant Validity". Organizational Research Methods, 25(1), 6-14. https://doi.org/10.1177/1094428120968614
  84. Rosenbloom, J. S. (1996), "The Environment of Employee Benefit Plans", The Handbook of Employee Benefits, Chicago: Irwin.
  85. Scott, S. G. and R. A. Bruce (1994), "Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace", Academy of Management Journal, 37(3), 580-607. https://doi.org/10.2307/256701
  86. Shalley, C. E. and L. L. Gilson (2004), "What Leaders Need to Know: A Review of Social and Contextual Factors that Can Foster or Hinder Creativity", The Leadership Quarterly, 15(1), 33-53. https://doi.org/10.1016/j.leaqua.2003.12.004
  87. Snell, S. A. and Jr, J. W. Dean (1992). "Integrated Manufacturing and Human Resource Management: A Human Capital Perspective". Academy of Management Journal, 35(3), 467-504 https://doi.org/10.2307/256484
  88. Staufenbiel, T. and C. J. Konig (2010), "A Model for the Effects of Job Insecurity on Performance, Turnover Intention, and Absenteeism", Journal of Occupational and Organizational Psychology, 83(1), 101-117. https://doi.org/10.1348/096317908X401912
  89. Subramony, M. (2009), "A Meta-analytic Investigation of the Relationship between HRM Bundles and Firm Performance", Human Resource Management, 48(5), 745-768. https://doi.org/10.1002/hrm.20315
  90. Takeuchi, R., D. P. Lepak, H. Wang and K. Takeuchi (2007), "An Empirical Examination of the Mechanisms Mediating between High-performance Work Systems and the Performance of Japanese Organizations", Journal of Applied Psychology, 92(4), 1069-1083. https://doi.org/10.1037/0021-9010.92.4.1069
  91. Tang, G., B. Yu, F. L. Cooke and Y. Chen (2017), "High-performance Work System and Employee Creativity: The Roles of Perceived Organisational Support and Devolved Management", Personnel Review. 46(7), 1318-1334. https://doi.org/10.1108/PR-09-2016-0235
  92. Tsai, C.-F. and Y.-F. Yen (2020), "Moderating Effect of Employee Perception of Responsible Downsizing on Job Satisfaction and Innovation Commitment", The International Journal of Human Resource Management, 31(15), 1913-1937. https://doi.org/10.1080/09585192.2018.1424014
  93. Tsai, P. C.-F., Y.-F. Yen, L.-C. Huang and I.-C. Huang (2007), "A Study on Motivating Employees' Learning Commitment in the Post-downsizing Era: Job Satisfaction Perspective", Journal of World Business, 42(2), 157-169. https://doi.org/10.1016/j.jwb.2007.02.002
  94. Tucker, L. R. and C. Lewis (1973). "A Reliability Coefficient for Maximum Likelihood Factor Analysis". Psychometrika, 38(1), 1-10. https://doi.org/10.1007/BF02291170
  95. Walumbwa, F. O., R. Cropanzano and C. A. Hartnell (2009), "Organizational Justice, Voluntary Learning Behavior, and Job Performance: A Test of the Mediating Effects of Identification and Leader-member Exchange", Journal of Organizational Behavior, 30(8), 1103-1126. https://doi.org/10.1002/job.611
  96. Wang, M. and K. S. Shultz (2010), "Employee Retirement: A Review and Recommendations for Future Investigation", Journal of Management, 36(1), 172-206. https://doi.org/10.1177/0149206309347957
  97. Woodman, R. W., J. E. Sawyer and R. W. Griffin (1993), "Toward a Theory of Organizational Creativity", Academy of Management Review, 18(2), 293-321. https://doi.org/10.2307/258761
  98. Zacher, H. and G. Winter (2011), "Eldercare Demands, Strain, and Work Engagement: The Moderating Role of Perceived Organizational Support", Special Issue: Career and Work Concerns of Diverse and Understudied Workers, 79(3), 667-680. https://doi.org/10.1016/j.jvb.2011.03.020
  99. Zhang, B., F. Tang, B. Sun, Y. Niu, Z. Tang and X. Sun (2022), "High-performance Work Systems, Multiple Commitments, and Knowledge Exchange and Combination among Chinese Public Hospital Nurses", Nursing Open, 9(2), 1445-1455. https://doi.org/10.1002/nop2.921