The impact of high-performance work systems on proactive career behaviour: empirical evidence from China
Issued Date
2025-01-01
Resource Type
ISSN
13602381
eISSN
1743792X
Scopus ID
2-s2.0-105022788883
Journal Title
Asia Pacific Business Review
Rights Holder(s)
SCOPUS
Bibliographic Citation
Asia Pacific Business Review (2025)
Suggested Citation
Zhang J., Su M., Ding C., Zhao S. The impact of high-performance work systems on proactive career behaviour: empirical evidence from China. Asia Pacific Business Review (2025). doi:10.1080/13602381.2025.2586755 Retrieved from: https://repository.li.mahidol.ac.th/handle/123456789/113337
Title
The impact of high-performance work systems on proactive career behaviour: empirical evidence from China
Corresponding Author(s)
Other Contributor(s)
Abstract
Drawing on the proactive motivation model, this study investigates how the implementation of high-performance work systems (HPWS) influences employees’ proactive career behaviours. Using matched data from 86 supervisors and 503 employees across 67 companies in China, the cross-level regression analyses reveal the following findings: (1) There is a difference but a strong positive correlation between organization-implemented HPWS and employee-perceived HPWS; (2) Employee-perceived HPWS enhance proactive career behaviour through the mediating effect of psychological availability; (3) Supervisor mentoring behaviour moderates the positive relationship between organization-implemented HPWS and employee-perceived HPWS; and (4) Supervisor mentoring behaviour also moderates the positive relationship between employee-perceived HPWS and psychological availability.