A serial mediation model of high-performance work systems: Does intrinsic religiosity matter?

Abstract

A novel moderated serial mediation model of high-performance work systems (HPWS) is developed and tested with data gathered from hotel employees via a time lag of two months. Our model is derived from the ability-motivation-opportunity theoretical framework, job demands-resources, social information processing, and conservation of resources theories. All the hypotheses were supported, and the model we proposed was viable. The results suggested that green work engagement (GWENG) was a mediator between HPWS and green voice behavior (GVB). Thriving at work (TAW) mediated the impacts of HPWS on GVB. GWENG and TAW serially mediated the effects of HPWS on GVB. More importantly, intrinsic religiosity strengthened the effects of HPWS on GWENG, while it moderated the indirect effects of HPWS on GVB via GWENG and TAW. The aforesaid results enhance the hospitality literature and ensure useful implications for business practice.

Keywords Green voice behavior, Green work engagement, High-performance work systems, Hotel employees, Intrinsic religiosity, Thriving at work.