The impact of high-commitment work systems on organizational identification

This paper investigates the impact of a high-commitment work system on Chinese employees' organizational identification. It constructed a theoretical model with perceived insider status as a mediator and a climate for inclusion as a moderator, which was then empirically tested. In this study, an empirical examination was conducted using a sample of in-service employees from 13 companies within China. A quantitative research methodology was employed through a questionnaire survey, and a total of 750 valid sample data points were collected for hypothesis testing using data analysis. The research results indicate that (1) high-commitment work system positively influences employees' organizational identification; (2) high-commitment work system has a positive impact on employees' perceived insider status; (3) employees' perceived insider status positively affects their organizational identification; (4) perceived insider status partially mediates the impact of a high-commitment work system on organizational identification; (5) climate of inclusivity can augment the positive influence of a high-commitment work system on organizational identification. (6) climate of inclusivity can also enhance the positive impact of perceived insider status on organizational identification. High-commitment work systems not only have a direct positive impact on employees' organizational identification but can also indirectly enhance it by elevating employees' internalized identity levels. In addition, an inclusive environment can enhance the positive impact of both high-commitment work systems and internalized identity on organizational identification individually. The findings can broaden empirical research in the context of Chinese culture, facilitating a better understanding of the relationship between high-commitment work systems and organizational identification. It extends empirical research on both aspects within the Chinese context. Moreover, optimizing work design and fostering an inclusive team atmosphere can elevate employees' identification with the organization, offering more insights to business leaders.