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Linking high-performance work systems to work engagement: exploring the mediating role of perceived internal marketability

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  • Xiong, Xue-Yuan

Abstract

The uncertainty and insecurity generated by COVID-19 has greatly reshaped work styles, bringing employees more strain and less engagement and subsequently making human resource management (HRM) more challenging. There has been a growing interest in employee work engagement in the field of HRM. This study utilized positive psychology and the job demands-resources model to explore the mediating mechanism between high-performance work systems (HPWS) and employee work engagement. Based on survey data from 71 senior HR managers and 288 employees of 71 China's manufacturing state-owned enterprises, multilevel structural equation modeling shows that HPWS is positively related to work engagement. Employee-perceived internal marketability fully mediates the relationship between HPWS and work engagement. The key result of this paper is that employee-perceived internal marketability is seen as a core personal psychological resource that can be developed through HPWS to benefit both employers and employees.

Suggested Citation

  • Xiong, Xue-Yuan, 2025. "Linking high-performance work systems to work engagement: exploring the mediating role of perceived internal marketability," Journal of Management & Organization, Cambridge University Press, vol. 31(4), pages 1755-1767, July.
    • Handle: RePEc:cup:jomorg:v:31:y:2025:i:4:p:1755-1767_8
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