Wei Ning

Publication Date


Document Type


Degree Name

Doctor of Philosophy in International Business Administration (Ph.D.-IB)

Committee Chair

Mayfield, Milton


Although much scholarly attention has been paid to understand how human resource systems influence employee outcomes, this line of research is largely fragmented. In this study, an integrative model highlighting how HR systems affect employee outcomes simultaneously through work engagement and organizational embeddedness is developed and tested. This model depicts that engagement and embeddedness serve as two mediators that parsimoniously explain the HR systems-employee outcome linkage. Based on two samples drawing from U.S. and China (totaling 407 subjects), subsequent statistical analysis provides strong support for the proposed model. This suggests that HR systems affect organizational outcomes through their engaging effect—enhancing task performance and their embedding effects—lowering turnover intention. More importantly, this model also highlights the differential effects of HR system components on engagement and embeddedness, implying that certain HR practices are more important in terms of employee engagement while other practices may have greater impact on embeddedness.