The Impact of high-performance work system perceived by medical staff on job satisfaction: the mediating role of self-efficacy

ABSTRACT

As the mainstay of healthcare, the job satisfaction of medical staff deserves attention. This study aimed to explore the correlation between the perception of the high-performance work system (P-HPWS) and job satisfaction of medical staff in public hospitals and to further investigate the mediating effect of self-efficacy. From November 2019 to January 2020, a cross-sectional survey on working doctors and nurses was conducted in five tertiary public hospitals in China. A total of 520 participants were surveyed. The P-HPWS, job satisfaction, and self-efficacy were assessed using the 25-item self-administered scale, six-item job satisfaction questionnaire, and the General Self-Efficacy Scale, respectively. Linear regression and mediation effects models were used to identify the associations between primary variables. The results showed a significant positive correlation between P-HPWS and job satisfaction (P < 0.01), while self-efficacy played a mediating role between P-HPWS and job satisfaction. This finding reveals the benefits of improving employees’ P-HPWS and self-efficacy on their job satisfaction, and that hospitals can improve their management systems by implementing and refining HPWS.

KEYWORDS:

• Job satisfaction
• high-performance work system
• self-efficacy
• mediation effect

Disclosure statement

No potential conflict of interest was reported by the authors.

Abbreviations

P-HPWS: Perceived High-performance Work System;

GSES: General Self-Efficacy Scale

Author statement

No conflict of interest exits in the submission of this manuscript, and manuscript is approved by all authors for publication. I would like to declare on behalf of my co-authors that the work described was original research that has not been published previously, and not under consideration for publication elsewhere, in whole or in part. All the authors listed have approved the manuscript that is enclosed.

Additional information

Funding

This work was supported by Lanzhou City Philosophy and Social Science Project [22-B48]; Natural Science Foundation of Gansu Province [22JR5RA498]; National Natural Science Foundation of China [72274087]; and the Action Plan for Innovation and Entrepreneurship of School of Public Health, Lanzhou University: The Relationship between Career Growth, Career Identity and Turnover Intention of Medical Staff in Socially Run Hospitals in Lanzhou City.