Understanding affective commitment through high-performance work systems of line managers in garment retail industry, China
List of Authors
  • Hu Shi

Keyword
  • High-performance Work Systems (HPWS), Perceived Organizational Support (POS), Affective Commitment, Social Exchange Theory (SET), Line Managers, O2O Garment Retail Industry

Abstract
  • Chinese retail industry is one of the vital industries, which is related with consumption, employment and GDP growth. However, Chinese retail industry also faces a big challenge-high turnover rate. High turnover rate in Chinese retail industry has a bad effect on the industry development and profits. By adopting Social Exchange Theory (SET), this study plans to test the effect of three dimensions of high-performance work systems (HPWS) on the affective commitment of line managers mediated by perceived organizational support (POS) in Chinese garment retail industry. The targeted respondents are line managers in O2O garment retail industry in China. Three dimensions of high-performance work systems (HPWS) are identified which are training and development, performance management and reward and communication and involvement to predict affective commitment mediated by perceived organizational support. 131 line managers answered the questionnaires. Moreover, PLS-SEM model by Smart PLS 3.20 version is applied for hypothesis test. At last communication and involvement is the most important factor to help line managers to gain perceived organizational support in Chinese O2O garment industry. Moreover, perceived organizational support is positively significantly related with affective commitment of line managers in Chinese O2O garment industry. This study gives new insights for building line managers affective commitment in garment retail industry.

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