High-performance work systems, organizational identification, trust in leader, perceived organizational support and healthcare professionals' turnover intention.

PURPOSE Drawing on social exchange theory (SET) and social identity theory (SIT), this study investigates how the high-performance work systems (HPWS)-turnover intention () link is mediated by organizational identification (OID) and moderated by trust in leader (TIL) and perceived organizational support (POS). DESIGN/METHODOLOGY/APPROACH A two-wave time-lagged survey research was conducted on healthcare professionals in Nigeria, comprising medical doctors, nurses and midwives, and 387 valid responses were received. FINDINGS The results indicated that HPWS significantly and negatively predicted TI and significantly and positively predicted OID. In turn, OID significantly and negatively predicted TI. OID partially mediated the relationship between HPWS and TI. While the moderating effect of TIL on the relationship between HPWS and OID was not significant, POS was found to significantly strengthen the negative relationship between OID and TI. ORIGINALITY/VALUE Despite a considerable body of research on the outcomes of HPWS, its underlying mechanisms and boundary conditions remain elusive. This study therefore offers valuable theoretical contributions to advancing the literature on how and when HPWS influence employee outcomes.

• Publication year

  2025

• Venue

  Journal of health organization and management

• Publication date

  2025-10-31

• Fields of study

  Medicine, Business, Psychology

• Identifiers
  DOI 10.1108/JHOM-06-2025-0366PMID 41171870
• External record

  Open on Semantic Scholar

• Source metadata

  Semantic Scholar, PubMed

• No claims are published for this paper.

• No concepts are published for this paper.

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