The Relationship between HRM Practices and Organizational Performance in the Public Sector: Focusing on Mediating Roles of Work Attitudes

Using the 2011 Federal Employee Viewpoint Survey (FEVS), this study analyzes HRM practices based on high-performance work systems (HPWS) in federal-level public sector organizations, and the effects on employees' work attitudes and organizational performance. The authors argue that HRM practices contribute to increased organizational commitment, organizational citizenship behavior, and job involvement, and that these work attitudes are positively related to organizational performance. Evidence is presented to suggest that work attitudes mediate relationships between HRM practices and organizational performance, with certain HRM practices being associated with improved work attitudes. Implications for future research are also discussed.