Abstract:

The aim of this study is to examine the relationship between perceived high involvement work systems and job performance. It is also aimed to investigate the moderator role of perceived supervisor support on this relationship. The data of the study was collected from 428 white collar employees who are working for profit organizations. According to the results of hierarchical regression analysis, it is found that perceived high involvement work sytems are positively related to job performance. It is also found that perceived supervisor support is positively related to job performance. It is revealed that perceived supervisor support moderates the relationship between perceived high involvement work systems and job performance. This finding means that this relationship is stronger for employees with higher perceived supervisor support compared to employees with lower perceived supervisor support

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