Job Rotation and High-Performance Work Systems on Employee Performance: The Roles of Psychological Empowerment and Affective Commitment (Evidence from Pakistan International Airlines)

Abstract

This study investigates the impact of job rotation and high-performance work systems (HPWS) on employee performance in Pakistan International Airlines (PIA), a state-owned enterprise facing chronic inefficiencies and declining morale. Drawing on an integrated theoretical framework combining Job Characteristics Theory, Self-Determination Theory, Social Exchange Theory, and Organizational Commitment Theory, the research examines psychological empowerment as a mediator and affective commitment as a moderator. Data were collected from 300 employees using a cross-sectional survey and analyzed with Partial Least Squares Structural Equation Modeling (PLS-SEM). Results reveal that both job rotation (β = 0.28, p < 0.001) and HPWS (β = 0.41, p < 0.001) positively and significantly influence employee performance, with HPWS exhibiting the stronger direct effect. Psychological empowerment partially mediates these relationships (indirect effects: 0.13 for job rotation and 0.18 for HPWS), indicating that enriched job design and integrated HR practices enhance intrinsic motivation, autonomy, competence, and perceived impact, which in turn drive performance. Affective commitment significantly moderates both paths (interaction terms: β = 0.11, p = 0.021 for job rotation; β = 0.14, p = 0.009 for HPWS), amplifying effects among employees with higher emotional attachment. The model demonstrates good fit (CFI = 0.94, RMSEA = 0.052, SRMR = 0.046) and strong predictive relevance. Findings underscore the necessity of a multidimensional HRM approach in public-sector aviation combining structural HR practices with psychological empowerment and affective commitment to achieve sustainable performance improvement in challenging institutional contexts.

Keywords: Job rotation, High-performance work systems, psychological empowerment, Affective commitment, Employee performance, Pakistan International Airlines