This study focused on the relationship of employees' career growth with high-performance work systems (HPWS), how and the conditions under which HPWS enhance organizational career growth. It considered job crafting as part of the mechanism, the idea being that employees actively exploit the resources provided and demands imposed by HPWS to craft their jobs. Using a multi-level, three-wave time-lagged design with 663 employees and 67 human resource managers from 67 companies, we found that (a) organization-level HPWS were positively related to individual employees' career growth; (b) task and relational job crafting mediated the relationship; (c) the organizational innovation climate moderated the relationship between organization-level HPWS and job crafting; and (d) the moderating effect had an impact on employees' career growth through job crafting. The implications of the study for the advancement of knowledge and practice are discussed.

本研究重点关注员工职业发展与高绩效工作系统 (HPWS) 的关系，以及 HPWS 如何以及在何种条件下促进组织职业发展。它将工作重塑视为该机制的一部分，其想法是员工积极利用 HPWS 提供的资源和强加的要求来重塑他们的工作。通过对 67 家公司的 663 名员工和 67 名人力资源经理进行多层次、三波时滞设计，我们发现：(a) 组织层面的 HPWS 与员工个人的职业发展正相关；(b) 任务和相关的工作塑造调节了关系；(c) 组织创新氛围缓和了组织层面 HPWS 与工作重塑之间的关系；(d) 调节效应对员工的 通过工作重塑的职业发展。讨论了该研究对知识和实践进步的影响。