Our study of a northern China sample of CEOs, middle managers and frontline employees matched across 114 firms investigates the relationship between a high commitment work system and firm performance from an organizational perspective by considering the mediating role of collective psychological capital (PsyCap) and the moderating role of environmental uncertainty. The effect of a high commitment work system on firm performance was fully mediated by collective PsyCap, while environmental uncertainty moderated the effect of collective PsyCap on firm performance such that firm performance was stronger when environmental uncertainty was higher. We contribute to the developing body of work using collective PsyCap as a mediator for the high commitment work system–performance relationship at the organizational level. Our selection of environmental uncertainty as a moderator responds to the call for research on potential moderators and more consideration of context. We discuss our study's managerial implications and limitations.

Presenteeism has mainly been discussed in terms of its negative effects on both individuals and organizations. By conducting two studies, we posit that presenteeism is an active, problem-focused coping strategy that health-impaired employees use to endure difficult times, and that the process is attenuated by workplace ostracism. In Study 1, we adopt a resource-based view of stress, identify the effects of two kinds of pain (i.e., physical pain and social pain) on presenteeism, and explore the positive implications of presenteeism by sampling 60 full-time employees over 10 consecutive workdays. We find that episodic physical pain is positively related to presenteeism and ultimately drives job crafting at the daily level. Furthermore, workplace ostracism significantly weakens the daily relationship among episodic physical pain, presenteeism, and job crafting. Grounded in these findings, Study 2 is designed to explore the mechanisms through which ostracism moderates the relationship between physical pain and presenteeism. A two-wave dataset from 187 employees reveals that ostracism reduces self-esteem and then weakens the positive link between physical pain and presenteeism. In summary, we provide preliminary evidence that presenteeism may play a positive role in dealing with physical pain, and that social pain (i.e., ostracism) tends to weaken this positive role by reducing employee's selfesteem.