This study investigated the effect of High Performance Working System on Individual Performance. There are 2 mediators tested in this study, which are Job Engagement and Information Exchange that acts as the pathway of the relationship between HPWS and Individual Performance. This study also validates the possible moderator (Concern for Worker Climate) of the relationship between HPWS and Job Engagement and Information Exchange. There are 270 respondents in this study, which were collected from 61 teams based in 4 countries (Australia, Indonesia, Nigeria, Taiwan) in any profit organization. The respondent mainly from 20-30 years old, with 0-3 years of organizational tenure.
The results show that HPWS positively related to Job Engagement and Job Engagement also positively related to better Individual performance. HPWS also proved to positively affect Information Exchange, and Information Exchange also positively affect Individual performance. The supportive evidence also proved that Job Engagement fully mediate the relationship between HPWS and Individual Performance, and Information Exchange also fully mediate the relationship between HPWS and Individual Performance. There is no supportive evidence in this that could support the moderating effect of Concern for Worker Climate upon the relationship between HPWS with Job Engagement and Information Exchange.

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