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Although the study about HPWP is rapidly growing, there are very few empirical studies about the relationship between HPWP and employees' attitudes. Also, the study of antecedent variables affect on job satisfaction like POS(based on social exchange theory) and self efficacy(based on important dispositional antecedent of job satisfaction) is rare. This study examines the relationship between multi-level variables, which are organizational level(HPWPs : staffing, training, performance-contingent compensation), individual level(POS, self efficacy), and job satisfaction. Company HR data were collected from 232 companies, and 9060 individual employees. Several important results have been observed. First, there are some evidence that HPWPs differently affect on individual job satisfaction in each firm. Second, Staffing and Training of HPWPs are positively significant affect on the job satisfaction, but performance-contingent compensation is not. Third, only self efficacy of individual variables positively affects on job satisfaction. Finally, it is necessary to include additional variable for this model in order to account for variance of the job satisfaction. Implications of the results are included.
