Final answer:
Empowerment does not directly support performance-reward linkage among the principles of a high-performance work system. It focuses on granting employees greater autonomy to boost performance but does not define how those performances are rewarded.
Step-by-step explanation:
Empowerment does not support performance-reward linkage as a principle of a high-performance work system. Empowerment in a workplace context involves giving employees more responsibility and decision-making power, which can foster a sense of ownership and drive performance. A high-performance work system includes several key principles that work in tandem to increase productivity and employee satisfaction. These principles typically include shared information, where transparency helps in aligning goals and expectations; knowledge development, which relates to training and learning opportunities for employees; egalitarianism, which is about promoting equality and reducing hierarchies; and performance-reward linkage, which ties rewards directly to performance outcomes.
However, while empowerment can help achieve higher performance by motivating employees and encouraging innovation, it does not inherently tie performance to rewards. Empowerment encourages a self-driven performance culture, but it does not specify the structure of rewards, which can come in various forms and not necessarily be directly linked to specific performance metrics. Therefore, performance-reward linkage, which is expressly about connecting rewards to specific performance achievements, is not a core element directly supported by the concept of empowerment.