The double-edged sword effect of high-performance work systems: investigating when and why high-performance work systems promote versus inhibit employee organizational citizenship behaviors

IF 3.9 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR Asia Pacific Journal of Human Resources Pub Date : 2022-05-02 DOI:10.1111/1744-7941.12326

Guanglei Zhang, Kun Peng, Silu Chen

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引用次数: 2

Abstract

Drawing from self-regulation theory and self-identity orientation theory, this study examines the effects of experiencing different high-performance work systems (HPWS) on the organisational citizenship behaviours of employees. Using a sample of 271 employees in China, we found that firstly, emotional exhaustion mediated the relationship between performance-oriented/maintenance-oriented human resource (HR) systems and helping/voice. Secondly, both relational identity and collective identity moderated the relationship between performance-oriented HR systems and emotional exhaustion. Thirdly, both relational identity and collective identity moderated the indirect effect of performance-oriented HR systems on helping through emotional exhaustion. Fourthly, both relational identity and collective identity moderated the indirect effect of performance-oriented HR systems on voice through emotional exhaustion. Fifthly, individual identity moderated the relationship between emotional exhaustion and helping/voice. Finally, individual identity moderated the indirect effect of performance-oriented HR systems on helping/voice through emotional exhaustion, as well as the indirect effect of maintenance-oriented HR systems on helping/voice through emotional exhaustion. Our findings provide a balanced view of the effects of HPWS on employees’ outcomes and reveal the underlying mechanisms driving these relationships.

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高绩效工作系统的双刃剑效应：研究高绩效工作制度何时以及为什么促进和抑制员工的组织公民行为

本研究借鉴自我调节理论和自我认同取向理论，考察了体验不同的高绩效工作系统（HPWS）对员工组织公民行为的影响。通过对271名中国员工的抽样调查，我们发现，首先，情绪衰竭在绩效导向/维护导向的人力资源系统与帮助/话语之间起着中介作用。其次，关系认同和集体认同都调节了绩效导向型人力资源系统与情绪衰竭之间的关系。第三，关系认同和集体认同都调节了绩效导向的人力资源系统对情绪衰竭帮助的间接影响。第四，关系认同和集体认同都通过情绪衰竭调节了绩效导向的人力资源系统对声音的间接影响。第五，个体身份调节了情绪衰竭与帮助/声音之间的关系。最后，个体身份调节了绩效导向型人力资源系统通过情绪衰竭对帮助/发声的间接影响，以及维护导向型人力系统通过情绪耗竭对帮助/说话的间接影响。我们的研究结果对HPWS对员工结果的影响提供了一个平衡的观点，并揭示了驱动这些关系的潜在机制。

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来源期刊

Asia Pacific Journal of Human Resources Multiple-

CiteScore

7.20

自引率

9.40%

发文量

期刊介绍： The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.