高绩效工作系统、心理契约违背与反生产行为之间的关系研究:一个被调节的中介模型

摘要

Counterproductive work behavior (CWB) is defined as volitional employee behavior intended to harm the organization and its members.CWB has become a fast-growing research topic on management.CWB can be directed at the organization (CWB-O) or specific persons (CWB-P),and pose threats to effective organizational functioning.Therefore,the relevant issues of how to reduce employee's counterproductive work behavior have been carefully studied by scholars and practitioners in recent years.To decrease this kind of deviant behavior,we introduce high-performance work systems (HPWS),which is defined as a set of practices that are typically comprised of comprehensive recruitment and selection,incentive-based compensation,performance management,extensive employee involvement,and detailed training initiatives.Based on social exchange theory,we explore the effect of high-performance work systems on counterproductive work behavior by examining the mediating effect of psychological contract violation,and further hypothesize moderated-mediation relationships relating the interaction of psychological contract violation and moral identity to CWB.The results revealed six major findings based on the survey data.First,high performance work system is negatively related to counterproductive work behavior and psychological contract violation.Second,psychological contract violation is positively related to counterproductive work behavior.Third,psychological contract violation mediates the relationship between high performance work system and counterproductive work behavior.Specifically,high performance work system can reduce counterproductive work behavior by reducing psychological contract violation.Fourth,moral identity is negatively related to counterproductive work behavior.Fifth,moral identity negatively moderates the relationship between psychological contract violation and CWB-O,and it has effect in moderating the indirect effect of high performance work system on counterproductive work behavior mediated by psychological contract violation.Sixth,moral identity doesn't moderate the relationship between psychological contract violation and CWB-P,and it has no effect in moderating the indirect effect of high performance work system on counterproductive work behavior mediated by psychological contract violation either.This study has theoretical and practical implications.This is the first theoretical research to examine the relationship between high-performance work systems and counterproductive work behavior through a unique integration of social exchange theory and discrepancy model of psychological contract violations.Research on high-performance work systems primarily focuses on connotations and its impact on organizational performance,and ignores its impact on individual level,especially individual negative behavior.This study includes employee's counterproductive work behavior in models,and analyzes the mediating role of psychological contract violation in the relation between high-performance work systems and counterproductive work behavior.The study further explores the contingency effect of employee moral identity on employee behaviors.Practically,the paper can shed new light on the effect of high-performance work systems and employee's moral identity on counterproductive work behavior.Our findings are helpful in promoting high-performance work systems,and recruiting employees with high moral identity.In view of this,this study explores not only the relationship between high-performance work systems,and counterproductive work behavior,but also the role of psychological contract violation in the process.Meanwhile,the paper introduces the factor of employee moral identity in order to reduce counterproductive work behavior.%近年来,反生产行为作为组织中普遍存在的一种消极行为,日益受到企业界和学术界的关注.鉴于其对组织造成的负面影响,本研究从员工所接触到的一系列人力资源管理实践及员工的心理契约出发,基于社会交换理论,采用问卷调查的方式对高绩效工作系统与员工反生产行为之间的关系进行了深入研究,探讨了心理契约违背在二者之间的中介作用,并进一步探究了个体的道德认同在此过程中的调节作用.研究结果表明,心理契约违背在高绩效工作系统与反生产行为之间起中介作用,高绩效工作系统通过减少员工的心理契约违背继而减少员工的反生产行为,道德认同负向调节了心理契约违背与组织指向的反生产行为之间的关系,并在整个模型中起调节作用.研究没有发现道德认同在心理契约违背与人际指向的反生产行为之间起调节作用.