Research on the Relationship Between High-Commitment Work Systems and Employees' Unethical Pro-organizational Behavior: The Moderating Role of Balanced Reciprocity Beliefs.
Front Psychol. 2021; 12:776904.FP

Abstract

Based on the social exchange theory, this paper explores the indirect impact of high-commitment work systems on employees' unethical pro-organizational behavior. Through the analysis of multisource data from 139 companies (including 139 human resource managers and 966 employees), a multilevel structuring equation model is used to verify the study's hypotheses. The research results show the following findings: (1) High-commitment work systems are significantly positively related to employees' unethical pro-organizational behavior. (2) High-commitment work systems have indirect effects on the employees' unethical pro-organizational behavior through the relational psychological contract. The relational psychological contract plays a mediating role in this process. (3) Employees' balanced reciprocity beliefs significantly enhance the positive effect of relational psychological contracts on employees' unethical pro-organizational behavior. It can also positively moderate the mediating effect of high-commitment work systems that affect employees' unethical pro-organizational behavior via relational psychological contract.

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Authors+Show Affiliations

Zhang M

Economics and Management School, Nantong University, Nantong, China.

Zhao L

Business School, Nanjing University, Nanjing, China.

Chen Z

Institute for International Students, Nanjing University, Nanjing, China.

Pub Type(s)

Journal Article

Language

eng

PubMed ID

34966333

Citation

Zhang, Min, et al. "Research On the Relationship Between High-Commitment Work Systems and Employees' Unethical Pro-organizational Behavior: the Moderating Role of Balanced Reciprocity Beliefs." Frontiers in Psychology, vol. 12, 2021, p. 776904.

Zhang M, Zhao L, Chen Z. Research on the Relationship Between High-Commitment Work Systems and Employees' Unethical Pro-organizational Behavior: The Moderating Role of Balanced Reciprocity Beliefs. Front Psychol. 2021;12:776904.

Zhang, M., Zhao, L., & Chen, Z. (2021). Research on the Relationship Between High-Commitment Work Systems and Employees' Unethical Pro-organizational Behavior: The Moderating Role of Balanced Reciprocity Beliefs. Frontiers in Psychology, 12, 776904. https://doi.org/10.3389/fpsyg.2021.776904

Zhang M, Zhao L, Chen Z. Research On the Relationship Between High-Commitment Work Systems and Employees' Unethical Pro-organizational Behavior: the Moderating Role of Balanced Reciprocity Beliefs. Front Psychol. 2021;12:776904. PubMed PMID: 34966333.

* Article titles in AMA citation format should be in sentence-case

TY - JOUR T1 - Research on the Relationship Between High-Commitment Work Systems and Employees' Unethical Pro-organizational Behavior: The Moderating Role of Balanced Reciprocity Beliefs. AU - Zhang,Min, AU - Zhao,Lijing, AU - Chen,Zhihong, Y1 - 2021/12/13/ PY - 2021/09/14/received PY - 2021/11/24/accepted PY - 2021/12/30/entrez PY - 2021/12/31/pubmed PY - 2021/12/31/medline KW - balanced reciprocity KW - high-commitment work systems KW - relational psychological contract KW - social exchange KW - unethical pro-organizational behavior SP - 776904 EP - 776904 JF - Frontiers in psychology JO - Front Psychol VL - 12 N2 - Based on the social exchange theory, this paper explores the indirect impact of high-commitment work systems on employees' unethical pro-organizational behavior. Through the analysis of multisource data from 139 companies (including 139 human resource managers and 966 employees), a multilevel structuring equation model is used to verify the study's hypotheses. The research results show the following findings: (1) High-commitment work systems are significantly positively related to employees' unethical pro-organizational behavior. (2) High-commitment work systems have indirect effects on the employees' unethical pro-organizational behavior through the relational psychological contract. The relational psychological contract plays a mediating role in this process. (3) Employees' balanced reciprocity beliefs significantly enhance the positive effect of relational psychological contracts on employees' unethical pro-organizational behavior. It can also positively moderate the mediating effect of high-commitment work systems that affect employees' unethical pro-organizational behavior via relational psychological contract. SN - 1664-1078 UR - https://www.unboundmedicine.com/medline/citation/34966333/Research_on_the_Relationship_Between_High_Commitment_Work_Systems_and_Employees'_Unethical_Pro_organizational_Behavior:_The_Moderating_Role_of_Balanced_Reciprocity_Beliefs_ DB - PRIME DP - Unbound Medicine ER -

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Research on the Relationship Between High-Commitment Work Systems and Employees' Unethical Pro-organizational Behavior: The Moderating Role of Balanced Reciprocity Beliefs.Front Psychol. 2021; 12:776904.FP