Research on the Relationship Between High-Commitment Work Systems and Employees' Unethical Pro-organizational Behavior: The Moderating Role of Balanced Reciprocity Beliefs

• Published in: Frontiers in psychology Vol. 12; p. 776904
• Main Authors: Zhang, Min, Zhao, Lijing, Chen, Zhihong
• Format: Journal Article
• Language: English
• Published: Switzerland Frontiers Media S.A 13-12-2021
• Subjects: balanced reciprocity; high-commitment work systems; Psychology; relational psychological contract; social exchange; unethical pro-organizational behavior; balanced reciprocity; social exchange; unethical pro-organizational behavior; high-commitment work systems; relational psychological contract
• ISSN: 1664-1078; 1664-1078
• DOI: 10.3389/fpsyg.2021.776904

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
relational psychological contract.