PurposeBased on social information processing (SIP) theory, this study explores the cross-level effect of high-involvement work practices (HIWPs) on employee innovative behavior by studying the mediating role of self-reflection/rumination and the moderating role of transactive memory system (TMS).Design/methodology/approachThis study collects data from 452 employees and their direct supervisors in 94 work units, and tests a cross-level moderated mediation model using multilevel path analysis.FindingsThe results suggest that HIWPs significantly contribute to employee innovative behavior. Both self-reflection and self-rumination mediate the above relationship. TMS not only positively moderates the relationship between HIWPs and self-reflection, but also reinforces the linkage of HIWPs. →self-reflection→employee innovative behavior. Furthermore, TMS negatively moderates the relationship between HIWPs and self-rumination, and attenuates the mediating effect of self-rumination.Practical implicationsThe study suggests that enterprises should invest more in promoting HIWPs and TMS in the workplace. Furthermore, managers should provide employees training programs to enhance their self-reflection, as well as lower self-rumination, in order to facilitate employee innovative behavior.Originality/valueThis research identifies self-reflection and self-rumination as key mediators that link HIWPs to employee innovative behavior and reveals the moderating role of TMS in the process.

Green human resource management (GHRM), a set of HRM practices targeted at environmental goals, has been proposed as the key to achieving organisational sustainable development. However, the mechanisms through which GHRM influences employee green behaviour are not yet well understood. Drawing on conservation of resources theory, this study presents an integrated model revealing the mixed effects of GHRM on employees' voluntary workplace green behaviour (VWGB). Path analysis based on two studies undertaken in China largely supported our hypotheses. Specifically, GHRM was found to positively influence employees' VWGB through environmental commitment, while simultaneously decreasing their VWGB through emotional exhaustion. Meanwhile, supervisory support for environmental behaviour mitigated the impact of GHRM on emotional exhaustion as well as the relationship between GHRM and employee VWGB via emotional exhaustion. This study contributes to the GHRM literature in particular and organisational environmental management literature in general.

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Drawing on social cognitive theory, this paper examines whether self-reflection mediates the association between workplace ostracism and team members' creativity, and whether this mediating effect is moderated by high-involvement work practices (HIWPs). We construct and test a cross-level model using multilevel path analysis to analyse data collected from 81 teams (a total of 393 members) in China. The results show that workplace ostracism negatively influences team members' reflection but positively influences rumination, which in turn affects individual creativity. Furthermore, HIWPs negatively moderate the effects of workplace ostracism on self-reflection, and moderate the linkages among workplace ostracism, reflection/rumination and team members' creativity. Finally, theoretical and practical implications of these findings are discussed.