Perceived HRM practices and organizational citizenship behaviours: a case study of a Chinese high-tech organization

Abstract

PurposeThe purpose of this case study is to test a moderated mediation model linking employees' perceived HRM practices to organizational citizenship behaviours (OCB) with perceived insider status as the mediator and emotional exhaustion as the moderator in a Chinese high-tech organization.Design/methodology/approachA sample of 417 Chinese employees were recruited from a large Chinese high-tech company to participate in a paper-and-pencil survey, and mediation and moderation were analysed using PROCESS macro for SPSS.FindingsPerceived insider status partially mediates the relationship between perceived HRM practices and OCB, and emotional exhaustion moderates the relationship between perceived insider status and OCB such that the strength of the relationship is stronger in employees with low emotional exhaustion levels than in employees with high emotional exhaustion levels.Practical implicationsThere is a need for organizations to promote the physical and psychological well-being of its employees in order to maximize the effectiveness of HRM practices.Originality/valueThis case study provides novel insights into how employees' perceived HRM practices elicit OCB and its boundary conditions in collectivistic cultures.

Enhancing organizational citizenship behaviour: role of collectivism in soft total quality management

“…By combining SET and SCT, a research model for validating workplace behaviour can be thoroughly established. As suggested by Huang and He (2021) and Uddin et al (2019), cognitive psychological resources could improve the formation of behaviours, which should be considered in the current management science study. This study is the first attempt to investigate the integration of SET-SCT in STQM, SET and OCB studies (see Table 1).…”

“…However, shortage of skilled workers or appropriate talents to meet the demand for industrial reform and smart manufacturing transformation (Sani et al ., 2022; China Daily, 2022), which mandates the adoption of suitable management practices to cultivate employees' positive behaviour and openness to change. Soft total quality management practices (STQM) have taken on greater pertinence in developing employee behaviour and competencies to adapt to market changes (Prajogo and Cooper, 2017; Huang and He, 2021; Lee et al ., 2012). STQM practices are believed to be a highly effective system for promoting high-performing work practices among employees, thereby encouraging manufacturing plants to identify their strategic capabilities and organizational goals in the new digital globalization era (Fundin et al ., 2020).…”

“…STQM practices are centred on the behavioural attributes that correlate with organizational citizenship behaviour (OCB). Employee work attitudes are largely dependent on implementing human resource management (HRM) (Huang and He, 2021) that fosters voluntary behaviour among employees to sustainably improve the organization’s performance. This voluntary behaviour should be nurtured by employees to increase productivity, effectiveness and cost efficiency and support the overall development of the organization (Mousa et al ., 2020).…”

“…A recent study (i.e. Huang and He, 2021) on HRM on OCB that used SET neglected the importance of SCT in fostering OCB development.…”

Building a caring workplace: how managerial caring and perceived insider status shape subjective employee well-being

“…Additionally, Huang and He (2021) discovered that PIS plays a crucial role in the link between HR practices and organizational citizenship behavior. PIS helps employees feel as though they are valued members of their organization, which encourages them to engage in organizational citizenship behavior and maintain a positive relationship with their employer.…”