The double‐edged sword effect of high‐performance work systems: investigating when and why high‐performance work systems promote versus inhibit employee organizational citizenship behaviors

Abstract

Drawing from self-regulation theory and self-identity orientation theory, this study examines the effects of experiencing different high-performance work systems (HPWS) on the organisational citizenship behaviours of employees. Using a sample of 271 employees in China, we found that firstly, emotional exhaustion mediated the relationship between performance-oriented/maintenanceoriented human resource (HR) systems and helping/voice. Secondly, both relational identity and collective identity moderated the relationship between performance-oriented HR systems and emotional exhaustion. Thirdly, both relational identity and collective identity moderated the indirect effect of performance-oriented HR systems on helping through emotional exhaustion. Fourthly, both relational identity and collective identity moderated the indirect effect of performanceoriented HR systems on voice through emotional exhaustion. Fifthly, individual identity moderated the relationship between emotional exhaustion and helping/voice. Finally, individual identity moderated the indirect effect of performance-oriented HR systems on helping/voice through emotional exhaustion, as well as the indirect effect of maintenance-oriented HR systems on helping/voice through emotional exhaustion. Our findings provide a balanced view of the effects of HPWS on employees' outcomes and reveal the underlying mechanisms driving these relationships.

The dark side of high-performance work systems and self-sacrificial leadership: an empirical examination

“…Agarwal, 2022; Kloutsiniotis et al. , 2021; Zhang et al. , 2023) have led to calls for a deeper understanding of the complexities in achieving HR systems' intended purpose (Guest, 2017; Hauff et al.…”

“…Broadly defined jobs give employees increased discretion but also impose additional responsibilities for one's decision-making results that enhance the workload and stress level (Ogbonnaya and Messermith, 2019). In sum, these performance-enhancing HR practices act as a stressor that demands employees' sustained efforts and thus increases their strain (Wang et al, 2021;Zhang et al, 2023).…”

“…However, concerns over the potentially harmful effects of HPWS on employees (e.g. Agarwal, 2022;Kloutsiniotis et al, 2021;Zhang et al, 2023) have led to calls for a deeper understanding of the complexities in achieving HR systems' intended purpose (Guest, 2017;Hauff et al, 2022;Wang et al, 2021). This conflicting outcomes perspective (Ogbonnaya and Messermith, 2019) argues that HPWS achieve organizational performance at the expense of employee well-being by placing them under severe physical and psychological strains (e.g.…”

“…In sum, these performance-enhancing HR practices act as a stressor that demands employees' sustained efforts and thus increases their strain (Wang et al. , 2021; Zhang et al. , 2023).…”

High-Performance Work Systems and Coping Strategies in Regulating Burnout and Safety Workarounds in the Healthcare Sector

“… Zhang et al (2022) analyzed the impact of undergoing several HPWS on the organizational citizenship behaviors of workers. The self-regulation and self-identity orientation theories were both used as theoretical foundations for this investigation.…”