@article { , title = {High-commitment HRM, organizational engagement, and deviant workplace behaviors: The moderating role of person-organization fit}, abstract = {This study examines the relationship between perceptions of high-commitment HRM, person-organization (P-O) fit, organizational engagement, and deviant workplace behaviors. Drawing on social exchange theory (SET) and P-O fit theory, a mediated moderation model is proposed in which P-O fit moderates the relationship between high-commitment HRM and organizational engagement, which, in turn, relates to deviant behaviors. Using two multilevel multisource datasets, from a shipping management company (Study 1) and an international seaport (Study 2), the results of generalized multilevel structural equation modeling (GSEM) revealed that the relationship between high-commitment HRM and deviant behaviors was mediated by organizational engagement. Furthermore, a significant indirect relationship was found from high-commitment HRM perceptions to deviant behaviors through organizational engagement for low, but not for high, P-O fit. Theoretical and practical implications are discussed.}, doi = {10.1111/emre.12542}, eissn = {1740-4762}, issn = {1740-4754}, issue = {3}, journal = {European Management Review}, note = {Need to add volume, issue, pagination.}, pages = {410-424}, publicationstatus = {Published}, publisher = {Wiley}, url = {https://nottingham-repository.worktribe.com/output/10635787}, volume = {20}, keyword = {RESEARCH ARTICLE, RESEARCH ARTICLES, deviant workplace behaviors, high‐commitment HRM, organizational engagement, person‐organization fit, social exchange theory, value congruence}, year = {2023}, author = {Mostafa, Ahmed Mohammed Sayed and Boon, Corine and Abouarghoub, Wessam and Cai, Ziming} }