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High-commitment HRM, organizational engagement, and deviant workplace behaviors: The moderating role of person-organization fit

Mostafa, Ahmed Mohammed Sayed; Boon, Corine; Abouarghoub, Wessam; Cai, Ziming

Authors

Ahmed Mohammed Sayed Mostafa

Corine Boon

Wessam Abouarghoub

ZIMING CAI Ziming.Cai@nottingham.ac.uk
Assistant Professor



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.

Citation

Mostafa, A. M. S., Boon, C., Abouarghoub, W., & Cai, Z. (2022). High-commitment HRM, organizational engagement, and deviant workplace behaviors: The moderating role of person-organization fit. European Management Review, https://doi.org/10.1111/emre.12542

Journal Article Type Article
Acceptance Date Aug 6, 2022
Online Publication Date Aug 30, 2022
Publication Date Aug 30, 2022
Deposit Date Sep 1, 2022
Publicly Available Date Sep 2, 2022
Journal European Management Review
Print ISSN 1740-4754
Electronic ISSN 1740-4762
Publisher Wiley
Peer Reviewed Peer Reviewed
DOI https://doi.org/10.1111/emre.12542
Keywords RESEARCH ARTICLE, RESEARCH ARTICLES, deviant workplace behaviors, high?commitment HRM, organizational engagement, person?organization fit, social exchange theory, value congruence
Public URL https://nottingham-repository.worktribe.com/output/10635787
Publisher URL https://onlinelibrary.wiley.com/doi/10.1111/emre.12542

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