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This study explored perceived organisational support (POS) mediation and the role of organisational tenure moderation in the relationship between the perceived strengths-based human resource (HR) system and organisational citizenship behaviour (OCB). We collected data from 216 Chinese employees in different industries (e.g., manufacturing, energy and finance) in three waves with a time lag of two weeks (50.5% = female; mean age = 33 years; SD = 6). The results of the moderated mediation path analysis showed that POS partially positively mediates the relationship between the perceived strengths-based HR system and OCB. In addition, organisational tenure negatively moderated the direct relationship between the perceived strengths-based HR system and POS. The indirect relationship between the perceived strengthsbased HR system and OCB via POS was weaker when organisational tenure was high. This study identified mechanisms between the perceived strengths-based HR system and OCB and provides managers with valuable strategies for maximising employee OCB.

Strengths-based human resource system and organisational citizenship behaviour: Mediation by organisational support and moderation by tenure