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High‐commitment HRM, organizational engagement, and deviant workplace behaviors: The moderating role of person‐organization fit
Author(s) -
Mostafa Ahmed Mohammed Sayed,
Boon Corine,
Abouarghoub Wessam,
Cai Ziming
Publication year - 2023
Publication title -
european management review
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.784
H-Index - 32
eISSN - 1740-4762
pISSN - 1740-4754
DOI - 10.1111/emre.12542
Subject(s) - moderation , psychology , multilevel model , organizational commitment , structural equation modeling , perceived organizational support , social psychology , social exchange theory , perception , work engagement , organizational citizenship behavior , set (abstract data type) , organizational behavior , moderated mediation , work (physics) , mechanical engineering , statistics , mathematics , machine learning , neuroscience , computer science , engineering , programming language
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.