A Multilevel Examination of High-Performance Work Systems and Organizational Citizenship Behavior: A Social Exchange Theory Perspective
Hong-Ying Li 1 2 * , Gui-Lan Yu 1
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1 Jilin University, CHINA
2 Jilin University of Finance and Economics, CHINA
* Corresponding Author

Abstract

Drawing on social exchange theory, this study investigated the cross-level influence of high-performance work systems on organizational citizenship behavior, and verified the mediating role of psychological contract and the moderating effect of Chinese traditionality. With a sample of 51 enterprises and 1015 employees, results from cross-level analyses indicated that: (1) High-performance work systems had a significant positive impact on employees’ organizational citizenship behavior. (2) High-performance work systems enhanced organizational citizenship behavior through the improvement of relational psychological contract and balanced psychological contract, at the same time, the high-performance work system could improve the organizational citizenship behavior by reducing transactional psychological contract. (3) Balanced psychological contract and relational psychological contract had a significant positive impact on organizational citizenship behavior, and the relationship with employee’s organizational citizenship behavior was stronger for the balanced psychological contract, while transactional psychological contract had a significant negative impact on organizational citizenship behavior. (4) Chinese traditionality moderated the relationship between psychological contracts and employees’ organizational citizenship behavior.

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This is an open access article distributed under the Creative Commons Attribution License which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.

Article Type: Research Article

https://doi.org/10.12973/eurasia.2017.01032a

EURASIA J Math Sci Tech Ed, 2017 - Volume 13 Issue 8, pp. 5821-5835

Publication date: 23 Aug 2017

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