Hostname: page-component-cd9895bd7-jkksz Total loading time: 0 Render date: 2024-12-25T16:31:27.526Z Has data issue: false hasContentIssue false

The more the better? How and when can high-performance work systems fuel the proactive fire

Published online by Cambridge University Press:  28 October 2022

Chiou-Shiu Lin
Affiliation:
Business School, Xiangtan University, Xiangtan 411105, China
Ran Xiao
Affiliation:
Business School, Xiangtan University, Xiangtan 411105, China School of Labor and Human Resources, Renmin University of China, Beijing 100872, China
Pei-Chi Huang*
Affiliation:
College of Management, National University of Kaohsiung, Kaohsiung 81148, Taiwan
Liang-Chih Huang
Affiliation:
Department of Labor Relations, National Chung Cheng University, Chia-Yi County 62102, Taiwan
Ming Jin
Affiliation:
Business School, Xiangtan University, Xiangtan 411105, China Economics and Management School, Wuhan University, Wuhan 430072, China
*
Author for correspondence: Pei-Chi Huang, E-mail: peichihuang21@gmail.com

Abstract

Drawing on the job demands-resources model and conservation of resources theory, this study investigates how and when the high-performance work systems (HPWS) influence proactive workforce. Using the data obtained from 204 supervisor-employee dyads in China, we developed and tested a moderated mediation model in which leader-member exchange (LMX) moderates the positive relationship between HPWS and proactive behavior via work engagement. Our results demonstrated that the association between HPWS and proactivity was fully mediated by work engagement. We also found that the indirect effect of HPWS on proactivity was significantly weaker among employees with high-quality LMX. Theoretical and practical implications, as well as directions for future research, are then discussed.

Type
Research Article
Copyright
Copyright © The Author(s), 2022. Published by Cambridge University Press in association with the Australian and New Zealand Academy of Management

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Agarwal, U. A., Datta, S., Blake-Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions. Career Development International, 17(3), 208230.CrossRefGoogle Scholar
Agarwal, P., & Farndale, E. (2017). High-performance work systems and creativity implementation: The role of psychological capital and psychological safety. Human Resource Management Journal, 27(3), 440458.CrossRefGoogle Scholar
Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.Google Scholar
Andreeva, T., & Sergeeva, A. (2016). The more the better … or is it? The contradictory effects of HR practices on knowledge-sharing motivation and behaviour. Human Resource Management Journal, 26(2), 151171.CrossRefGoogle Scholar
Appelbaum, E., Bailey, T., Berg, P., Kalleberg, A. L., & Bailey, T. A. (2000). Manufacturing advantage: Why high-performance work systems pay off. Ithaca, USA: Cornell University Press.Google Scholar
Arthur, J. B., Herdman, A. O., & Yang, J. (2016). How top management HR beliefs and values affect high-performance work system adoption and implementation effectiveness. Human Resource Management, 55(3), 413435.CrossRefGoogle Scholar
Aryee, S., & Chen, Z. X. (2006). Leader–member exchange in a Chinese context: Antecedents, the mediating role of psychological empowerment and outcomes. Journal of Business Research, 59(7), 793801.CrossRefGoogle Scholar
Audenaert, M., Vanderstraeten, A., & Buyens, D. (2017). When affective well-being is empowered: The joint role of leader-member exchange and the employment relationship. The International Journal of Human Resource Management, 28(15), 22082227.CrossRefGoogle Scholar
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309328.CrossRefGoogle Scholar
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD–R approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 389411.CrossRefGoogle Scholar
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 11731182.CrossRefGoogle ScholarPubMed
Beltrán-Martín, I., Bou-Llusar, J. C., Roca-Puig, V., & Escrig-Tena, A. B. (2017). The relationship between high performance work systems and employee proactive behaviour: Role breadth self-efficacy and flexible role orientation as mediating mechanisms. Human Resource Management Journal, 27(3), 403422.CrossRefGoogle Scholar
Bentler, P. M., & Chou, C. P. (1987). Practical issues in structural modeling. Sociological Methods & Research, 16(1), 78117.CrossRefGoogle Scholar
Bindl, U. K., & Parker, S. K. (2010). Proactive work behavior: Forward-thinking and change-oriented action in organizations. In Zedeck, S. (Ed.), APA handbook of industrial and organizational psychology (pp. 567598). Washington, DC: American Psychological Association.Google Scholar
Bindl, U. K., Parker, S. K., Totterdell, P., & Hagger-Johnson, G. (2012). Fuel of the self-starter: How mood relates to proactive goal regulation. Journal of Applied Psychology, 97(1), 134150.CrossRefGoogle ScholarPubMed
Blau, P. M. (1964). Exchange and power in social life. New York, NY: Wiley.Google Scholar
Bolino, M. C., & Turnley, W. H. (2005). The personal costs of citizenship behavior: The relationship between individual initiative and role overload, job stress, and work-family conflict. Journal of Applied Psychology, 90(4), 740748.CrossRefGoogle ScholarPubMed
Boon, C., & Kalshoven, K. (2014). How high-commitment HRM relates to engagement and commitment: The moderating role of task proficiency. Human Resource Management, 53(3), 403420.CrossRefGoogle Scholar
Breevaart, K., Bakker, A. B., Demerouti, E., & van den Heuvel, M. (2015). Leader-member exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7), 754770.CrossRefGoogle Scholar
Brislin, R. W. (1980). Translation and content analysis of oral and written material. In Triandis, H. C. & Berry, J. W. (Eds.), Handbook of cross-cultural psychology (pp. 389444). Boston: Allyn and Bacon.Google Scholar
Cai, Z., Parker, S. K., Chen, Z., & Lam, W. (2019). How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis. Journal of Organizational Behavior, 40(2), 209230.CrossRefGoogle Scholar
Chen, Y. L., & Chen, S. J. (2021). Looking at both sides of high-performance work systems and individual performance: A job demands − resources model. Journal of Management & Organization, 121. https://doi.org/10.1017/jmo.2021.4Google Scholar
Chen, Y., Friedman, R., Yu, E., Fang, W., & Lu, X. (2009). Supervisor-subordinate guanxi: Developing a three-dimensional model and scale. Management and Organization Review, 5(3), 375399.CrossRefGoogle Scholar
Chuang, C.-H., Jackson, S. E., & Jiang, Y. (2016). Can knowledge-intensive teamwork be managed? Examining the roles of HRM systems, leadership, and tacit knowledge. Journal of Management, 42(2), 524554.CrossRefGoogle Scholar
Cooke, F. L., Cooper, B., Bartram, T., Wang, J., & Mei, H. (2019). Mapping the relationships between high-performance work systems, employee resilience and engagement: A study of the banking industry in China. The International Journal of Human Resource Management, 30(8), 12391260.Google Scholar
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435462.CrossRefGoogle Scholar
Deci, E. L., & Ryan, R. M. (2000). The ‘what’ and ‘why’ of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227268.CrossRefGoogle Scholar
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499512.CrossRefGoogle ScholarPubMed
Den Hartog, D. N., Boon, C., Verburg, R. M., & & Croon, M. A. (2013). HRM, communication, satisfaction, and perceived performance : A cross-level test. Journal of Management, 39(6), 16371665.CrossRefGoogle Scholar
Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R. (2012). A meta-analysis of antecedents and consequences of leader-member exchange: Integrating the past with an eye toward the future. Journal of Management, 38(6), 17151759.Google Scholar
Eldor, L., & Harpaz, I. (2016). A process model of employee engagement: The learning climate and its relationship with extra-role performance behaviors. Journal of Organizational Behavior, 37(2), 213235.CrossRefGoogle Scholar
Fay, D., & Hüttges, A. (2017). Drawbacks of proactivity: Effects of daily proactivity on daily salivary cortisol and subjective well-being. Journal of Occupational Health Psychology, 22(4), 429442.CrossRefGoogle ScholarPubMed
Fletcher, L. (2019). How can personal development lead to increased engagement? The roles of meaningfulness and perceived line manager relations. The International Journal of Human Resource Management, 30(7), 12031226.CrossRefGoogle Scholar
Frese, M., & Fay, D. (2001). Personal initiative: An active performance concept for work in the 21st century. Research in Organizational Behavior, 23, 133187.CrossRefGoogle Scholar
Frese, M., Fay, D., Hilburger, T., Leng, K., & Tag, A. (1997). The concept of personal initiative: Operationalization, reliability and validity in two German samples. Journal of Occupational & Organizational Psychology, 70(2), 139161.CrossRefGoogle Scholar
Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in Organizational Behavior, 9, 175208.Google Scholar
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), 219247.CrossRefGoogle Scholar
Gürlek, M., & Uygur, A. (2021). Service-oriented high-performance human resource practices and employee service performance: A test of serial mediation and moderation models. Journal of Management & Organization, 27(1), 197233.CrossRefGoogle Scholar
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2013). A primer on partial least squares structural equation modeling (PLS-SEM). Thousand Oaks, CA: Sage.Google Scholar
Halbesleben, J. R. B., Neveu, J.-P., Paustian-Underdahl, S. C., & Westman, M. (2014). Getting to the ‘COR’: Understanding the role of resources in conservation of resources theory. Journal of Management, 40(5), 13341364.CrossRefGoogle Scholar
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268279.CrossRefGoogle ScholarPubMed
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513524.CrossRefGoogle ScholarPubMed
Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: Advancing conservation of resources theory. Applied Psychology: An International Review, 50(3), 337421.CrossRefGoogle Scholar
Hobfoll, S. E., Freedy, J., Lane, C., & Geller, P. (1990). Conservation of social resources: Social support resource theory. Journal of Social and Personal Relationships, 7(4), 465478.CrossRefGoogle Scholar
Hobfoll, S. E., & Leiberman, J. R. (1987). Personality and social resources in immediate and continued stress resistance among women. Journal of Personality and Social Psychology, 52(1), 1826.CrossRefGoogle ScholarPubMed
Huang, X., Wright, R. P., Chiu, W. C. K., & Wang, C. (2008). Relational schemas as sources of evaluation and misevaluation of leader–member exchanges: Some initial evidence. The Leadership Quarterly, 19(3), 266282.CrossRefGoogle Scholar
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635672.CrossRefGoogle Scholar
Huselid, M. A., & Becker, B. E. (2000). Comment on ‘measurement error in research on human resources and firm performance: How much error is there and how does it influence effect size estimates?’ by Gerhart, Wright, McMahan, and Snell. Personnel Psychology, 53(4), 835854.CrossRefGoogle Scholar
Jeong, D. Y., & Choi, M. (2016). The impact of high-performance work systems on firm performance: The moderating effects of the human resource function's influence. Journal of Management & Organization, 22(3), 328348.CrossRefGoogle Scholar
Jerez-Gómez, P., Céspedes-Lorente, J., & Pérez-Valls, M. (2019). Do high-performance human resource practices work? The mediating role of organizational learning capability. Journal of Management & Organization, 25(2), 189210.CrossRefGoogle Scholar
Jiang, K. (2013). Bridging the gap between reality and perception: Managers’ role in shaping employee perceptions of high performance work systems (Dissertations & theses). Gradworks.Google Scholar
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 12641294.CrossRefGoogle Scholar
Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341349.CrossRefGoogle Scholar
Landis, R. S., Beal, D. J., & Tesluk, P. E. (2000). A comparison of approaches to forming composite measures in structural equation models. Organizational Research Methods, 3(2), 186207.CrossRefGoogle Scholar
Lebrón, M., Tabak, F., Shkoler, O., & Rabenu, E. (2018). Counterproductive work behaviors toward organization and leader-member exchange: The mediating roles of emotional exhaustion and work engagement. Organization Management Journal, 15(4), 159173.CrossRefGoogle Scholar
Lee, C., Bobko, P., & Chen, Z. X. (2006). Investigation of the multidimensional model of job insecurity in China and the USA. Applied Psychology: An International Review, 55(4), 512540.CrossRefGoogle Scholar
Lee, H. W., Pak, J., Kim, S., & Li, L.-Z. (2019). Effects of human resource management systems on employee proactivity and group innovation. Journal of Management, 45(2), 819846.CrossRefGoogle Scholar
Lee, K., Scandura, T. A., & Sharif, M. M. (2014). Cultures have consequences: A configural approach to leadership across two cultures. The Leadership Quarterly, 25(4), 692710.CrossRefGoogle Scholar
Lepak, D. P., Liao, H., Chung, Y., & Harden, E. E. (2006). A conceptual review of human resource management systems in strategic human resource management research. Research in Personnel and Human Resources Management, 25, 217271.CrossRefGoogle Scholar
Lepak, D. P., & Snell, S. A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. The Academy of Management Review, 24(1), 3148.CrossRefGoogle Scholar
Lepak, D. P., & Snell, S. A. (2002). Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations. Journal of Management, 28(4), 517543.CrossRefGoogle Scholar
Liao, H., Toya, K., Lepak, D. P., & Hong, Y. (2009). Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. Journal of Applied Psychology, 94(2), 371391.CrossRefGoogle ScholarPubMed
Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 4372.Google Scholar
Little, T. D., Cunningham, W. A., Shahar, G., & Widaman, K. F. (2002). To parcel or not to parcel: Exploring the question, weighing the merits. Structural Equation Modeling: A Multidisciplinary Journal, 9(2), 151173.CrossRefGoogle Scholar
Loi, R., Ngo, H.-Y., Zhang, L., & Lau, V. P. (2011). The interaction between leader-member exchange and perceived job security in predicting employee altruism and work performance. Journal of Occupational and Organizational Psychology, 84(4), 669685.CrossRefGoogle Scholar
Lu, X., Xie, B., & Guo, Y. (2018). The trickle-down of work engagement from leader to follower: The roles of optimism and self-efficacy. Journal of Business Research, 84, 186195.CrossRefGoogle Scholar
Maas, C. J. M., & Hox, J. J. (2005). Sufficient sample sizes for multilevel modeling. Methodology: European Journal of Research Methods for the Behavioral and Social Sciences, 1(3), 8692.CrossRefGoogle Scholar
Maden, C. (2015). Linking high involvement human resource practices to employee proactivity: The role of work engagement and learning goal orientation. Personnel Review, 44(5), 720738.CrossRefGoogle Scholar
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 1137.CrossRefGoogle Scholar
McClean, E., & Collins, C. J. (2019). Expanding the concept of fit in strategic human resource management: An examination of the relationship between human resource practices and charismatic leadership on organizational outcomes. Human Resource Management, 58(2), 187202.CrossRefGoogle Scholar
Neves, P., Almeida, P., & Velez, M. J. (2018). Reducing intentions to resist future change: Combined effects of commitment-based HR practices and ethical leadership. Human Resource Management, 57(1), 249261.CrossRefGoogle Scholar
Nielsen, K., Nielsen, M. B., Ogbonnaya, C., Känsälä, M., Saari, E., & Isaksson, K. (2017). Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis. Work & Stress, 31(2), 101120.CrossRefGoogle Scholar
Ouyang, K., Cheng, B. H., Lam, W., & Parker, S. K. (2019). Enjoy your evening, be proactive tomorrow: How off-job experiences shape daily proactivity. Journal of Applied Psychology, 104(8), 10031019.CrossRefGoogle ScholarPubMed
Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36(4), 827856.CrossRefGoogle Scholar
Parker, S. K., & Collins, C. G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of Management, 36(3), 633662.CrossRefGoogle Scholar
Parker, S. K., & Griffin, M. A. (2011). Understanding active psychological states: Embedding engagement in a wider nomological net and closer attention to performance. European Journal of Work and Organizational Psychology, 20(1), 6067.CrossRefGoogle Scholar
Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636652.CrossRefGoogle ScholarPubMed
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879903.CrossRefGoogle ScholarPubMed
Preacher, K. J., & Selig, J. P. (2012). Advantages of Monte Carlo confidence intervals for indirect effects. Communication Methods and Measures, 6(2), 7798.CrossRefGoogle Scholar
Purcell, J., & Hutchinson, S. (2007). Front-line managers as agents in the HRM-performance causal chain: Theory, analysis and evidence. Human Resource Management Journal, 17(1), 320.CrossRefGoogle Scholar
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617635.CrossRefGoogle Scholar
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600619.CrossRefGoogle Scholar
Salanova, M., Agut, S., & Peiró, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: The mediation of service climate. Journal of Applied Psychology, 90(6), 12171227.CrossRefGoogle ScholarPubMed
Salanova, M., & Schaufeli, W. B. (2008). A cross-national study of work engagement as a mediator between job resources and proactive behaviour. The International Journal of Human Resource Management, 19(1), 116131.CrossRefGoogle Scholar
Scandura, T. A., & Graen, G. B. (1984). Moderating effects of initial leader-member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69(3), 428436.CrossRefGoogle Scholar
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293315.CrossRefGoogle Scholar
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701716.CrossRefGoogle Scholar
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 7192.CrossRefGoogle Scholar
Selvarajan, T. T., Singh, B., & Solansky, S. (2018). Performance appraisal fairness, leader member exchange and motivation to improve performance: A study of US and Mexican employees. Journal of Business Research, 85, 142154.CrossRefGoogle Scholar
Seppälä, P., Mauno, S., Feldt, T., Hakanen, J., Kinnunen, U., Tolvanen, A., & Schaufeli, W. (2009). The construct validity of the Utrecht Work Engagement Scale: Multisample and longitudinal evidence. Journal of Happiness Studies, 10(4), 459481.CrossRefGoogle Scholar
Shantz, A., Alfes, K., & Latham, G. P. (2016). The buffering effect of perceived organizational support on the relationship between work engagement and behavioral outcomes. Human Resource Management, 55(1), 2538.CrossRefGoogle Scholar
Siemsen, E., Roth, A., & Oliveira, P. (2010). Common method bias in regression models with linear, quadratic, and interaction effects. Organizational Research Methods, 13(3), 456476.CrossRefGoogle Scholar
Sparrowe, R. T., & Liden, R. C. (1997). Process and structure in leader-member exchange. Academy of Management Review, 22(2), 522552.CrossRefGoogle Scholar
Steffensen, D. S., Ellen, B. P., Wang, G., & Ferris, G. R. (2019). Putting the ‘management’ back in human resource management: A review and agenda for future research. Journal of Management, 45(6), 23872418.CrossRefGoogle Scholar
Sun, L. Y., Aryee, S., & Law, K. S. (2007). High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558577.CrossRefGoogle Scholar
Thomas, J. P., Whitman, D. S., & Viswesvaran, C. (2010). Employee proactivity in organizations: A comparative meta-analysis of emergent proactive constructs. Journal of Occupational and Organizational Psychology, 83(2), 275300.CrossRefGoogle Scholar
Wang, H., Law, K. S., Hackett, R. D., Wang, D., & Chen, Z. X. (2005). Leader-member exchange as a mediator of the relationship between transformational leadership and followers’ performance and organizational citizenship behavior. Academy of Management Journal, 48(3), 420432.CrossRefGoogle Scholar
Williams, L. J., & Anderson, S. E. (1994). An alternative approach to method effects by using latent-variable models: Applications in organizational behavior research. Journal of Applied Psychology, 79(3), 323331.CrossRefGoogle Scholar
Wright, P. M., & Nishii, L. H. (2007). Strategic HRM and organizational behavior: Integrating multiple levels of analysis (CAHRS Working Paper #07-03). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.Google Scholar
Wu, C.-H., & Parker, S. K. (2017). The role of leader support in facilitating proactive work behavior: A perspective from attachment theory. Journal of Management, 43(4), 10251049.CrossRefGoogle Scholar
Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14(2), 121141.CrossRefGoogle Scholar
Xia, Y., Schyns, B., & Zhang, L. (2020). Why and when job stressors impact voice behaviour: An ego depletion perspective. Journal of Business Research, 109, 200209.CrossRefGoogle Scholar
Zhang, J., Bal, P. M., Akhtar, M. N., Long, L., Zhang, Y., & Ma, Z. (2019). High-performance work system and employee performance: The mediating roles of social exchange and thriving and the moderating effect of employee proactive personality. Asia Pacific Journal of Human Resources, 57(3), 369395.CrossRefGoogle Scholar
Zhou, X., Ma, J., & Dong, X. (2018). Empowering supervision and service sabotage: A moderated mediation model based on conservation of resources theory. Tourism Management, 64, 170187.CrossRefGoogle Scholar