AresearchontherelationshipsbetweenhighperformanceworksystemsandPro-SocialRuleBreakingAbstract:Conventionalwisdomholdsthatviolationsoftheorganization’sformalrulesareoftenconsideredtobeduetoemployees’angerorself-interestordisapprovaloforganizationalgoals.However,contrarytotheperceptionofemployeesasself-interested,existingliteraturesuggeststhatemployeesmaybeconstructiveintheirmotivationformakingirregularities,suchasprovidingbetterservicestocustomers,improvingtheirworkefficiency,andhelpingcolleaguestobemoreefficient.Thestartingpointforthemtomakesuchbehavioristomaximizeorganizationalinterests,havinglittleornobenefittothemselvesevenmayhavecertainrisks(suchasorganizationalpunishment,orworseperformanceappraisalresults).Therefore,foremployees,pro-socialrule-breakingbehavior(PSRB)areactuallyakindofethicaldilemma:Undercertaincircumstances,isittobreakorganizationalrulesinordertomaximizeorganizationalinterests,ortofollowestablishedorganizationalrulesandregulationsinordertoavoidpunishmentThedecisionofwhetherornottorewardemployeeswhobreakorganizationalrulestosatisfycustomersorimproveorganizationalperformanceisadifficultproblemforbusinessmanagers.Atthesametime,itisnecessaryforresearcherstoexplorethemechanismofemployees'PSRBatthetheoreticallevel.Basedonsocialexchangetheory,usingasampleof543Chineseworkers,thisstudyexaminestheeffectofperceivedHighPerformanceWorkSystems(HPWS)onPSRB.Theresultsindicatethat:(1)Employees'perceptionsofHPWSarepositivelyrelatedtoemployees'PSRB;(2)Therelationshipbetweenemployees'perceptionsofHPWSandPSRBwaspartiallymoderatedbyemployees'perceivedorganizationalsupport(POS);(3)anorganization'sinstrumentalethicalclimateandcaringethicalclimatepositivelymoderatetherelationshipbetweenPOSandPSRB,aswellastheindirecteffectofHPWSonPSRBthroughPOS;(4)anorganization'srulesethicalclimatenegativelymoderatestherelationshipbetweenPOSandPSRB,aswellastheindirecteffectofHPWSonPSRBthroughPOS.ThisresearchdescribesthemechanismthroughwhichperceivedHPWSinfluencePSRB,aswellasboundar...
