Abstract
Drawing on ideas from the resource based view of the firm, the notion of gift exchange, and efficiency wage theory, we examine the relationship between high- performance human resources practices (HPHRP) and employee counterproductive work behavior (CWB). We also examine whether HPHRP interact with coercive control systems to predict these outcomes. Using meta- ethnographic data collected from 149 organizational ethnographies, we found that HPHRP and coercive control interacted such that the negative association between HPHRP and CWB was buffered by coercive control. Further analysis indicates that this interaction remained even after controlling for the monetary rewards paid to employees, suggesting that the interactions we detected were largely driven by nonmonetary HPHRP as opposed to monetary HPHRP.
| Original language | English (US) |
|---|---|
| DOIs | |
| State | Published - Jan 1 2018 |
| Event | 78th Annual Meeting of the Academy of Management, AOM 2018 - Chicago, United States Duration: Aug 10 2018 → Aug 14 2018 |
Other
| Other | 78th Annual Meeting of the Academy of Management, AOM 2018 |
|---|---|
| Country | United States |
| City | Chicago |
| Period | 8/10/18 → 8/14/18 |
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All Science Journal Classification (ASJC) codes
- Management Information Systems
- Management of Technology and Innovation
- Industrial relations
Cite this
Human resource practices and coercive control interact to predict CWB : A meta-ethnographic study. / Shaffer, Jonathan A.; Darnold, Todd C.
2018. Paper presented at 78th Annual Meeting of the Academy of Management, AOM 2018, Chicago, United States.Research output: Contribution to conference › Paper
}
TY - CONF
T1 - Human resource practices and coercive control interact to predict CWB
T2 - A meta-ethnographic study
AU - Shaffer, Jonathan A.
AU - Darnold, Todd C.
PY - 2018/1/1
Y1 - 2018/1/1
N2 - Drawing on ideas from the resource based view of the firm, the notion of gift exchange, and efficiency wage theory, we examine the relationship between high- performance human resources practices (HPHRP) and employee counterproductive work behavior (CWB). We also examine whether HPHRP interact with coercive control systems to predict these outcomes. Using meta- ethnographic data collected from 149 organizational ethnographies, we found that HPHRP and coercive control interacted such that the negative association between HPHRP and CWB was buffered by coercive control. Further analysis indicates that this interaction remained even after controlling for the monetary rewards paid to employees, suggesting that the interactions we detected were largely driven by nonmonetary HPHRP as opposed to monetary HPHRP.
AB - Drawing on ideas from the resource based view of the firm, the notion of gift exchange, and efficiency wage theory, we examine the relationship between high- performance human resources practices (HPHRP) and employee counterproductive work behavior (CWB). We also examine whether HPHRP interact with coercive control systems to predict these outcomes. Using meta- ethnographic data collected from 149 organizational ethnographies, we found that HPHRP and coercive control interacted such that the negative association between HPHRP and CWB was buffered by coercive control. Further analysis indicates that this interaction remained even after controlling for the monetary rewards paid to employees, suggesting that the interactions we detected were largely driven by nonmonetary HPHRP as opposed to monetary HPHRP.
UR - http://www.scopus.com/inward/record.url?scp=85054556931&partnerID=8YFLogxK
UR - http://www.scopus.com/inward/citedby.url?scp=85054556931&partnerID=8YFLogxK
U2 - 10.5465/AMBPP.2018.166
DO - 10.5465/AMBPP.2018.166
M3 - Paper
AN - SCOPUS:85054556931
ER -