Human resource practices and coercive control interact to predict CWB: A meta-ethnographic study

Jonathan A. Shaffer; Todd C. Darnold

doi:10.5465/AMBPP.2018.166

Human resource practices and coercive control interact to predict CWB: A meta-ethnographic study

Jonathan A. Shaffer, Todd C. Darnold

Department of Marketing and Management

Research output: Contribution to conference › Paper › peer-review

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	https://doi.org/10.5465/AMBPP.2018.166
State	Published - 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

All Science Journal Classification (ASJC) codes

Management Information Systems
Management of Technology and Innovation
Industrial relations

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title = "Human resource practices and coercive control interact to predict CWB: A meta-ethnographic study",

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.",

author = "Shaffer, {Jonathan A.} and Darnold, {Todd C.}",

note = "Publisher Copyright: {\textcopyright} 2018 Academy of Management. All rights reserved. Copyright: Copyright 2018 Elsevier B.V., All rights reserved.; 78th Annual Meeting of the Academy of Management, AOM 2018 ; Conference date: 10-08-2018 Through 14-08-2018",

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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.

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Human resource practices and coercive control interact to predict CWB: A meta-ethnographic study

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