Perceived HRM practices and organizational citizenship behaviours: a case study of a Chinese high-tech organization

Abstract

PurposeThe purpose of this case study is to test a moderated mediation model linking employees' perceived HRM practices to organizational citizenship behaviours (OCB) with perceived insider status as the mediator and emotional exhaustion as the moderator in a Chinese high-tech organization.Design/methodology/approachA sample of 417 Chinese employees were recruited from a large Chinese high-tech company to participate in a paper-and-pencil survey, and mediation and moderation were analysed using PROCESS macro for SPSS.FindingsPerceived insider status partially mediates the relationship between perceived HRM practices and OCB, and emotional exhaustion moderates the relationship between perceived insider status and OCB such that the strength of the relationship is stronger in employees with low emotional exhaustion levels than in employees with high emotional exhaustion levels.Practical implicationsThere is a need for organizations to promote the physical and psychological well-being of its employees in order to maximize the effectiveness of HRM practices.Originality/valueThis case study provides novel insights into how employees' perceived HRM practices elicit OCB and its boundary conditions in collectivistic cultures.