Abstract
Although the dark side of high-performance work systems (HPWS) has been recognized among researchers, few studies have inquired about how negative employee-level HR experiences could be alleviated. To fill this void, we investigate how self-sacrificial leadership (SSL) interacted with HPWS in explaining variance in such individual experiences as employee exhaustion and turnover intention, using a multilevel sample of 209 employees nested in 37 teams from a large real estate company in China. The findings showed that HPWS was positively related to the two experience measures. More noteworthily, we found that such a dark side of HPWS is mitigated under the condition of high SSL. The findings contribute to the HRM literature, underlining the roles of SSL over the implementation processes of HPWS. We discuss the theoretical and managerial implications and propose future research directions.
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