With the increase in labor participation rate, the problem of employees' work-family conflict is becoming more and more serious, and management of modern enterprises have put forward new requirements for the traditional behavior theory. As a onedimensional factor, the subjective behavior norms under the theory of planned behavior (TPB) are difficult to describe, the trade-off is between employees' tendencies to realize their personal value and maintaining work-family balance in achievement motivation. This study combines the theory of achievement goal orientation with the theory of planned behavior, and defines the subjective norms in the TPB model, dividing the original one-dimensional subjective norms into two different dimensions, namely individual value realization and individual family balance. The existing results show that there are differences in employee value tendencies according to different personality traits, and there are different manifestations of influence relationships. Based on the influential factors of work performance, this study first analyzes the relationship between employee traits and achievement value orientation and, on this basis, tries to construct the theoretical model of "trait value orientation work performance". The results show that work satisfaction and organizational commitment play intermediary roles in the impact of work autonomy and value orientation on work performance. Contribution/Originality:This study combines the TPB model and achievement goal orientation theory, extending the one-dimensional subjective norms into a two-dimensional individual-family disposition, and further subdividing the original influence of subjective norms on behavioral intentions into the influence of employee goal orientation on job satisfaction and organizational commitment. subjective norms are one-dimensional, but recent research has shown that the influence of subjective norms on behavior is not just a unidimensional linear model, but a trade-off outcome. In the field of organizational behavior, research on the subjective norms of corporate employees' behavior has similarly extended from a single dimension to a
Employee counterproductive work behavior (ECWB) in the workplace has caused serious harm to the organization, and its recessive occurrence creates difficulty for the organization to guard against it. This study aims to explore the influence of high-performance work systems (HPWS) on the two sides of ECWB with employees and the internal influence path. It also aims to combine resource conservation and affective events theories to build an HPWS five-level model. It provides human resource management measures for enterprises to reduce and prevent the ECWB effectively. This study adopts a quantitative analysis method to conduct a questionnaire survey among employees in 366 enterprises in China. The results show that HPWS has a significant two-sided impact on ECWB. For employees with positive emotions, HPWS improved employee performance and inhibited ECWB. Meanwhile, for employees with negative emotions, HPWS reduces employees’ work input and increases employees’ counterproductive behaviors. For negative employees, the positive effect of HPWS is more significant than the negative effect of positive employees. In addition, organizational commitment has a moderating effect on the counterproductive behavior of negative employees. Therefore, when implementing HPWS, enterprises should consider the impact of both sides of HPWS on ECWB and adopt a more humane management method. In this study, a practical five-level HPWS model is constructed, which complements the existing research model and provides a theoretical basis and practical guidance for enterprises to scientifically and effectively promote employees to achieve high performance.
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