Employees' Success Perceptions and Organizational Citizenship Behavior
Study reveals how high-performance work systems influence employee motivation.
1Employees' Success Perceptions
The research highlights how employees' perceptions of success shape organizational behavior. High-performance work systems (HPWS) influence employees' beliefs about the causes of success. These beliefs directly affect employees' work-related emotions and intrinsic motivation. The study, conducted with 430 employees and 108 teams, explains these dynamics.
2Organizational Citizenship Behavior
Organizational citizenship behavior (OCB) includes voluntary actions beyond employees' formal job descriptions. The study examines how HPWS supports OCB. When employees attribute their success to managers' strategic practices, their OCB levels increase. This connection strengthens employees' commitment to the organization.
3Leader-Member Exchange
Leader-member exchange (LMX) influences the relationship between employees' success perceptions and OCB. High-quality LMX increases employees' trust in their managers. This trust helps shape positive success perceptions. The research confirms LMX's moderating role in this context.
4Organizational Cynicism
Organizational cynicism emerges as a factor weakening the relationship between HPWS and OCB. Cynical employees question managers' motives and do not attribute success to strategic practices. This leads to lower OCB levels. The study emphasizes cynicism's negative impact.
5Findings from Vietnamese SMEs
The research was conducted with 430 employees across 108 SMEs in Vietnam. Data were analyzed using multilevel structural equation modeling (MSEM). Vietnam's dynamic business environment provides an ideal context for studying employee behavior. The findings offer valuable insights for other emerging economies.
6Theoretical Contributions
The study combines signaling and attribution theories to present a new theoretical framework. Success attributions mediate the relationship between HPWS and OCB. This finding significantly contributes to human resource management literature. Additionally, the moderating effects of LMX and cynicism are highlighted.
7Practical Implications
The research offers strategic recommendations for managers to enhance employee motivation. HPWS practices should positively influence employees' success perceptions. Leaders should improve LMX quality to gain employees' trust. Transparent communication policies can help reduce organizational cynicism.
8Future Research Directions
The study suggests similar research in different cultures and industries. Employees' success perceptions can be compared across countries. Other moderator variables could also be examined. Such research can provide valuable insights for global workforce management.