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ORIGINAL RESEARCH article

Front. Psychol.
Sec. Organizational Psychology
Volume 15 - 2024 | doi: 10.3389/fpsyg.2024.1494186

High-Performance Human Resource Practices, Organizational Identification and Employee Commitment: The Moderating Role of Organizational Culture

Provisionally accepted
Yifan Yang Yifan Yang 1*Ahmed M. Mostafa Ahmed M. Mostafa 2
  • 1 University of Bristol, Bristol, United Kingdom
  • 2 University of Leeds, Leeds, England, United Kingdom

The final, formatted version of the article will be published soon.

    Purpose: Drawing on social exchange and social identity theories, this study examines the mediating role of organizational identification on the relationship between high-performance human resource practices (HPHRPs) and employee commitment. The study further examines the moderating role of organizational culture in this mediated relationship.A cross-sectional survey was conducted with 340 employees from state-owned enterprises in China, and SPSS was used to test the hypothesized relationships.The results indicate that organizational identification acts as a mediator of the relationship between HPHRPs and employee commitment. Additionally, organizational culture moderates the strength of this mediated relationship, affecting the degree to which HPHRPs foster commitment.Originality: This study contributes to the literature by integrating social exchange and social identity theories to explain the psychological mechanisms underlying the employee-organization relationship.It also extends the understanding of how organizational identification mediates the link between HPHRPs and commitment, and how organizational culture moderates these effects, providing a more comprehensive understanding of these interrelated dynamics in organizational settings.

    Keywords: High-performance human resource practices, Organizational identification, Employee commitment, Organizational Culture, Social identity theory (SIT), Social exchange theory (SET)

    Received: 10 Sep 2024; Accepted: 14 Oct 2024.

    Copyright: © 2024 Yang and Mostafa. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

    * Correspondence: Yifan Yang, University of Bristol, Bristol, United Kingdom

    Disclaimer: All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.