THE MEDIATING ROLE OF VIRTUOUSNESS IN HUMAN RESOURCE MANAGEMENT AND JOB OUTCOMES

Maria Leonor Pires · Francisco Guilherme Nunes

18 citations0/0 files storedRevista de Administração de Empresas

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Job Satisfaction and Organizational Behavior Employee Performance and Management Human Resource and Talent Management

Abstract

ABSTRACT In this study, we explore the role of organizational virtuousness (OV) as a mechanism through which human resource management practices (HRMPs) affect employee outcomes. We propose that HRMPs lead to higher levels of organizational citizenship behaviors and affective commitment by stimulating OV. Using a sample of 525 workers, from 22 stores of a retailing company, we found evidence that HRMPs predict OV, thereby predicting members’ citizenship behaviors and affective commitment. By suggesting this new mediator, this study contributes to a better understanding of the causal chain linking HRMPs and performance.

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References

2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.1991A three-component conceptualization of organizational commitment 2005Social Exchange Theory: An Interdisciplinary Review 1986Organizational Culture and Leadership 2008Self-determination theory: A macrotheory of human motivation, development, and health.1990A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment.2000Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research 1997Commitment in the workplace: theory, research, and application

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2022How Are Leadership, Virtues, HRM Practices, and Citizenship Related in Organizations? Testing of Mediation Models in the Light of Positive Organizational Studies

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