A Study of the Mechanism by which Guanxi-based Human Resource Management Practices Influence Employees' Active Change

Abstract

Abstract:

Based on relative deprivation theory perspective, this study examines how guanxi-based human resource management practices influence employees' active change by exploring the mediating role of the psychological safety and the moderating role of the psychological entitlement and perceived insider status. Analysis of multisource data from 211Chinese employees indicates that guanxi-based human resource management practices are negatively related to employees' active change; and the psychological safety mediates the relationship between guanxi-based human resource management practices and employees' active change. Furthermore, psychological entitlement moderates the relationship between guanxi-based human resource management practices and psychological safety, such that the relationship is stronger in high than in low psychological entitlement. Whereas, perceived insider status moderates the relationships between guanxi-based human resource management practices and psychological safety, such that the relationship is stronger in low than in high perceived insider status. Finally, psychological safety mediates the relationships between guanxi-based human resource management practices and employees' active change when psychological entitlement is much higher; psychological safety mediates the relationships between guanxi-based human resource management practices and employees' active change when perceived insider status is much lower.

Key words: guanxi-based human resource management practices, psychological safety, active change, psychological entitlement, perceived insider status

Yang Chen, Tang Mingfeng, Jing Yi. A Study of the Mechanism by which Guanxi-based Human Resource Management Practices Influence Employees' Active Change[J]. , 2019, 31(12): 207-218.

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