Research on the Relationship between Human Resource Systems Differentiation and Employee Job Performance

Abstract

Abstract: Research has revealed substantial variance in employees’ perception of human resource (HR) systems. However, few of the existing studies have explored how HR systems differentiation affects employee outcomes. This study uses social comparison theory to examine the indirect effect of team relationship conflict, and the moderating role of procedural justice climate in the relationships between HR systems differentiation and employee task performance and citizenship performance. We test the research hypotheses with matched field data collected from 250 employees and 48 department supervisors. The results show that HR systems differentiation positively predicts team relationship conflict. Furthermore, HR systems differentiation indirectly affects employee task performance and citizenship performance via team relationship conflict. Moreover, procedural justice climate moderates the effect of HR systems differentiation on team relationship conflict. To be specific, the association is positive in groups with low procedural justice climate, but non-significant when procedural justice climate is high. Finally, procedural justice climate attenuates the indirect effects of HR systems differentiation on employee task performance and citizenship performance through team relationship conflict.

Key words: HR systems differentiation, team relationship conflict, task performance, citizenship performance, procedural justice climate

Zhang Junwei, Zhang Yajun, Cui Ligang, Lu Lu. Research on the Relationship between Human Resource Systems Differentiation and Employee Job Performance[J]. Management Review, 2022, 34(4): 226-237.

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