Abstract： Based on the Conservation of Resources Theory, this study explores and analyzes the influence mechanism of high-performance work system attributions on counterproductive work behavior by questionnaire survey on 264 employees from Jiangsu, Anhui, Zhejiang, and Shanghai province.This paper uses structural equation to test the research model. It arrives at the main conclusions as follows: the different attributions of high-performance work system have different effects on employees' counterproductive work behavior. The well-being attributions of high-performance work system can significantly reduce employees' counterproductive work behavior, while the performance attributions of high-performance work system can significantly increase employees' counterproductive work behavior. Positive emotion mediates well-being attributions of high performance work system and counterproductive productive behavior while negative emotion mediates performance attribution of high performance work system and counterproductive productive behavior. Union practice plays a moderating role between performance attribution of high performance work system and negative emotion, whereas it is not significant between well-being attribution of high performance work system and positive emotion.
胡恩华，胡京京，单红梅，张毛龙. 基于工会实践调节效应的高绩效工作系统归因对反生产行为的影响研究[J]. 管理学报, 2020, 17(6): 833-.
HU Enhua，HU Jingjing，SHAN Hongmei，ZHANG Maolong. The Effect of High-Performance Work System Attributions on Counterproductive Work Behavior: The Moderating Role of Union Practices. Chinese Journal of Management, 2020, 17(6): 833-.
