The Influence Of Perceived High-Performance Work Systems On Pro-Social Rule Breaking Behavior

The study attempts to find out employees' Pro-Social Rule-Breaking Behavior in Mozambique as the potential outcomes of Perceived High Performance Work Systems,mediated by Perceived Organizational Support,Trust in Organization and moderated by Caring Ethical Climate.Previous researchers studied the relationship between Perceived High Performance Work Systems and employees' Pro-Social Rule-Breaking Behavior using Perceived Organizational Support as mediator variable and Caring Ethical Climate as moderator variable.In our research we add one more variable as mediator,we suggest that Trust in Organization can mediate also the relationship.The question of study is to know what's the effect of Perceived High Performance Work Systems on employees' ProSocial Rule-Breaking Behavior,mediated by Perceived Organizational Support,Trust in Organization and moderated by Caring Ethical Climate.We propose that Perceived High Performance Work Systems positively relates to employees' Pro-Social Rulebreaking Behavior,Perceived Organizational Support and employees' Trust in Organization;Perceived Organizational Support positively relates to employees' ProSocial Rule-Breaking Behavior and mediates positively the relationship between Perceived High Performance Work Systems and Pro-social Rule-breaking behavior;Employees' Trust in Organization positively relates to employees' Pro-social Rulebreaking behavior and mediates positively the relationship between Perceived High Performance Work Systems and Pro-social Rule-breaking behavior;Caring Ethical Climate moderates positively the effect of Perceived Organizational Support on ProSocial Rule-Breaking Behavior;and also moderates positively the effect of Trust in Organization on Pro-Social Rule-Breaking Behavior.We used a quantitative research method,the unit level of analyze was individual level and with sample size of 300 participants.The results of study show that the relationship between Perceived High Performance Work Systems and Pro-social rule breaking behavior is full mediation.There is a significant mediation of Perceived Organizational Support on the relationship between Perceived High-Performance Work Systems and Employees' Pro-Social Rule-Breaking Behavior,but the mediation effect is negative.And also show that there is a significant mediation effect of Trust in Organization on relationship between Perceived high-Performance work systems and Employees' pro-social rule-breaking behavior,the mediation effect is positive.Concerning the moderating effect of Caring athical climate,the results of show positive moderation effect of Caring athical climate on the relationship between Perceived organizational support and Pro-social rule-breaking behavior.The second moderation effect of Caring ethical climate,the result showed that no moderation effect of Caring ethical climate on the relationship between Trust in Organization and Pro-Social Rule Breaking Behavior.Therefore,our findings suggest that the relationship between perceived high performance work systems and pro-social rule breaking behavior is full mediated,this is the reason why perceived high performance work system and pro-social rule breaking behavior are not direct related.To support our findings,Hair et al.(2017)on their study about A Primer on Partial Least Squares Structural Equation Modeling(PLS-SEM)support that if the direct effect is nonsignificant,we face the situation of indirect-only mediation.This situation represents the best-case scenario as it suggests that our mediator fully complies with the hypothesized theoretical framework.