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Dao, M, 2024. Relationships between high-performance work systems, causal ascriptions, organisational citizenship behaviour and task performance: a cross-level investigation. PhD, Nottingham Trent University.
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Abstract
Attribution scholarship to date has endeavoured to gain insights into employees’ human resource (HR) attributions, or beliefs about why HR practices are in place, to explain the impacts of high-performance work systems on firm performance. When employees discern specific HR attributions, they gain a clearer understanding of the managerial motives driving HR initiatives, which in turn shapes their attitudes and behaviours. Following this logic, it is pertinent to design employee-centric HR initiatives that encourage the formation of benevolent HR attributions, fostering the alignment between employees' positive behaviours and organisation’s priorities. However, this HR process approach has chiefly focused on a neutral context and a transitory state of cognitive psychology rather than a concrete setting and a long-term motivational process. In this light, HR attributions may fail to capture enduring volitional impulses, such as enhanced self-esteem, that largely determine individual conduct and long-term performances in the workplace. As such, strategic HR initiatives may not consistently yield the desired outcomes in the long run. By utilising signalling and attribution perspectives, the current study delves into employees’ causal ascriptions of success, as key determinants of future behaviours and performance. In particular, the study builds and tests an integrative model where high-performance work systems, leader-member exchange and organisational cynicism work in concert to inform employees’ causal ascriptions of why they and others around them progress and succeed. The stream of thought flowing from internal causes (nested within attributors rather than organisation) is likely to spark positive dynamics of feelings and volitional momentum that set a scene for employees to well perform and act proactively. Based on a sample of 108 teams of Vietnamese small and medium sized enterprises, and multilevel structural equation modelling with Mplus, the study found broad support for proposed hypotheses, expanding a potential psychological line of research into the organisational management and thereby providing implications for both researchers and practitioners.
| Item Type: | Thesis |
|---|---|
| Creators: | Dao, M. |
| Contributors: | Name Role NTU ID ORCID |
| Date: | September 2024 |
| Rights: | The copyright in this work is held by the author. You may copy up to 5% of this work for private study, or personal, non-commercial research. Any re-use of the information contained within this document should be fully referenced, quoting the author, title, university, degree level and pagination. Queries or requests for any other use, or if a more substantial copy is required, should be directed to the author |
| Divisions: | Schools > Nottingham Business School |
| Record created by: | Jeremy Silvester |
| Date Added: | 04 Jul 2025 13:06 |
| Last Modified: | 04 Jul 2025 13:06 |
| URI: | https://irep.ntu.ac.uk/id/eprint/53886 |
https://orcid.org/0000-0003-4006-7923Actions (login required)
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